Employee Handbook 2021-2022
Reemployment Period: Employees non-renewed under this section shall retain the reemployment options set forth herein for a period of twenty-four (24) months after the employee’s last day of work with the District unless said teacher thereafter affirmatively notifies the District annually by May 1 that he/she wishes to remain on the recall list.
Reemployment Obligations: Any additional employment by the District following a nonrenewal under this section will be first offered to those previously laid off in the order of seniority of those on layoff status, should they still wish to resume employment in District provided they hold proper certification for the position. When teachers with the same seniority are laid off as referenced, recall shall then be in the reverse order.
An academic “overload” assignment must first be offered, on the basis of seniority, to those teachers on layoff who hold certification appropriate to teach classes contractually provided for as “overloads”. The acceptance of such a position, if less than full time will not negate the individual’s right to recall to a full time position. Overloads as a result of study hall assignment will not be offered to persons on layoff unless there are more than two (2) such study hall assignments (.40 FTE) in any high school.
Teachers shall have the right to refuse assignment from layoff to the Evening At-Risk Alternative Programs without jeopardizing their recall rights and Unemployment Compensation benefits. The District shall have the option, based upon the needs of the District, to increase the percentage of contract of those currently employed under part time contract or to assign teachers on layoff under such circumstances.
Of those teachers on layoff status, a full time teacher may refuse any offer of employment as a teacher with the District at less than a full time contract and still retain recall rights for future offers of employment. If a full time teacher accepts an offer for a part time position, said acceptance does not negate that individual’s right to recall to subsequent full time positions. A part time teacher on layoff may refuse any offer of employment as a teacher with the District on a full time contract basis and still retain recall rights for future offers of employment. However, a part time teacher on layoff who refuses any offer of any part time employment as a teacher with the District forfeits all recall rights for future offers of employment. A full time teacher on layoff who refuses any offer of any full time employment as a teacher with the District forfeits all recall rights for future offers of employment. However, a full time teacher on layoff may refuse any offer of employment for teaching positions in certification areas in which he/she has not taught during the last three years and still retain, via this Reemployment Procedure, rights for future offers of employment.
Any summer school/night school position occupied by a laid off teacher shall not in any way affect that teacher’s right to recall hereunder.
Teachers who get recalled to positions which were formerly held by teachers on sabbatical leave or medical leave of absence will be placed in the surplus pool for reassignment should the teacher on such a leave return to teaching after the expiration of his/her leave. Should the teacher temporarily vacating the position not return to his/her former assignment, the teacher reemployed from the layoff list who fills such assignment shall continue in that assignment.
A teacher, while on layoff, may, at his/her option, be placed in the substitute pool.