REDUCTION IN WORK FORCE

 

WHAT CAUSES A REDUCTION IN THE WORK FORCE?

According to Caddo School Board Policy GCPA & GDPA —

· Declining enrollment

· Program changes

· Financial state requiring immediate action

All feasible alternatives to the layoffs of employees (attrition and appropriate reassignment) will be considered prior to the implementation of the Reduction in Force Policy.

 

WHO GETS TO STAY?

Certified Personnel (teachers) and Classified Personnel (support personnel) with certain certifications, licensures, qualifications, and/or skills necessary to provide a balanced educational program and to maintain and operate the school system will be retained.

 

HOW DO THEY DECIDE WHO GOES?

Persons employed in the categories designated for reduction shall be reduced by seniority based on the following — in priority order:

· Temporary or provisional employees within the categories of positions being reduced

· Non-tenured employees within the categories being reduced

· Tenured employees within the categories being reduced

· Performance as indicated by observations and evaluations (no evaluations shall be considered which occur after the board votes to begin the reduction in force process)

· Academic preparation, if applicable, within the employee’s field

 

HOW DO YOU FIND OUT THAT YOU’VE BEEN LAID-OFF?

At least 30 calendar days prior to the layoff date, employees designated for layoff will be notified by certified mail. The notices will include a statement of the conditions requiring layoff and a copy of the Reduction in Force Policy

 

NOTE:

Employees on Board approved leaves of absence will be treated in the same manner as other regularly employed personnel insofar as application of the Reduction in Force Policy is concerned.

 

CAN YOU APPEAL?

An employee who receives a layoff notice may file a grievance at Level II. The grievance must be in writing and filed within 10 school days of the date of the employee’s layoff notice. The grievance must specify all grounds on which it is contended that the decision was arbitrary or capricious and must also include a short plain statement of facts that the employee believes will support his/her contention.

 

Call the Federation for Help 424-4579

 

WHAT ARE YOUR RIGHTS WHILE YOU ARE LAID-OFF?

Employees placed on layoff may —

· Engage in other employment or become eligible to receive unemployment benefits

· Be eligible for day-by-day substitute work

· Accept an assignment to a lesser position

 

DO YOU EVER GET TO COME BACK TO WORK?

For 3 years the Board cannot replace an employee who has been laid-off in a particular category, without first offering a position to that employee in the reduced category. Employees who were employed in a temporary position do not have this right. If there is a need for personnel in any category and there are no laid-off personnel on the recall list, any qualified personnel on the recall list may be offered the position on a seniority basis.

Recall offers will be made by certified mail and the employee has 10 calendar days to submit a written acceptance. If the employee fails to accept the offer within the 10 calendar days or rejects the position, the name of the employee will be removed from the recall list.

When you return, it will be at the same tenure status, benefits, and accumulated sick leave that you had the day you were laid-off.