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Reduction in Force

Adopted:    12-8-82
Reviewed:  4-10-02
Revised:     1-10-06, 2-10-09, 6-15-11, 6-9-21

 

Philosophy:

From time to time, there may be a need to reduce the work force within the District. Since schools exist for the primary purpose of providing the best education possible for the child, the Board will, through administrative procedures and policy, determine which employees can best serve the needs of the student, school and District in accordance with this Policy. 

Policy:

This Policy pertains to all employees of the District: teachers, administrators, and classified personnel. No Reduction in Force (RIF) shall take place without approval of the Board. Such approval will be documented in Board Minutes.

Delegation:

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 consider: 

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

In considering which positions to eliminate, combine or modify in the best interests of education in the school district, the Superintendent may, in his/her discretion, consider the following factors:

  1. a school’s personnel needs.
  2. the results of an employee’s performance evaluation; and
  3. The termination of employees shall be administered geographically by program or by school.

 

Necessary Reductions:

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:

  1. Declining student enrollment in a school or the District;
  2. The discontinuance or substantial reduction of a particular service or program;
  3. The shortage of anticipated revenue after the budget has been adopted; or
  1. School consolidation.

“Last Hired, First Fired” Procedure for Layoffs Prohibited: 

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.

If an employee is to be released under the Reduction in Force provision, 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.

Reduction in Force employees may be rehired through the District’s employee application process and in accordance with District Policy GCC, “Recruiting and Hiring of Personnel.”

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

References:     

  1. SB 73 (1S) “Public School Teacher Tenure Modifications” 2011 General Session
  2. Utah Code 53A-8-107