Van Buren Intermediate School District
Administrative Guidelines
 

4131 - REDUCTION IN STAFF

If a reduction in the support staff becomes necessary, the District shall follow the procedures listed below or is contained in a negotiated contract.

Definitions and Terminology
 A.Qualifications shall be defined as those items which appear on the employment application of the individual, and have been verified, and the performance evaluations filed periodically with the personnel office of the District.
 B.Seniority shall be defined as the length of continuous service in the employment of the District since the most recent date of employment.
 C.Credit given for wage placement, or other purposes, except continuous service to the District, shall not be included for purposes of determining seniority under this policy.
 D.Seniority shall be lost for all purposes where:
  1.an employee terminates employment;
  2.an employee is discharged;
  3.an employee does not return to work after an approved leave of absence;
  4.an employee has been on layoff for more than two (2) years.
 E.Normal attrition will first be explored to ascertain the need for reduction, if any, for the specific position at issue.
 F.Seniority in the same or related positions will be the second consideration for determining those employees who will be dismissed first.
 G.Whenever possible, support personnel dismissed under these guidelines will be reassigned to comparable or alternate positions.
 H.If re-assignment is not possible, such personnel will be given consideration for new positions or positions for which they may be qualified.

 I.Recall will be based on the reverse order of layoff; the first comparable offer of re-employment or re-assignment by the Board, however, will constitute full compliance by the Board and will exhaust all remedies or complaints by support staff against the initial actions taken.