1801.1 The Dean shall be responsible for planning work and organizing the work force of the School of Law to accomplish the work program within available resources.

1801.2 The Dean may determine that any one (1) or more the following alternative actions will be taken prior to implementing a reduction in force when that action is in the best interests of the School of Law and is consistent with the goals or reasons for a proposed reduction in force:

1. (a) Job sharing or reduced working hours, in accordance with the provisions of §1801.3;
2. (b) Reassignment of qualified employees who are employed in positions that are to be eliminated under a reduction in force to vacant positions which have been determined to be essential to the continued operation of the School of Law;
3. (c) Filling vacancies with temporary employees to perform essential work, or contracting out essential work, until the reduction in force occurs;
4. (d) Freezing vacancies when reductions in funds are anticipated;
5. (e) Furloughing employees when temporary reductions in expenditures are required; or
6. (f) Other actions that will reduce the need for a reduction in force that are consistent with the best interests of the School of Law.

1801.3 An employee may be assigned to share a position (job sharing, as defined in §1899) or may be assigned to fill a position with reduced working hours (as defined in §1899) if the following conditions are met:

1. (a) The employee is not serving under an appointment with a specific time limitation; and
2. (b) The employee has voluntarily requested the assignment in response a request for volunteers for job sharing or working reduced working hours in order to preclude conducting, or to minimize the adverse impact of, a reduction in force.

1801.4 The School of Law may, in order to minimize the adverse impact of a reduction in force, offer a released employee a vacant position for which he or she qualifies.

1801.5 An employee under consideration for reassignment may submit additional information or documents related to his or her qualifications for the position to which reassignment is being considered. Additional information provided by the employee shall be verified prior to use in making a reassignment.

SOURCE: Final Rulemaking published at 42 DCR 1210 (March 10, 1995) incorporating by reference the text of Proposed Rulemaking published at 42 DCR 884 (February 17, 1995).