GBNA, Reduction of Personnel

It shall be the policy of the Vermilion Parish School Board to maintain a fair and balanced educational program consistent with the functions and responsibilities of public schools. When faced with circumstances which may necessitate a reduction of personnel greater than can be accomplished through attrition and appropriate reassignment, a reduction of personnel action may be employed. All feasible alternatives to the layoffs of employees shall be considered prior to the implementation of the provisions stated herein. The determination for the need to implement reduction of personnel procedures and all decisions effecting such action shall be made by the Superintendent.

Except as otherwise provided herein, any existing procedure for reconsidering or examining an employee discharge, non-reappointment, or grievance shall not be considered in implementing a reduction of personnel action. Similarly, no personnel action other than a reduction of personnel may be considered under this policy.

Employees on Board approved leaves of absence shall be treated in the same manner as other regularly employed personnel insofar as application of this policy.

Reduction in force for Teachers (any employee of the Vermilion Parish School Board whose legal employment requires a teaching certificate) and all Administrators of the system will be made on a system-wide basis within each targeted subject area or area of certification.

The criteria for reduction should provide that the primary consideration shall be maintenance of a sound and balanced educational program that is consistent with the functions and responsibilities of the School Board. After determining that the laying off of Teachers and Administrators is necessary, the following Primary and Secondary criteria shall be observed:

Effectiveness (Effectiveness will be determined by the cumulative effectiveness rating for the current and preceding schools years, not to exceed three years combined, of the teacher/administrator as determined by the performance evaluation program promulgated in La. R.S. 17:3881 through 3905. RIF shall be instituted by dismissing the least effective teacher within each targeted subject area or area of certification first, and then proceeding by effectiveness rating until the reduction in force has been accomplished.)
Performance and/or Demand

Certification (Teachers not holding a Louisiana certificate will be terminated first.)
Tenure (Any teacher having achieved and maintained tenure at the time RIF is instituted shall be given preference relative to those who remain in a probationary status.)
Seniority (Those teachers having the least number of years of teaching experience in Vermilion Parish will be terminated first.)

Reduction of school employees, including bus drivers, who are not evaluated pursuant to La. Rev. Stat. Ann. §§17:3881 through 3905, shall be based upon the following criteria:

In the event that one or more school bus operators must be removed due to the abolition, discontinuance, or consolidation of routes, after a determination of the School Board, the principle of seniority shall apply, so that the last school bus operator hired within the school system shall be the first to be removed.

When a reduction of personnel action is instituted, written notice of termination shall be given by the Superintendent or his/her designee by certified mail, return receipt requested, to the employee to be terminated. The notice shall include a statement of the general conditions requiring a reduction of personnel. The employee’s address, as it appears on the School Board’s record, shall be deemed to be the correct address. It shall be the employee’s responsibility to see that the School Board has his/her current address on file.

Within ten (10) days after receiving a notice of termination, an employee may request, in writing, a review of the action taken and shall receive notice of the results of the review in a timely manner, but no later than ten (10) days after the notice to review is received. The employee shall have the right to pursue a reduction action through the Board’s grievance procedures.

Within two years a certified and qualified individual, whose employment has been terminated, will be first to be re-employed as a job becomes available. It is understood that the individual has to be in good standing with the system in order to be reemployed. If several former teachers are suited for a position that is available, the Superintendent shall select the one based upon the Primary and Secondary Criteria used in the implementation of the RIF. Any and all provisions of this policy shall yield to existing State law, when held to be in conflict with said law or laws.

The offer of re-employment shall be made by certified mail, return receipt requested, sent to the last address provided by the employee, and the employee shall be notified that, if he/she wishes to accept, he/she must do so in writing within seven (7) calendar days. Failure to accept within seven (7) calendar days or rejection of the position eliminates all re-employment rights of the employee.

An employee who is recalled pursuant to this provision after being laid off shall have restored to him/her all of the sick leave and unused personal leave, if applicable, he/she had accrued on the effective date of the layoff.

If any provision of this policy or the application thereof is held invalid, such invalidity shall not affect other provisions of this policy which can be implemented without the invalid provisions and, to this end, the provisions of this policy are hereby declared severable.

Any and all provisions of this policy shall yield to existing state law, whether statutory or not, when held to be in conflict with said law or laws.