This article reports that with the poor economy endangering more novice teachers' jobs, researchers and policymakers have begun to question the human-capital costs of "last hired, first fired" layoff policies. Such layoffs, those experts argue, do not consider teacher effectiveness, meaning that teachers who make vital contributions to school success can nevertheless be among those to receive pink slips. Seniority-based layoffs are the norm for the profession. According to a database maintained by the National Council on Teacher Quality, a Washington-based group that advocates stronger state teacher-quality policies, all but five of the nation's 25 largest school districts follow seniority-based layoff policies set by contracts or state law. And all but one of those five is located in a right-to-work state without mandatory collective bargaining for teachers. Typically, layoffs--frequently referred to in contracts as reductions in force (RIFs)--are enforced within teachers' certification areas. If a district needs to cut high school social studies teachers, for instance, it cuts from the bottom of the high school social studies seniority list until the budget has been balanced. Then, it will redeploy the remaining teachers as necessary the following school year.