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1. Purpose


The Board of Education recognizes that from time to time it may be necessary to carry out a reduction in force under certain circumstances.  Any time a reduction in force becomes necessary, the primary goal of the Board is to identify those positions, which can be eliminated, combined, or reduced to meet the needs of the District.  The maintenance of educational programs is the top priority when a reduction in force becomes necessary.


2. Delegation


2.1    The Board of Education hereby delegates to the Superintendent the duty to identify which programs or positions should be eliminated, combined, or reduced whenever a reduction in force becomes necessary.  In suggesting such action, the Superintendent should specifically state:


2.1.1 Why the Reduction in Force is necessary.
2.1.2 Which positions can best be eliminated, combined or modified to meet the educational goals of the School District.

2.2    In considering which positions to eliminate, combine or modify in the best interests of education in the school district, the Superintendent may, in his discretion, consider any or all of the following criteria, as may be relevant, which is not listed in any specific priority order:  


2.2.1 Personnel Needs (District, School, or Department)
2.2.2 Performance Evaluations
2.2.3 Education Qualifications / Experience
2.2.4 Professional Contributions
2.2.5 Professional Conduct


2.3    The Superintendent shall determine the affected programs and/or positions and the number of employees to be terminated due to a RIF.  The Superintendent or designee(s) shall then create a RIF Evaluation Form in order to rank the employees within each affected program and/or position, in accordance with any or all of the foregoing criteria, as the same may be relevant and applicable.  The RIF Evaluation Form shall outline the specific criteria and corresponding points or weightings, which will be used to establish the rankings.  Utilizing the RIF Evaluation Form, the employee(s) with the lowest rank(s) shall have their employment terminated.


2.4    RIF decisions will not be made upon the basis of an employee’s race, color, national origin, gender, religion, disability, age, or any other legally protected classification.


3. Necessary Reductions


3.1    The School District may reduce the number of employees in force, combine, or modify positions or programs without following Orderly Termination Policies of the School District only when it becomes necessary to reduce the number of employees for one or more of the following reasons:

3.1.1 Declining student enrollments in the School District;
3.1.2 Discontinuance of a particular service or program;
3.1.3 The shortage of anticipated revenue after the budget has been adopted;
3.1.4 The shortage of projected revenue prior to the budget being adopted; or
3.1.5 School consolidation.
3.1.6 Other unforeseen circumstances.


3.2    In the event of a RIF, the District may terminate the services of a career or provisional employee as applicable.  For a termination effective at the end of a school or contract year, notice shall be given to the affected career employee(s) 60 days before the end of their contract of the applicable school or contract year if possible.  For all other terminations during the school or contract year, notice shall be given to the affected career or provisional employee(s) at least thirty (30) days prior to the effective date of termination.

4. Prohibition Against “Last-Hired, First-Fired” Procedure


4.1    The District may not utilize a “last-hired, first-fired” procedure for layoffs when terminating District employees.  “Last-hired, first-fired procedure for layoffs” means staff reduction that mandates the termination of an employee who started to work for the District most recently before terminating a more senior employee.

5.  Rehire


5.1    If an employee terminated through a RIF is rehired to the same or a similar position within one (1) calendar year from the date of termination, the employee’s salary step, lane placement, and other benefits shall be reinstated at the level existing at the time of termination, excluding previously paid out benefits.  Employees terminated through a RIF shall remain entitled to such reinstatement for the earlier of: (a) one (1) year from the date of termination; or (b) until such time as they refuse further similar employment offered by the District.  If an employee accepts a position on a lower salary lane, the benefits and salary will be adjusted to reflect the new lane placement.


6. Scope of Policy


6.1    This policy applies to reduction in force of both classified and certified employees.


                                Approved     11/01/88
                                Revised    08/09/90
                                Revised    09/10/02
                                Revised     12/17/08
                                Revised    03/21/12