Reduction-in-Force
Reduction in force (RIF) means the dismissal of an instructor, administrator, or other professional employee before the end of a contract term for reasons of financial exigency or program change. Nonrenewal of an employee’s term contract is not a “reduction in force” as used in this policy.
GENERAL GROUNDS FOR DISMISSAL: A reduction in force may take place when the Board determines that a financial exigency or program change requires that the contract of one or more faculty, administrators, or other professional employees be terminated. Such a determination constitutes the necessary cause for dismissal.
CRITERIA FOR DECISIONS: Using the following criteria, the College President shall determine which employees shall be RIFed and shall submit the recommendation to the Board. These criteria are listed in order of importance. The College President shall apply them sequentially to the selected employment area until the number of staff reductions necessary has been identified. If all necessary reductions can be accomplished by applying the certification criteria, it is not necessary to apply the performance or subsequent criteria.
- Certification: Appropriate degree, certificate, and/or endorsement for current assignment required by the Southern Association of Colleges and Schools Commission on Colleges or Texas Higher Education Coordinating Board.
- Seniority: Years of service in the college district.
- Performance: Employee’s effectiveness as reflected by the most recent written evaluations and/or other appraisal documentation.
- Professional Background: Professional education and work experience related to the current assignment.
BOARD ACTION: After considering the College President’s recommendation, the Board shall determine which employees shall be dismissed. The employee shall be given a statement of the reasons and conditions requiring such dismissal and shall, upon request, be given a hearing in accordance with the policy for termination during contract. See Policy Manual, DMC (LOCAL)
APPEALS: Appeals of dismissal because of reduction in force shall be handled through the hearing afforded under Policy DMC (LOCAL), rather than the grievance policy.
RIGHTS OF EMPLOYEES SUBJECT TO RIF: An employee dismissed pursuant to this policy, if subsequently re-employed by the District, shall be credited with the amount of local sick leave that had accrued at the time of dismissal.
RE-EMPLOYMENT: Upon written request, an employee dismissed pursuant to this policy shall be notified in writing of any subsequent availability of the position, for a period of one calendar year following the effective date of such dismissal. The notice shall be mailed to the address that was on file for the former employee at the time of dismissal, unless the District has been notified in writing of the change of address. A former employee so notified must respond to the Board in writing within ten calendar days of receipt of such notification if the person wishes to be considered for the position. Any individual who responds shall be considered for employment on the same basis as all other applicants. See Policy Manual, DMC (LOCAL)