F.C. SCHOOL BOARD POLICIES
Series 400 Staff Personnel
STAFF REDUCTION : (ADMINISTRATORS) Code No: 403.13
Decision To Reduce Force
A reduction in force is defined to mean the complete elimination of a position of employment.
The Board has the exclusive power to determine when a reduction in force of administrators is appropriate. It shall be the responsibility of the Superintendent to make a recommendation to the Board concerning any reduction in force of administrators. Regardless of or in the absence of a recommendation by the Superintendent, the Board may initiate a reduction in force of an administrator as it deems appropriate.
Decision to Reduce Hours of Work
A reduction in hours of work is defined to mean a decrease in the hours of work that an administrator is normally scheduled to perform.
The Board has the exclusive power to reduce the hours of work of an administrator. It shall be the responsibility of the Superintendent to make a recommendation to the Board concerning any reduction in the hours of work of administrators. Regardless of or in the absence of a recommendation by the Superintendent, the Board may initiate a reduction in hours of work of an administrator as it deems appropriate.
The decision to reduce the hours of work of an administrator may be made for any reason which is not in violation of the law.
This policy applies to all full-time and part-time administrators who are employed in any one of the classifications listed below. The policy applies to employees who are actively at work, to employees who are on leave of absence, and to employees who are neither actively at work nor on leave of absence but whose employment has not been terminated either voluntarily or involuntarily.
For purposes of staff reduction, employees will be classified by job classification as follows:
High School Principal
Middle School Principal
Assistant HS Principal / Activities Director
Assistant Principal Elementary
The Board shall first attempt to make staff reductions by attrition. Attrition is defined to mean a voluntary separation from employment, and attrition shall be deemed to have occurred only when the Board has received and acted upon a resignation prior to the date on which the Board makes a motion to terminate or consider terminating an employee’s contract.
If the reduction in force cannot be fully accomplished by attrition and if the Board decides to lay employees off, then, given the necessity to hire and/or maintain the most competent and qualified staff available in the interest of perpetuating the highest quality education program possible, the Superintendent shall make his/her recommendation and the Board shall base its decision regarding staff reduction on the relative competence (measured by formal evaluations), qualifications (determined by reference to the applicable job description), and work record (determined by reference to the employee’s work record, including, but not limited to, attendance, tardiness, and record of disciplinary action) of employees in the affected job classification. If the Superintendent, in his/her judgment, determines that two or more employees are relatively equal with regard to competence, qualifications, and work record, then the recommendation of the Superintendent and the decision of the Board to reduce staff shall be made on the basis of seniority starting with the least senior employee in the affected job classification being laid off first.
Seniority is defined as an employee’s continuous length of service with the School District and shall begin on the date the employee first worked for the District in any position. A leave of absence does not change the employee’s seniority date.
Laid off employees shall have no right to displace any other employee.
Notice and Opportunity to be Heard
If an affected employees serves under a contract issued in accordance with Iowa Code Chapter 279, then the procedures provided by statute shall be followed in implementing the reduction in force.
For all other employees, the following procedure will apply:
Prior to making a recommendation to the Board, the Superintendent will provide notice to each employee who would be affected by a recommendation for a reduction in force. Notice will be provided by ordinary U.S. Mail postmarked at least two (2) weeks prior to the date on which the Superintendent submits his/her recommendation to the Board. If the Board initiates a reduction in force of an administrator on its own motion, then the Board will provide such notice.
Prior to any decision by the Board, an employee who would be affected by a decision to make a reduction in force will be given an opportunity to be heard by the Board and may present information and argument in both written and oral form.
The Board will provide at least two (2) weeks notice to the affected employee(s) prior to the effective date of the layoff.
All employees who are covered by this policy and who are on layoff status will be recalled before any new employee is hired in the affected job classification. Recall shall be in reverse order of layoff with the most senior laid-off employee being recalled first. Employees will be entitled to be recalled only to a vacancy in the position in which they were employed at the time of the layoff, and each employee will only be entitled to be recalled one time. Laid off employees will have recall rights for six (6) months from the effective date of their layoff.
Laid-off employees shall keep the Superintendent advised of their current address. Notice of recall shall be given by certified mail to employee at their current address. If the employee fails to respond within fourteen (14) calendar days after the date of the mailing of the notice, the employee will be deemed to have refused the offer of recall. A recalled employee must agree to report to work within fourteen (14) calendar days after acceptance of recall or his/her recall rights shall terminate. Employees who are offered recall shall have only one opportunity to accept or reject a job offer by the District.
The period of layoff, limited to the period during which an employee retains recall rights, shall not change the employee’s seniority date.
Upon recall from layoff, sick leave accumulation shall be restored to the employee at the same level as at the time of layoff. For purposes of calculating an employee’s entitlement to sick leave and vacation benefits upon recall from layoff, the employee’s length of service shall be established at the se level as at the time of layoff.
Review: 11-11-13 11-12-18