Skip To Main Content

Select a School

Madison Metropolitan School District

Employee Handbook 2021-2022

Addendum B: SECTION 3 SURPLUS, LAYOFF AND RECALL

3.1 Reduction in Force
  1. When in the judgment of the District, the District determines to reduce the number of employees employed by the District, such employees shall be declared “surplus” employees and laid off according to the following procedure:

    1. Employees shall be declared surplus in a department, division, or school based on seniority. Such employees shall be the least senior employees within their position title at their current work location.

    2. Employees shall have their anniversary date for seniority purposes established as the original date of last hire followed by continuous service. An approved leave of absence without pay or layoff shall not cause a break in seniority. Employees who have been laid off or on military leave shall accrue seniority while on layoff status or such leave. Clerk-Receptionists previously hired as Educational Assistants will have their seniority established as the first date of most recent hire as an Educational Assistant followed by continuous service for purposes of layoff within the Clerk- Receptionist classification.

    3. Should two or more employees share the same seniority date, seniority among these employees shall be determined by the employee’s date of original hire in the District, followed by continuous service.

    4. The least senior employee identified in a above, may choose any of the following options:

      1) Assume a vacant position for which he/she is qualified.

      2) Assume the position held by the least senior employee in the District for which he/she is qualified in a range/grade equal to the range/grade currently held and of comparable work year.

      Comparable work year shall be defined in the following categories:

      12-month – full-time (38.75 hours/week)
      12-month – 19 hours/week or more but less than 38.75 hours/week 12-month – less than 19 hours/week

      10-month – full-time (38.75 hours/week)
      10-month – 19 hours/week or more but less than 38.75 hours/week 10-month – less than 19 hours/week

      9-month – full time (38.75 hours/week)
      9-month – 19 hours/week or more but less than 38.75 hours/week 9-month – less than 19 hours/week

      Should no such position exist within the same pay range/grade, said employee may assume the position held by the least senior employee in the District for which he/ she is qualified in the next lowest range to that currently held and of comparable work year.

      Said least senior employee shall then be laid off or may bump the least senior employee in the District in a position for which they are qualified in a grade equal to or lower than the employee’s current position or assume a vacancy for which he/she is qualified.

      3)Being laid off.

  2. If the acceptance of a position pursuant to options 1 or 2 above results in the employee being demoted, said employee shall retain his/her present salary and shall continue to be eligible to participate in annual or negotiated adjustments. Employees who are grandfathered pursuant to the terms of this section shall be required to accept any vacant position or positions for which they are qualified until they return to their grandfathered range of pay. The latter shall not apply to employees who have been reclassified.