Boards can soften the termination blow by assuring employees that layoffs are not personal and offering to write letters of recommendation. School systems should also give early notices and reasonable explanations, eliminate positions through attrition and early retirement, and place certified administrators in lesser administrative or teaching…

Provides school executives with due process information concerning termination of school personnel, including teachers. Outlines the usual reasons for termination, ranging from reduction in force to wrongdoing on the job, and explains the burden of proof resting on the employer. (MLH)

Begins with a general discussion of downsizing and its outcomes, then offers an analysis of downsizing in higher education with an emphasis on three points: the factors causing universities to consider downsizing, the special nature of universities that makes downsizing particularly difficult, and the downsizing methods used by universities. (EV)

Describes how City Colleges of Chicago is restructuring its work force by outsourcing tasks formerly done by counselors and information-technology employees. (EV)

Describes how the Cincinnati (Ohio) Public Schools reorganized to achieve a 50% reduction of central-office jobs. Downsizing aims to reduce the organization's size and create a new organizational culture that is more efficient, leaner, and more responsive. Superintendents must set institutional goals, create a new organizational chart, decide who…

In January 1986, the Employment and Training Administration sponsored a special study designed to answer some of the questions about displaced workers. The principal findings of the survey included the following: a total of 10.8 million workers 20 years of age and over lost jobs because of plant closings or employment cut-backs over the January…

Reduction in force actions in the DeKalb County (Georgia) School System are to be based on position classifications, Equal Employment Opportunity Commission classifications, lengths of continuous service, and certification, if applicable. The procedures, adopted in June 1979, establish the initial determination of surplus personnel, the…

The practitioner advising a school board in connection with a reduction in force can appreciate that the board has great flexibility in implementing its decision. As long as the board's actions are not arbitrary, capricious, or pretextual, and they afford minimal due process protections to tenured teachers, the board's decisions will withstand…

This guide provides information on providing outplacement services for terminated employees and advice on how to terminate employees. It includes a definition of outplacement, criteria for selecting outplacement providers, and guidelines for monitoring the delivery of outplacement services. The Stevens Model of Career Development and the services…

This document examines the legal requirements for the reduction in force (RIF) of North Carolina Department of Public Instruction employees, with a focus on certified (instructional) staff. A question-and-answer section discusses areas of concern to administrators about the reduction-in-force process. North Carolina State law relating to the RIF…

Chapter 2 in a book on school law discusses the reasons for reduction in force (RIF) and presents a set of model regulations for school districts as the best means of minimizing legal problems resulting from RIF. The reasons for RIF include declining student enrollments; reduced turnover among teachers; changes in programs; and more constrained…

Proection of faculty employment and student enrollment at Montana State through the 1980s provides a basis for studying faculty attrition during declining enrollment. Projections indicate an average of 12 faculty members per year will have to be terminated and some tenured faculty laid off. (Author/LC)

This monograph is a revision of an earlier edition designed to help school boards handle terminations of employment while reducing the likelihood of litigation arising from terminations. The former set of five procedural codes have been updated, modified, and added to. This edition contains six model procedural codes on which school boards can…

A six-state depiction study of dislocated workers in the Pacific Northwest involved interviews at six selected sites and a questionnaire survey of 138 dislocated workers. Data were obtained from structured interviews with employers, union representatives, employment service staff, educators, ongoing service agencies, and emergency assistance…

By focusing on the necessary stages and features of a staff-change policy, this manual assists local school boards and administrators in planning for reductions in staff and layoffs. It first reviews statutory authority held by boards and administrators in reducing the number of school employees and defines key terms used in the discussion of…