Classified employees do not have a March 15 deadline, so many of those layoff notices for next year may not have been issued yet and numbers are hard to estimate. If you are an education support professional (ESP) who has received a pink slip, below are some tips to assist you.
Check with your CTA representative to find out how your district defines your length of service — by hire date or by hours of work (excluding overtime). Once you know how seniority is measured, figure out your hire date or hours of work so that you can make sure you are not being laid off before less senior employees in your classification.
Check to make sure your personnel file accurately reflects all positions you have held with the district and the dates when you held those positions. Also make sure that the file contains any documents that show you are competent to hold your current position or positions outside your class, such as a nursing certification.
If you receive a layoff notice that you believe is based upon inaccurate information about your seniority or competency to perform work in a different class, make a written request for a pre-termination meeting with an administrator with authority to rescind or recommend rescinding the layoff notice (be sure to keep a copy for yourself). The purpose of this meeting is to correct the district’s errors. Request CTA representation in the meeting and advise CTA staff if the meeting request is denied or if the administrator refuses to correct the district’s errors.
Do I have bumping rights as an ESP?
If you are a permanent education support professional, you do have the right to "bump" any junior employee who performs the same class of service as you or who performs another class of service that the district records reflect you are qualified to perform. If you believe you should be allowed to bump, contact your CTA representative about the issue.
What are my rehire rights as an ESP?
You are eligible for re-employment for 39 months and have the right to be re-employed in preference to new applicants. Re-employment is determined in the reverse order of layoff, which as noted above is determined by hours in paid service, unless your collective bargaining agreement defines the phrase "length of service" differently.