HR Policy 3.06

Printable Version

For specific terms and conditions of surplusing or laying off represented employees, and of refilling positions that were previously surplused, be sure to refer to the relevant collective bargaining agreement and/or contact the Department of Human Resources regarding procedures that must be followed.

A. SURPLUS and LAYOFFS: All Represented Staff

Whenever a reduction in employees is required, which is within the sole judgment of the Employer, such employees shall be declared "surplus" employees and either reassigned or laid off.

Generally, employees surplused or laid off are the least senior employees within the same position title, certification, instructional level, grade level and/or subject area within a given department, division or school.

B. RECALL FROM LAYOFF

Support Staff

Employees laid off through no fault of their own shall be placed on re-employment lists for their classes of positions. Eligibility for retention on the re-employment lists shall extend to a maximum of l8 months from the effective date of separation for all represented employees.

Employees on the re-employment list shall be given preference in the order of their seniority over all new applicants for all positions for which they can qualify. Employees re-employed within l8 months shall return to the same step in the salary range they had attained prior to being laid off, and shall receive full credit for all prior service, but shall not receive credit for the time during which they were separated.

Employees rehired after being laid off for a period of more than l8 months shall be treated as a new employee.

Teachers

Teachers laid off are entitled to recall for a period of three years from the date of notification of layoff; beyond that time, the teacher must affirmatively notify the District annually by May 1 that s/he wishes to remain on the recall list. Teachers with the same certification will be recalled in the same order in which they were laid off.

October 1992