Policies & Procedures Manual

414

Policy No: 747

Policy Contact: President

Policy Title: REDUCTION IN FORCE (RIF) POLICY East Central Community College (ECCC) strives to provide a stable and secure work environment for its employees. However, in certain circumstances it may be necessary to eliminate employee positions due to extraordinary circumstances. These extraordinary circumstances may include, but are not limited to: 1. a reduction in local (tuition/county/etc.), state, and/or federal funds requiring a reduction in the College’s operating budget; 2. a decline in student enrollment in the College, in an educational program or division within the College, and/or in an area or unit within the College; 3. a reduction, elimination, and/or consolidation of an educational program, unit, and/or service within the College; 4. a reorganization or redesign of a department(s), program(s), service(s), and/or other area(s) within the College resulting in the elimination of work assignments, redundancy in roles, or excess capacity within a work group or across work groups resulting in the necessary elimination of a position(s); and/or 5. any other specific business and/or educational need(s). A reduction in force (RIF) is defined as a separation from employment due to a business or educational reason(s) as described above resulting in the necessary elimination of a position(s) at the College. One such reason, financial exigency, is defined as a verifiable reduction in the College’s financial resources that is brought about by a decline in student enrollment or by other actions or events that compel a reduction in the College’s operating budget. This reduction in financial resources impacts the ability of the College to support existing programs and personnel of the College without substantial impairment to the maintenance of the quality of its program and/or services. 1. The College reserves the right to reduce its personnel at its sole discretion; 2. The RIF policy will be implemented without regard to race, color, religion, national origin, sex, age, or qualified disability; 3. A RIF may occur in an academic unit or other campus unit/department basis, and may occur in one area of an institution with other units/departments not being subject to a RIF; 4. Personnel impacted by a RIF may be employed in an educational program, an area/division within a program, or a service area of the College where a reduction is necessary because of one or more of the above factors affecting that specific program or service area or the College in general. In the event of such a reduction, the College, at its own discretion and in its best judgement, will identify the position(s) for reduction where such reductions will have the least impact on the College as it seeks to fulfill its stated mission. A RIF plan will not be utilized in lieu of appropriate disciplinary action; and 5. Impacted personnel will be informed in writing within a specified notification period. The President will monitor the availability of financial resources, student enrollment, program needs, and staffing requirements and will report his or her conclusions for significant budget realignment to the Board of Trustees at the appropriate time. The Board of Trustees, in consultation with the President, must determine that one or more of the extraordinary circumstances as described above exists or is imminent and that the termination of employment of one or more employees may be required as a consequence of any of these circumstances. In regards to a RIF: