Here are answers to your questions about a possible RIF

Last week we reported Lake Washington could lose between $3.6 and $8.2 million in revenue from the state, depending on the final budget to be adopted by the legislature by March 11.  In the worst case scenario, it appears we’d lose funding for about 77 teaching positions, as well as a number of classified positions. 

We know there are lots of questions about the possibility of a RIF (Reduction in Force), so this week we’re going to try to answer the most commonly asked ones. 

Q.  What’s the Association’s position on these cuts?
A.  The Association is working with the district to attempt to minimize any reduction in staff.  We believe very strongly (as does the district) that raising class sizes and removing support for struggling students should only be done as a last resort. 

Q.  Will there be a RIF?
A.  We won’t know for sure until the final budget is passed by the legislature and signed into law by the Governor.  Unless there’s a special session, the budget will be passed by March 11. 

Q.  Could a RIF for those with continuing contracts be avoided?
A.  Normal attrition (retirements, resignations, leaves) could reduce or eliminate the need to lay off staff, although the rate of attrition may be lower than normal due to the economy.  After that, non-continuing contracts will be allowed to expire and won’t be renewed for next year.  There are 100.5 non-continuing contracts currently in our district.  If those two combined reductions aren’t enough, or aren’t in the right areas, then a RIF of teachers with continuing contracts could occur. 

Q.  What’s the first step?
A.  The district has placed each teacher with a continuing contract into a primary category.  This category is the teacher’s current majority assignment.   All this information has been posted in Employee Access.  Teachers have been asked to make any corrections to this information, as well as to request to be included in other categories if they have the required certification/experience.  Our recommendation is to list as many additional categories as you think you might possibly qualify for, even if you’re unsure. 

Q.  And next?
A.  If the district determines there is a need for a reduction of staff in a certain category, the district will rank everyone who is in that primary category by their seniority.  Seniority is based on total years of teaching experience as recognized by the state (this is the same number of years for your “Attract and Retain” incentive).  Those with the lowest amount of seniority will be notified that they may be RIFd. 

Q.  What if those RIFd in their primary category have a second (or third) category?
A.  Anyone who is actually RIFd in his/her primary category will then be moved to his/her next category and ranked by seniority within that category.  If there’s enough seniority to avoid a RIF in that category, the teacher will be retained. 

Q.  Is there a deadline for all this to happen?
A.  Yes.  All RIF notices must be delivered by May 15.  If someone is not RIFd by May 15, then they will be retained for the following year. 

Q.  What are the categories?
A.  Generally speaking, K-6 teachers are in one category, and 7-12 teachers are in separate categories by subject area.  Specialists each have their own category.  See Employee Access for a list of all the categories. 

Q.  What qualifies someone for additional categories?
A.  First they have to have the legal certification to teach in the second category, and next they have to have training and/or experience of at least one year during the past 10 years in the additional category.   It’s important for you to CAREFULLY check your years of experience and primary category for accuracy.  Next, be sure to inform HR of any additional categories for which you’d like to be considered.