| State |
Status/Date |
Level |
Summary |
|
 CA | Signed into law 09/2012 | P-12
Community College | From bill summary: Requires that written notice be given to a classified employee of a school district or community college district subject to layoff not less than 60 days before the effective layoff date if the termination date of a specially funded program is other than June 30 (previously was not less than 45 days), or if a classified employee is subject to layoff as a result of a bona fide reduction or elimination of a service performed by a department. http://www.leginfo.ca.gov/pub/11-12/bill/asm/ab_1901-1950/ab_1908_bill_20120930_chaptered.pdf
Title: A.B. 1908
Source: www.leginfo.ca.gov
| |
| CA | Signed into law 09/2012 | P-12
Community College | From bill summary: Existing law requires that persons laid off because of lack of work or funds in a school district or community college district that has adopted the merit system be eligible for reemployment for a period of 39 months. New provision requires a person who is reemployed in a new position and fails to complete the probationary period in the new position be returned to the reemployment list for the remainder of
the 39-month period. http://www.leginfo.ca.gov/pub/11-12/bill/asm/ab_2301-2350/ab_2307_bill_20120926_chaptered.pdf
Title: A.B. 2307
Source: www.leginfo.ca.gov
| |
| PA | Signed into law 07/2012 | P-12 | Creates professional and temporary employment pool for employees from a district where students have been reassigned to another district. Employees in the pool must be offered employment by an district receiving students who have been reassigned to whenever that district has a vacancy that a pool employee is certified to fill. The district receiving students may not hire any new employee until the position has been offere, in order of seniority, to all certified members of the pool. Employees hired from the pool are to be credited with all accumulated sick leave and years of service for the purpose of salary schedule placement.
http://www.legis.state.pa.us/CFDOCS/Legis/PN/Public/btCheck.cfm?txtType=PDF&sessYr=2011&sessInd=0&billBody=H&billTyp=B&billNbr=1307&pn=3771p
Title: H.B. 1307 - Multiple Provisions
Source: http://www.legis.state.pa.us
| |
| MA | Signed into law 06/2012 | P-12 | Requires the State Board to establish and maintain a data system for the purpose of assessing the effectiveness of district evaluation systems in assuring effective teaching and administrative leadership. Requires that such information be made publicly available. Provides that information that is evaluative in nature and which may be linked to an individual educator may not be disclosed.
Protects the right of a superintendent to lay off teachers pursuant to reductions in force or reorganization resulting from declining enrollment or other budgetary reasons. Provides that a teacher with professional teacher status may not be laid off due to a reduction in force or reorganization if there is a teacher without such status or who is less qualified on staff. Provides that a professional teacher may not be displaced by a more senior teacher with such status unless the more senior teacher is currently certified and is at least as qualified for the position as the junior teacher holding the position.
Requires that collectively bargained qualifications include, as primary factors, indicators of job performance including overall ratings resulting from comprehensive evaluations. Provides that no distinction shall be made between the overall performance ratings established by the board of elementary and secondary education finding that the teacher has met or exceeded acceptable performance standards and that are defined by the board as proficient and exemplary.
Provides that the school committee and the collective bargaining representative may negotiate for seniority or length of service only as a tie-breaker in personnel actions under this paragraph among teachers whose qualifications are no different.
Directs the superintendent of a school district to appoint principals for each public school within the district at levels of compensation determined in accordance with policies established by the school committee. Lays out duties for school principals, including personnel hiring, termination, voluntary transfer, involuntary transfer, reduction in force and recall decisions.
Directs the department of elementary and secondary education to pay $3,500,000 of the cost of providing training for evaluators and school teams, consistent with the approved Race to the Top grant, and districts to pay the additional costs for school team training and the costs associated with providing training for evaluators.
Directs all districts required to adopt and implement evaluation systems for the 2013-2014 school year to provide an evaluation training program developed by the department of elementary and secondary education for all evaluators and for all teachers, principals and administrators required to be evaluated. Require all such districts to develop and submit, in coordination with each district's annual Title II-A needs assessment, a plan for funding the training required to implement the educator evaluation system, using available local, state, and federal funds. Provides that any district that has not already commenced an evaluation training program shall not require teachers to be evaluated until the district has published an evaluation training schedule for teachers, principals, and administrators who are required to be evaluated.
Requires districts implementing the new evaluation system in fiscal year 2013 or 2014 to allocate some or all of its fiscal year 2013 or 2014 chapter 70 professional development allotment to implement an evaluation training program for all teachers and administrators.
Establishes a board of elementary and secondary education educator evaluation data advisory committee to provide recommendations to the board of elementary and secondary education concerning what information shall be collected for the purpose of assessing the effectiveness of district evaluation systems in assuring effective teaching and administrative leadership in public schools and how such information shall be made available to the public. Requires the committee to file a report including recommendations to the board no later than December 31, 2012 with the clerks of the senate and house of representatives who shall forward it to the joint committee on education.
http://www.malegislature.gov/Bills/187/Senate/S02315
Title: S.B. 2315
Source: http://www.malegislature.gov/
| |
| TN | Signed into law 05/2012 | P-12 | Provides that a tenured teacher dismissed because of abolition of a position shall be placed on a list for reemployment in the first vacancy the teacher is qualified by training and experience to fill. Forbids director of schools or board of education from using abolition of a position as a method of avoiding dismissal charges and the accompanying due process rights attaching to the status of tenure.
http://www.capitol.tn.gov/Bills/107/Bill/SB2693.pdf
Title: S.B. 2693
Source: http://www.capitol.tn.gov
| |
| GA | Signed into law 05/2012 | P-12 | Section 2: Prohibits a local board from adopting or implementing a policy that allows length of service to be the primary or sole determining factor when implementing a reduction in force. Requires the local board to consider as the primary factor educator performance, one measure of which may be student academic performance. Provides that any policy that does not comply with these provisions is to be considered invalid, and permits the state board to withhold all or any portion of state funds. Provides these provisions do not apply if a state board eliminates an entire program. http://www.legis.ga.gov/Legislation/20112012/118157.pdf
Title: S.B. 184 - Reductions in Force
Source: www.legis.ga.gov
| |
| GA | Signed into law 05/2012 | P-12 | Replaces reference to "principal" with reference to "administrator" in certain provisions pertaining to actions to terminate or suspend a school employee's contract. Provides that actions to terminate or suspend contracts due to staff reductions incurred by loss of students or cancellation of programs must be due to no fault or performance issue of the teacher, administrator, or other employee, and that written specification of such must be provided to the teacher, administrator, or other employee. Adds provision that if a school system implements a furlough program, a furlough day must be a Monday or Friday or in conjunction with a holiday, unless the local board of education provides otherwise. http://www.legis.ga.gov/Legislation/20112012/126990.pdf
Title: S.B. 153
Source: www.legis.ga.gov
| |
| LA | Signed into law 04/2012 | P-12 | Requires school boards to adopt policies that delegate reducation in force to local superintendents to dismiss teachers and other employees. Requires reduction in force policies to be based solely upon demand, performance, and effectiveness, as determined by the performance evaluation program. Any reduction in force must dismiss the least effective teacher first, and then proceeding by effectiveness rating. Reduction in force policies adopted by a school board for use by the superintendent in dismissing school employees who are not evaluated mustl be based upon the following criteria: performance and effectiveness as determined by school board policy; and certification or academic preparation, if applicable. No reduction in force policy adopted by a school board will include senority or tenure as the primary criterion.
http://legis.la.gov/billdata/streamdocument.asp?did=789546
Title: H.B. 974
Source: http://legis.la.gov
| |
| MI | Signed into law 07/2011 | P-12 | From Legislative Staff Summary - Specifies provisions that must apply to personnel decisions concerning teachers when a school district or intermediate school district (ISD) conducts a staffing or program reduction or otherwise makes a personnel determination resulting in the elimination of a position, conducts a recall from a reduction, or hires after a reduction.
Teacher and Administrator Evaluation:
Establishes requirements for the teacher evaluation system, including an annual year-end evaluation and a mid-year progress report, beginning with the 2013-2014 school year. Requires a teacher to be dismissed if he or she is rated as ineffective on three consecutive year-end evaluations. Allows a nonprobationary teacher who is rated as ineffective on a year-end evaluation to request a review of the rating by the district superintendent. Specifies classroom observation requirements. Establishes requirements for the evaluation of school administrators. Requires the dismissal of an administrator who is rated as ineffective on three consecutive year-end evaluations, if the same evaluation tool and system are used in the three evaluations. Requires teachers' and administrators' year-end evaluations to be based at least 25% on student growth and assessment data in 2013-2014, 40% in 2014-2015, and 50% beginning in 2015-2016. Exempts a district from the teacher and administrator evaluation requirements for a public school if the district is already using a performance evaluation system that meets certain criteria, or if it adopts an evaluation system that is identical to that of an exempt school. Requires notification to parents if pupils are assigned to teachers whose last two year-end ratings were ineffective, beginning in 2015-2016.
Governor's Council on Educator Effectiveness:
Creates the Governor's Council on Educator Effectiveness. Requires the Council, by April 30, 2012, to submit a report that recommends a student growth and assessment tool, State evaluation tools for teachers and administrators, and parameters for effectiveness rating categories. Specifies a legislative intent to enact legislation to put in place a statewide performance evaluation system taking into account the Council's recommendations. http://www.legislature.mi.gov/documents/2011-2012/publicact/htm/2011-PA-0102.htm
Title: H.B. 4627
Source: http://www.legislature.mi.gov
| |
| CA | Signed into law 07/2011 | P-12 | Amends provisions related to rehiring of laid-off teachers. Deletes provisions requiring that reemployment be in the reverse order of layoff, and instead requires that reemployment be in order of seniority. http://www.leginfo.ca.gov/pub/11-12/bill/asm/ab_1251-1300/ab_1269_bill_20110725_chaptered.pdf
Title: A.B. 1269
Source: www.leginfo.ca.gov
| |
| TX | Signed into law 07/2011 | P-12 | Repeals provision requiring reduction in force to be made in the reverse order of seniority. Replaces with provision that reductions in force must be made primarily based on teacher appraisals and other criteria as determined by the board. Pages 5-6 of 19: http://www.legis.state.tx.us/tlodocs/821/billtext/pdf/SB00008F.pdf#navpanes=0
Title: S.B. 8 - Reduction in Force
Source: www.legis.state.tx.us
| |
| TX | Signed into law 07/2011 | P-12 | From bill summary: Changes the deadline by which a district board of trustees is required to notify a teacher employed under a probationary contract and a teacher whose contract is about to expire of its decision to terminate the teacher's employment at the end of the contract period or of its intent to renew or not renew the expiring contract, and sets out requirements for delivery of such notice. Entitles a teacher employed under a probationary contract or a continuing contract to a hearing before a hearing examiner if the teacher is protesting a proposed discharge or suspension without pay and to a hearing either before the board of trustees in the manner provided for a hearing on the nonrenewal of a term contract or before a hearing examiner, as determined by the board, if the teacher is protesting proposed action to terminate the contract before the end of the contract period on the basis of a financial exigency declared by the board that requires a reduction in personnel.
Bill summary: http://www.legis.state.tx.us/BillLookup/BillSummary.aspx?LegSess=821&Bill=SB8
Bill text: http://www.legis.state.tx.us/tlodocs/821/billtext/pdf/SB00008F.pdf#navpanes=0
Title: S.B. 8 - Termination/Nonrenewal of Teacher Contracts
Source: www.legis.state.tx.us
| |
| NH | Became law without governor's signature 07/2011 | P-12 | Amends the length of time required for a teacher to be entitled to the rights of notification and hearing for failure to be renominated or reelected. Declares that in cases of nonrenomination or nonreelection because of reduction in force, the reduction in force shall not be based solely on seniority. Also limits a petition for review as the exclusive remedy available to a teacher on the issue of the nonrenewal of such teacher.
http://www.gencourt.state.nh.us/legislation/2011/SB0196.html
Title: S.B. 196
Source: http://www.gencourt.state.nh.us/
| |
| IN | Signed into law 07/2011 | P-12 | From bill summary: Requires reduction in force to be based on performance. Requires that teachers subject to dismissal because of reduction in force be notified between May 1-July 1. Authorizes all teachers who are to be dismissed to request a conference with the superintendent. After meeting with the superintendent, permits the teacher to also request a conference with the governing body. Bill summary: http://www.in.gov/legislative/bills/2011/PDF/FISCAL/SB0001.007.pdf
Bill full text: http://www.in.gov/legislative/bills/2011/SE/SE0001.1.html
Title: S.B. 1 - Reduction in Force
Source: www.in.gov
| |
| OH | Signed into law 06/2011 | P-12 | Specifies that seniority may not be the basis to retain a teacher, except when making a decision between teachers with comparable evaluations. Removes language that in any reduction in force, a service center must suspend contracts in accordance with the recommendation of the superintendent, who must give preference first to teachers on continuing contract and then to teachers with greater seniority. Provides that seniority may not be the basis for rehiring a teacher, except in a decision between teachers with comparable evaluations. Removes provision that in reductions in force brought about by district transfers or consolidations, years of teaching service must be included as a part of the seniority on which the recommendation of the superintendent of schools must be based.
Pages 376 and 380-382 of 1000: http://www.legislature.state.oh.us/BillText129/129_HB_153_EN_part2.pdf
Title: H.B. 153 - Seniority Removed as Decisionmaking Factor
Source: www.legislature.state.oh.us
| |
| IL | Signed into law 06/2011 | P-12 | (Does not apply to Chicago Public Schools (CPS), as CPS already requires hiring for new and vacant positions to be based on seniority.) Specifies that selection of a candidate for a new or vacant teaching position must be based on consideration of factors including certifications, qualifications, merit and ability (including performance evaluations, if available), and relevant experience, and not length of continuing service with the district, unless all other factors are determined to be equal. Provides a school district's decision to select a particular candidate to fill a new or vacant position is not subject to review under grievance resolution procedures provided that the district does not fail to adhere to procedural requirements in a collective bargaining agreement relating to the filling of new or vacant teaching positions. Provides that existing provisions in collective bargaining agreements on filling new and vacant positions must remain in full force and effect for the term of the agreement, unless terminated by mutual agreement. Pages 13-14: http://www.ilga.gov/legislation/publicacts/97/PDF/097-0008.pdf
Title: S.B. 7 - Seniority Should Not Be Used in Hiring Decisions
Source: www.ilga.gov
| |
| IL | Signed into law 06/2011 | P-12 | (Does not apply to Chicago Public Schools (CPS), as CPS is already required to base layoffs on performance rather than seniority.) Makes changes to reduction in force procedures effective with the 2011-12 school term. Amends teacher notification processes. Former lawmaking required that the teacher(s) with the shorter length of continuing service with the district be dismissed first, unless another approach had been approved in a collective bargaining agreement. New provisions establish 4 groupings: (1) Teachers not in contractual continued sevice who have not received a performance evaluation rating; (2) Teachers with a "Needs Improvement" or "Unsatisfactory" performance evaluation rating on either of the teachers' last 2 performance evaluation ratings; (3) Teachers with a performance evaluation rating of at least "Satisfactory" or "Proficient" on both of the teachers' last 2 performance evaluation ratings, if 2 ratings are available, or on the teachers' last performance evaluation rating, if only one rating is available, unless a teacher qualifies for placement into grouping 4; (4) Teachers whose last 2 performance evaluation ratings are "Excellent", or with 2 "Excellent" performance evaluation ratings out of the last 3 with a third rating of "Satisfactory" or "Proficient". Specifies that teachers in Grouping 1 must be dismissed first, and teachers in Grouping 4 dismissed last. Identifies sequence in which teachers are to be dismissed within each grouping. Establishes that the order of recall of dismissed teachers must be in inverse order of dismissal, unless an alternative order of recall is established in a collective bargaining agreement or contract between the board and a professional faculty members' organization. Provides that whenever the number of honorable dismissal notices based upon economic necessity exceeds 5 notices or 150% of the average number of teachers honorably dismissed in the preceding 3 years, the local board must hold a public hearing on the question of the dismissals. Following the hearing and board review, the action to approve any such reduction requires a majority vote of the board members. Provides that any provisions on the sequence of honorable dismissals and recall of honorably dismissed teachers in a collective bargaining agreement entered into on or before January 1, 2011 and in effect on the effective date of this act must remain in effect through the expiration of such agreement or June 30, 2013, whichever is earlier. Requires every school district and special education joint agreement to use a joint committee with equal representation of board members and either teachers or the teachers' exclusive bargaining representative to determine specified matters with implications for teacher groupings and dismissals. Pages 26-38 of 111: http://www.ilga.gov/legislation/publicacts/97/PDF/097-0008.pdf
Title: S.B. 7 - Reductions in Force and Teacher Recalls
Source: www.ilga.gov
| |
| NV | Signed into law 06/2011 | P-12 | Expands the requirements of the annual reports of accountability to include a reporting of the number and percentages of administrators, teachers, and other staff for each elementary school, middle school or junior high school and high school and for each school district in the state. Requires the board of trustees of each school district to: (1) establish a program of performance pay and enhanced compensation for the recruitment and retention of licenses teachers and administrators; and (2) implement the program commencing with the 2014-15 school year. Section 9 provides that if a written evaluation of a probationary teacher or administrator states that overall performance is "unsatisfactory": (1) evaluation must include a written statement that the contract of the person so evaluated may not be renewed for the next school year and that the employee may request reasonable assistance in correcting the deficiencies identified in the evaluation; and (2) the person must acknowledge in writing that he or she has received and understands the written statement. Section 12 revises the grounds for which a teacher may be suspended, dismissed or not reemployed to include gross misconduct. Section 13 provide that a postprobationary teachers receiving an unsatisfactory evaluation or a minimally effective evaluation must be evaluated three times in the immediately succeeding school year. Effective July 1, 2013, Sections 14 and 16 of this bill revise the policies for evaluations of teachers and administrators to require the designation of an individual teacher or administrators as "highly effective,", "effective," "minimally effective", or "ineffective" and provide that the policies must require that certain information on pupil achievement which is maintained by the automated system of accountability information for Nevada account for at least 50% of the evaluations. Section 19.6 provides that a board of trustees of a school district that determines a reduction in the existing workforce of the licensed educational personnel in the school district is necessary must not base the decision to lay off a teacher or an administrator solely on the seniority of the teacher or administrator and my consider other factors.
http://www.leg.state.nv.us/Session/76th2011/Bills/AB/AB229_EN.pdf
Title: A.B. 229
Source: http://www.leg.state.nv.us
| |
| OH | Signed into law 03/2011 | P-12 | Allows a public employer to determine the basis for selection, retention and promotion of employees, unless the public employer specifically agrees otherwise in an express written provision of a collective bargaining agreement. http://www.legislature.state.oh.us/BillText129/129_SB_5_EN_N.pdf
Title: S.B. 5 - Reductions in Force
Source: www.legislature.state.oh.us
| |
| UT | Signed into law 03/2011 | P-12 | Prohibits districts from using a last-hired-first-fired layoff policy when terminating school district employees. Permits a district to consider the results of an employee's performance evaluation and a school's personnel needs when terminating an employee. During the 2011 interim, directs the education interim committee, in consultation with the state board of education, to study how teacher performance may be evaluated for purposes of awarding or eliminating teacher career employee status. http://le.utah.gov/~2011/bills/sbillenr/sb0073.pdf
Title: S.B. 73
Source: le.utah.gov
| |
| FL | Signed into law 03/2011 | P-12 | Repeals existing provisions requiring that workforce reductions be made pursuant to collective bargaining agreements, where such exist. Provides that if workforce reduction is needed, local boards must retain employees based on educational program needs and performance evaluations of employees in the affected program areas. Provides that within the program areas requiring reduction, the employee with the lowest performance evaluations must be the first to be released. Prohibits a local board board from prioritizing retention of employees based on seniority. http://laws.flrules.org/files/Ch_2011-001.pdf
Title: S.B. 736 - Workforce Reductions
Source: laws.flrules.org
| |
| ID | Signed into law 03/2011 | P-12 | Section 33-515 states that it is the intent of the legislature that after January 31, 2011, no new employment contract between a school district and a certificated employee shall result in the vesting of tenure, continued expectations of employment or property rights in an employment relationship. Therefore, no board of trustees has the authority to enter into any renewable contract with any certificated or other employee hired by such district, except as specifically addressed by section 33-515 and 33-514 (3), Idaho Code. For any certificated employees already holding renewable contract status with a district as of January 31, 2011, the employees have the right to the continued automatic renewal of that employee's employment contract. For those employees not grandfathered in, there are two categories of annual contracts. A category A contract is a limited -year contract for certificated personnel in the first or greater years of continuous employment with the same district. A category B contract is a limited 2-year contract that may be offered at the sole discretion of the board of trustees who may choose to add an additional year to such a contract upon the expiration of the first year, resulting in a new 2-year contract. For employees whose contracts will not -- at the board's discretion -- be renewed, notice must be provided to the employee in writing by July 1. Employees must be given, upon request, the opportunity for an informal review of such a decision by the board of trustees. Provides other provisions relating to reductions in force; and to provisions relating to contract negotiations and establishing contracts. Part 2 of 3 part Children Come First legislation.
http://legislature.idaho.gov/legislation/2011/S1108.pdf
Title: S.B. 1108
Source: http://legislature.idaho.gov/
| |
| NY | Emergency Rule Adoption 05/2010 | P-12 | From administrative register: The purpose of the proposed amendment is to provide flexibility from the current teacher certification requirements to allow districts and BOCES to reassign effective classroom teachers to another grade level during this demonstrated immediate fiscal crisis to avoid or mitigate reductions in force. Districts and the New York State Council of School Superintendents requested that the Regents consider flexibility in the following three areas to help them retain effective teachers while meeting key staffing needs during the current fiscal crisis:
(1) Grades 7-12 Academic Area Certification Extended to Grades 5 and 6
The proposed amendment provides a level of flexibility in certification similar to that of the Experiment in Organizational Change. During a period of fiscal crisis, a district could reassign a teacher who is employed by
the district and certified in the classroom teaching service in a subject area in grades 7-12 to teach that same subject area in grades 5 or 6 through a limited extension to the teacher's existing certificate. The limited extension will be valid for 2 years and must be valid with that employing entity only. A full extension will be issued to the candidate if the candidate completes 6 semester hours of coursework in Middle Childhood
education.
(2) Childhood Education Extended to Kindergarten
The proposed amendment authorizes a teacher who is currently certified in childhood education (grades 1-6) to be reassigned to teach kindergarten under a limited extension to their existing certificate for a 2-year period while they complete 6 semester hours of pedagogical coursework in early childhood education. At that point, the department will issue the teacher a full extension to teach kindergarten.
(3) Childhood Education Extended to Grades 7 and 8
Similar to the regulation on the Experiment in Organizational Change, the proposed amendment authorizes a certified and qualified elementary school teacher (grades 1-6) to be reassigned to a position teaching an academic subject in grades 7 and 8. The teacher would need to have appropriate educational and experience for such teaching assignment as demonstrated by earning Highly Qualified status under NCLB in order to be granted a limited extension to their existing certificate title. Also, the teacher must agree to successfully complete the content specialty test in that subject area and complete 6 semester hours of coursework in Middle Childhood Education, within the next two years to qualify for the full certificate extension when their limited extension expires.
Action is necessary at the April 2010 board of regents meeting in order to avoid or mitigate reduction in force decisions that must be made by school districts prior to school budget votes in May 2010.
Pages 5-9 of 43: http://www.dos.state.ny.us/info/register/2010/may12/pdfs/rules.pdf
Title: Title 8 NYCRR Section 80-4.3
Source: www.dos.state.ny.us
| |
| AZ | Signed into law 08/2009 | P-12 | Section 14. H--Notwithstanding any other law, a school district or charter school shall not adopt policies that provide employment retention priority for teachers based on tenure or seniority.
http://www.azleg.gov/legtext/49leg/3s/bills/hb2011.pdf
Title: H.B. 2011--Section 14
Source: http://www.azleg.gov
| |
| WA | Adopted 07/2009 | P-12 | Stipulates that, given current budget constraints, teachers who are unemployed or subject to reduction- in-force are granted an additional two-year renewal within nine years of the date of their last employment.
http://apps.leg.wa.gov/wac/
Title: WAC 181-79A-250
Source: http://apps.leg.wa.gov/wac/
| |
| OR | Rejected by voters 08/2008 | P-12 | Enacts the Kids First Act; requires that pay raises for public school teachers shall be based upon each teacher's classroom performance and not related to or connected to his or her seniority; provides that if a school district reduces its teaching staff, the district shall retain the teachers who are most qualified to teach the specific subjects, which they will be assigned to teach; provides the requirements for determining most qualified teachers.
http://www.sos.state.or.us/elections/irr/2008/020text.pdf
Title: Ballot Measure 60
Source: http://www.sos.state.or.us/
| |
| TN | Signed into law 02/2008 | P-12 | Present law allows a local board of education to dismiss any teacher if it becomes necessary to reduce the number of teaching positions due to a decrease in enrollment or for other good reasons. A tenured teacher who has been dismissed under such circumstances must be placed on a preferred list for reemployment in the first vacancy the teacher is qualified by training and experience to fill. The board has the power to determine the fitness of such teacher for reemployment in such vacancy on the basis of the board's evaluation of such teacher.
This bill transfers the authority for determining the fitness of such a teacher for reemployment from the board to the local director of schools who will make that determination based on the director's evaluation of the teacher. Requires that the director of schools act in accordance with board of education policy and any locally negotiated agreement when determining the fitness of a teacher for reemployment.
Summary - http://www.legislature.state.tn.us/bills/currentga/asp/WebBillInfo/Summary.aspx?BillNumber=SB2629
Title: S.B. 2629
Source: http://www.legislature.state.tn.us
| |
| IL | Signed into law 08/2007 | P-12 | Relates to a section concerning educational support personnel employees. Provides that if the hours the employee works are reduced for certain reasons, then written notice must be given to the employee. Provides that if a reduction in hours is due to an unforeseen reduction in the student population, then the written notice must be mailed and given to the employee at least 5 days before the hours are reduced. http://www.ilga.gov/legislation/95/SB/PDF/09500SB1560lv.pdf
Title: S.B. 1560
Source: Lexis-Nexis/StateNet
| |
| NY | Vetoed 08/2007 | P-12 | Allows former members of the New York city teachers' retirement system who were suspended because of fiscal measures taken by New York city to obtain service credit. http://assembly.state.ny.us/leg/?bn=A08445&sh=t
Title: A.B. 8445
Source: Lexis-Nexis/StateNet
| |
| IN | Signed into law 04/2007 | P-12 | Allows a nonpermanent teacher ten days to request a conference with the governing body after receiving a notice of nonrenewal of the teacher's contract; provides that the governing body may not take action concerning the nonrenewal of the teacher's contract until after the ten day period has ended. http://www.in.gov/legislative/bills/2007/PDF/HE/HE1489.1.pdf
Title: H.B. 1489
Source: Lexis-Nexis/StateNet
| |
| ID | Signed into law 03/2007 | P-12 | Revises school district consolidation plan requirements; provides for payment of costs for feasibility studies and plans per school district that proposes to consolidate; provides that the board of school districts newly formed through consolidation may make severance offers to employees; provides limits to such severance offers; provides for an adjustment in the Bond Levy Equalization Support Program. Session Law Chapter 79.
http://www3.state.id.us/oasis/S1067.html
Title: S.B. 1067
Source: Lexis-Nexis/StateNet
| |
| LA | Signed into law 12/2005 | P-12 | Allows a member of any state or statewide public retirement system on involuntary furlough or leave without pay due to a gubernatorially declared disaster or emergency to purchase credit for the period of the furlough or such leave by paying the required employer and employee contributions to the system, subject to certain limitations.
http://www.legis.state.la.us/billdata/streamdocument.asp?did=329896
Title: H.B. 18A
Source: Lexis-Nexis/StateNet, www.legis.state.la.us
| |
| AR | Signed into law 04/2005 | P-12 | Requires school districts to have a reduction in force policy in each school district based upon objective criteria for a layoff and recall of employees.
http://www.arkleg.state.ar.us/ftproot/bills/2005/public/sb1042.pdf
Title: S.B. 1042
Source: www.arkleg.state.ar.us
| |
| VA | Signed into law 02/2001 | P-12 | Directs any school board in a county having the urban county executive form of government to notify by May 15 those teachers who may be subject to a reduction in force due to a decrease in the school board's budget.
Title: H.B. 1983
Source: Lexis-Nexis/StateNet
| |