D475-R – REDUCTION IN FORCE (JUSTIFIABLE DECREASE IN POSITIONS)

It is the responsibility of the School Board to provide the staff necessary for the implementation of the educational program of the Corporation and the operation of the schools and to do so efficiently and economically.

The Corporation reserves the right to abolish positions in the Corporation and to reduce the staff whenever reasons such as decreased enrollment of students, return to duty of regular professional staff members after leaves of absence, closing of schools or territorial changes affecting the Corporation, or other good cause warrant.

The Superintendent shall develop and follow guidelines for the reduction of staff which shall be in accordance with state and federal law and the best interests of the Corporation.

REDUCTION IN FORCE:

1. If it becomes necessary for the Superintendent or designee to terminate the employment of teachers in the bargaining unit due to economic necessity or declining enrollment, the Superintendent or designee shall notify the teachers involved as early as possible.
2. In the event a reduction in force is necessary, the Superintendent or designee will first seek volunteers in the appropriate areas.
3. In the event of a reduction in force, or recall after reduction in force, the following criteria as listed below shall be the sole determinants:
   • Certification
   • Evaluation i. Highly Effective, Effective, Needs Improvement, Ineffective
   • Seniority i. Seniority is defined as the teacher’s length of continuous service from the date of last employment in the Corporation serving under a regular teacher’s contract. Approved leaves of absence shall not count as a break in continuous service. A seniority list shall be developed for each position RIF’ed and made available to the Teacher Association at least thirty (30) days prior to the School Board action.
   • Birth date
4. Any teacher who has been RIF’ed may become a sub in the district at the daily rate of $100.00
5. A RIF’ed teacher shall remain on the recall list so long as a desire to do so is expressed to the Human Resources Department at least once per year, in writing, between April 1 st and May 1 st of subsequent years. It shall be the teacher’s responsibility to keep the Human Resources Department informed of any change of address while on the recall list. Failure to respond to an offer of employment within fifteen (15) days of receipt of the offer shall be considered a refusal of an employment offer. Any refusal of an employment offer by the teacher shall result in the teacher’s name being removed from the recall list with no further obligation on the part of the School Corporation.
6. Teachers with a rating of Needs Improvement or Ineffective according to the Teacher Evaluation System will not be placed on a recall list.

I.C. 20-28-7.5-1(d)
I.C. 20-28-7.5-2(a)(2)
I.C. 20-28-9-1.5(b)
I.C. 20-28-11.5

Revised: 9/03/2020