Conjuntos Habitacionales

the College or elsewhere; and doing so shall not adversely affect the member’s status. A bargaining unit member who applies for a vacant full-time College position will be notified in writing concerning the disposition of the member’s application prior to the publication of the name of the successful candidate.

ARTICLE XVI. LAYOFF AND RECALL OF FULL-TIME BARGAINING UNIT MEMBERS

A. Alternatives to Layoff

Before making a decision to lay off a full-time member of the bargaining unit, the College will consider other methods of accomplishing staff reduction, such as natural attrition, resignation, retirement, individual or group separation incentives, reassignment, redistribution of workloads (including summer assignments), partial replacement of duties, transfer to a non-bargaining unit position, retraining, reduced service appointment, etc. If the number of full-time positions in the affected program or department exceeds the number of positions to be eliminated, the College will also invite and consider requests for voluntary leaves of absence without pay as an alternative to layoff.

B. Layoff of Full-Time Teaching Faculty

1. If the College determines to reduce the amount of work to be performed by Teaching Faculty actively working within a program or department, it will attempt to achieve the reduction by reducing assignments of part-time Teaching Faculty, consistent with scheduling priorities described in Article XIII Employment Practices provided the remaining staff are available and are well- qualified to satisfactorily perform the required work.

2. If the College determines sufficient reduction cannot be accomplished solely under Subsection 1, full-time Teaching Faculty within the affected program or department will be laid off in the following order, provided the remaining full- time Teaching Faculty members are available and well-qualified to satisfactorily perform the required work:

a. Full-time Assistant Professor(s) b. Full-time Professor(s)

Within the rank of Full-time Assistant Professor or Full-time Professor, the order of layoff shall be based on work record and qualifications to perform the required work and, if these are equal, length of service in the full-time position.

3. If a full-time Teaching Faculty member is unable to obtain at least eight (8) hours of workload hour in the member’s department due to lack of work for which the member is well-qualified, the member shall be deemed laid off without further notice.

C. Layoff of Full-Time Academic Professionals

1. If the College determines to reduce the amount of work to be performed by Academic Professionals actively working within a program or department, it will attempt to achieve the reduction by reducing assignments to part-time Academic Professionals consistent with scheduling priorities described in Article XIII Employment Practices provided the remaining staff are available and are well- qualified to satisfactorily perform the required work.

2. If the College determines sufficient reduction cannot be accomplished solely under Subsection 1, full-time Academic Professionals within the affected program or department will be laid off in the following order, provided the remaining full- time Academic Professionals are available and well-qualified to satisfactorily perform the required work:

a. Probationary Academic Professional(s)

b. Continuing Contract Academic Professional(s)

Among Continuing Contract Academic Professionals, the order of layoff shall be based on work record and qualifications to perform the required work and, if these are equal, length of service in the full-time position.

D. Notice of Layoff

1. Full-time Teaching Faculty members to be laid off shall be notified as soon as feasible prior to the effective date of the layoff, but in no event less than sixty (60)

calendar days before the end of the academic year for a layoff to be effective at the start of the following academic year except in the case of layoff pursuant to Section B.3. Salary and benefits will continue throughout the notification period if the layoff begins before the period is satisfied.

2. Full-time Academic Professional members to be laid off shall be notified as soon as feasible prior to the effective date of the layoff, but in no event less than sixty (60) calendar days before the effective date. Salary and benefits will continue throughout the notification period if the layoff begins before the period is satisfied.

3. Full-time Provisional Teaching Faculty or Academic Professional members to be laid off shall be notified as soon as feasible prior to the effective date of the layoff.

4. Notices of layoff shall be delivered by any reasonable method, and confirmed by certified letter mailed to the faculty member’s home address as shown in the member’s official personnel record at the time and a copy sent to the Association president.

E. Rights while on Layoff

1. While on layoff status, a full-time Teaching Faculty member will be treated as a part-time Teaching Faculty member as follows:

a. A Full-time Professor on layoff status will be treated as Adjunct Professor b. A Full-time Assistant Professor on layoff status will be treated as Adjunct

Instructor.

2. While on layoff status, a full-time Academic Professional member will be treated as a part-time Academic Professional member as follows:

a. A Continuing Contract Academic Professional will be treated as Associate Continuing Contract Academic Professional.

b. A Probationary Academic Professional will be treated as Probationary Associate Academic Professional.

3. While on layoff status, full-time continuing contract faculty members shall be eligible for recall to the position from which they were laid off.

4. While on layoff status, the College will automatically consider such laid off member to be a candidate for any vacant bargaining unit position, and such member will be given an opportunity to interview in appropriate circumstances.

If the laid-off employee is hired into the vacant position, such hire shall release the College from any further recall obligation.

F. Recall

1. Faculty members shall notify the College’s Human Resources Department in writing by certified letter each July following their layoff date of their availability for recall. Failure to provide such notice shall release the College from any obligation to consider or recall the faculty member thereafter.

2. Recall shall be in inverse order of layoff provided the faculty member being recalled is qualified to perform the work required in the available position.

3. Notice of recall shall be delivered by any reasonable method and confirmed by certified letter mailed to the faculty member’s home address as shown in the member’s official personnel record at the time with a copy sent to the Association president. In the event the recalled faculty member does not notify the College by certified mail of acceptance of recall within thirty (30) calendar days of the date of mailing of said notice, the faculty member shall be deemed to have refused recall and to have terminated his/her employment with the College.

4. A faculty member recalled to the position from which the member was laid off, or a position of the same type, shall receive the same credit for years of service and shall be placed on the same Step of the compensation schedule as the member held on the date of layoff.

5. The laid off faculty member's position shall not be filled by a new hire during the period in which the faculty member is eligible for recall unless the faculty member has been offered reappointment and has declined or has failed to respond as hereinabove provided, or the member is not available and well-qualified to perform the required work.