Displaced Teacher Sample Clauses

Displaced Teacher. A displaced teacher is any bargaining unit member who loses his/her position at a site for any reason set forth under section 4.3.1.
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Displaced Teacher. Teacher without an assignment within a building or grouping upon completion of “Step 1 – Identification of Displaced Teachers,” or a teacher who has an assignment upon completion of Step 1, but is bumped under “Step 2 – Bumping,” or a teacher returning from an approved leave of absence as provided in Article X, E, 2.
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Displaced Teacher. A teacher may be identified as displaced if his/her position in the District has been eliminated by school closure, elimination of program, or reduction in the number of classes in a given building/department. Displaced teachers will be given first choice of vacancies according to seniority and qualifications prior to posting a vacancy. Should the displaced teacher not choose a vacancy, he or she then will be placed by the Human Resources Office to an available open position referenced in 7-3. If actual service among or between employees in-building is equal, the level of advanced educational preparation will govern (i.e. Master‟s degree in endorsement over Bachelor‟s degree, major over minor, etc.). If educational preparedness is equal, the date of hiring will govern. In case the foregoing criteria are equal, seniority will be resolved by the flip of a coin or drawing lots. A displaced teacher may: a. Choose to take an in-building opening (reference Article 1-3 B.). b. Take the position of another teacher in the building who volunteers to be displaced, provided that the teacher originally displaced is property certified and endorsed for the new position. In terms of the volunteer who takes the place of a displaced teacher, the volunteer will go out into the displaced pool with the average seniority of both the volunteer and the originally displaced teacher (only for the purpose of placement as a displaced teacher), unless the volunteer has equal or less seniority, then they maintain their seniority. c. Move into the position of the least senior teacher in-building provided that the teacher originally displaced is property certified and endorsed for the new position. d. Move into the displaced teachers‟ pool and be assigned elsewhere in the District according to 7-3 of the CBA. New classroom positions created as a result of school closure and/or the movement of students from other buildings will be available for selection by teachers who are displaced. These positions are not to be assigned as in-building transfers. e. If no In-District opening exists which the displaced teacher is certified and endorsed to teach, the displaced teacher will (based on his/her original seniority) fall under the provisions of Article 7-5, reduction in staff, as outlined in the CBA.
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Displaced Teacher. In the event that a unit member is displaced, the unit member has two options within the same site.
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Displaced Teacher. 1. A displaced teacher is defined as a teacher not subject to layoff by seniority whose position has been reduced or dropped. Before the end of the school year, within a building, teachers may cooperatively decide to shift positions as long as these changes are mutually agreeable with the administration. Any remaining vacant positions may be posted, according to the provisions of this Article. 2. Teachers who are displaced, but not laid off due to a reduction in program or drop in student enrollment, shall be displaced according to seniority, i.e. the least senior person at a particular grade level in a building or within a particular subject matter area. The process defined in this Article, Section E, shall be used to realign the assignment of positions in the event of a displaced teacher. If vacancies occur, displaced teachers have the same rights under the contract as other teachers to apply for said vacancies. A displaced teacher shall be allowed to return to his/her previously held position prior to the position being posted provided it does not prevent recall of laid off teachers nor cause staff reduction. Displaced teachers, after reassignment, also have the right under the contract to voluntarily trade positions for a year.
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Displaced Teacher. Any teacher so displaced, with no position available, shall be placed on Unrequested Leave of Absence, and shall be so notified in writing by certified mail by June 1 of the school year prior to commencement of such leave, with reasons therefore.
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Related to Displaced Teacher

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Itinerant Teachers Schedules of regularly assigned teachers who are assigned to and travel to more than one school or student home on a given day shall be arranged so that no teacher shall be required without his/her consent to engage in inter-school or inter-home (for home bound teachers) travel of more than thirty-five

  • Mentor Teachers A. A Mentor Teacher shall be defined as a Master Teacher as identified in Section 1526 of the School Code and shall perform the duties of a Master Teacher as specified in the School Code and State Administrative Rules and Regulations. B. Each bargaining unit member in his/her first three (3) years in the classroom shall be assigned one or more Mentor Teacher(s) by the Administration. The Mentor Teacher shall be available to provide professional support, instruction and guidance. The purpose of the mentor assignment is to provide a peer who can offer assistance, resources and information in a collegial fashion. C. A Mentor Teacher shall be assigned in accordance with the following: 1. Participation as a Mentor Teacher shall be voluntary. 2. The Mentor Teacher assignment shall be for one (1) academic year subject to review. The appointment may be renewed in succeeding academic years. 3. Should either the Mentor Teacher or the Mentee present cause to dissolve the relationship, the administration will meet with the Mentor Teacher and the Mentee to determine an appropriate course of action. D. Upon request, the Administration may provide release time so the Mentor may work with the Mentee in his/her assignment during the regular work day. E. Mentees who are new to the profession shall be provided with a minimum of fifteen (15) days of professional development instruction during their first three (3) years of classroom teaching. F. Performance responsibilities of a Mentor Teacher may include but not be limited to: Work to establish a relationship with Mentee based on mutual trust, respect and collegiality; provide encouragement, support, guidance and feedback when needed; help Mentee feel welcome; take part in training to enhance teaching and mentoring skills; complete periodic evaluations of Mentor-Mentee program, as requested; contact mentees, minimally once a week, for formal or informal meetings; help Mentee learn about resources, procedures, curriculum, students' needs, building and district policies, regulations and schedules; promote a smooth transition between teacher training and the actual classroom setting; facilitate three-way conferences involving the Mentor, Mentee and Principal; provide opportunities for Mentee to observe the Mentor and other teachers; share new and alternative materials, methods and resources with Mentee; observe Mentee's teaching in a classroom setting; conduct pre and post observation conferences; and assist Mentee with goal setting.

  • New Teachers No new teachers shall be hired for a vacancy for which a teacher on unrequested leave is certified.

  • Substitute Teachers 21.01 A substitute teacher is employed by the Division either to replace a regular teacher or fulfill an assignment which is less than twenty (20) consecutive days in duration. 21.02 Upon commencement of the sixth (6th) day of substitute teaching in the same assignment, a substitute teacher shall be paid for each day taught at the per diem rate (to be calculated as 1/x of the salary to which a teacher of the same qualifications and experience would be entitled under the basic salary schedule of the current collective agreement, where x equals the number of days in the current school year). This rate of pay shall be retroactive to the first day of the teaching assignment and shall continue in effect until the end of that specific teaching assignment. In-service days, administrative days and school closure days shall not constitute a break in the consecutive days for that specific teaching assignment. 21.03 Substitute teachers shall be paid as follows: Daily Rate (including vacation pay) 165.66 ** **Substitute Teacher rates for the 2021/2022 school year will be effective on the date the parties confirm the amount of the COLA adjustment (in January 2022 or as soon as possible thereafter.) Pay relating to the salary earned by substitute teachers during any month shall be forwarded to those teachers not later than the fifteenth (15th) day of the following calendar month. 21.04 Manitoba Teachers’ Society fees and Xxxxxxx Teachers’ Association fees shall be deducted from a substitute teacher’s pay. The Association shall indemnify and save harmless the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of local Association fees or Manitoba Teachers’ Society Fees. 21.05 A substitute teacher who has been employed for at least nine (9) consecutive days of substitute teaching in the same assignment in a school year shall be entitled to one (1) day of sick leave with pay for each nine (9) days taught in that assignment. Sick leave shall not accumulate from assignment to assignment. The use of sick leave with pay shall not constitute an interruption of the substitute teaching assignment. 21.06 If a substitute teacher is absent from a period of substitute teaching on account of bereavement leave granted in accordance with Board practice or policy, and that substitute teacher returns to the same substitute teaching assignment immediately following the period of bereavement, the period of leave shall not constitute an interruption of the substitute teaching assignment. 21.07 The provisions of the Collective Agreement do not apply to substitute teachers except as expressly provided for in Article 21 – Substitute Teachers: Article 1 – Obligation To Act Fairly Article 2 – Purpose

  • Consulting Teachers 14.3.1 A Consulting Teacher provides assistance to a Participating Teacher pursuant to the PAR program. The qualifications for the Consulting Teacher shall be set forth in the Rules and Procedures, with the minimum qualifications: (a) Must be a permanent, credentialed, bargaining unit member. (b) Must have successfully taught in the Murrieta Valley Unified School District or three of the last five years, spending at least fifty percent of a full-time position providing instruction to students. (c) With Association Representative Council approval, the minimum number of years in Article 13.3.1.b may be changed from three to two. Request must be in writing. (x) Xxxxx demonstrate exemplary teaching abilities, as indicated by effective communication skills, extensive knowledge and mastery of subject matter, and mastery of a range of teaching strategies necessary to meet the needs of pupils in different contexts. 14.3.2 Each applicant for the position of Consulting Teacher shall be required to submit a) From a site principal or other school district administrator and, b) From an Association member. 14.3.3 Consulting Teachers shall be selected and submitted for approval to the Governing Board by five (5) affirmative votes of the Joint Committee following classroom observations by the committee members. 14.3.4 A Consulting Teacher shall be provided necessary release time as approved by the Joint Committee. 14.3.5 A Consulting Teacher who has been selected to fill an administrative position within the District may not continue to serve as a Consulting Teacher. 14.3.6 The Joint Committee will monitor and evaluate the effectiveness of the Consulting Teachers and make decisions regarding their continuation in the program. The Joint Committee may remove a Consulting Teacher from the position at any time because of the specific needs of the PAR Program, unsatisfactory performance of the Consulting Teacher, or for other reasons which serve the PAR Program's best interest. Prior to the effective date of such removal, the Joint Committee will meet with the Consulting Teacher. 14.3.7 Consulting Teachers shall assist Participating Teachers by demonstrating, observing, coaching, conferencing, in-servicing, referring, or by any other activities which, in their professional judgement, will assist the Participating Teacher. 14.3.8 The Consulting Teacher shall meet with the Referred Participating Teacher to discuss the PAR program, establish mutually agreed upon performance goals, develop the improvement plan, and develop a process for determining successful completion of the plan. The Consulting Teacher shall conduct multiple observations of the Referred Participating Teacher's performance with students, and shall meet with the Participating Teacher to review and discuss observations. 14.3.9 The Referred Participating Teacher shall be entitled to review all reports generated by the Consulting Teacher prior to their submission to the Joint Committee and to have affixed thereto his/her comments. To effectuate this right, the Consulting Teacher shall provide the Participating Teacher being reviewed with copies of such reports at least ten (10) working days prior to any such meeting. 14.3.10 The Consulting Teacher shall monitor the progress of the Referred Participating Teacher and provide periodic written reports to the Referred Participating Teacher for discussion and review, prior to sending periodic written reports to the Joint Committee. 14.3.11 The Consulting Teacher shall provide assistance, not to exceed one school year, to the Referred Teacher until he/she concludes that the teaching performance of the Referred Teacher is satisfactory, or that further assistance will not be productive. The Joint Committee may offer assistance beyond the one-year period. A copy of the Consulting Teacher's Final Report shall be submitted to and discussed with the Referred Participating Teacher to receive his/her input before it is submitted to the Joint Committee. The Referred Participating Teacher shall sign the report to indicate that he/she received a copy. The Referred Participating Teacher shall have the right to submit a written response that shall be attached to the Consulting Teacher's report, within ten (10) working days. The Referred Participating Teacher shall also have the right to request and meet with the Joint Committee to discuss the Consulting Teacher's report accompanied by an Association representative. 14.3.12 The results of the Referred Participating Teacher's participation in the PAR program shall be made available for placement in his/her personnel file, and may be used in the evaluation of the Referred Participating Teacher. 14.3.13 Upon the completion of the contracted term of service as a Consulting Teacher, if the Consulting Teacher were released from regular classroom duties, he/she shall be returned 14.3.14 The District shall defend and hold harmless individual members of the Joint Committee and Consulting Teachers from any lawsuit or claim arising out of the performance of their duties under this Program. The Association retains the right to participate in the litigation. 14.3.15 Consulting Teachers, Support Providers, and teacher members of the Joint Committee shall not be considered management or supervisory employees as defined in the Educational Employment Relations Act, and shall retain their status as bargaining unit members.

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.

  • Shift Rotation Routine shift rotation is not an approach to staffing endorsed by the Employer. Except for emergency situations where it may be necessary to provide safe patient care, shift rotation will not be utilized without mutual consent. If such an occasion should ever occur, volunteers will be sought first. If no one volunteers, the Employer will rotate shifts on an inverse seniority basis until the staff vacancies are filled.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Instructors 7.1 All instructors teaching COLLEGE courses offered as part of this CCAP Agreement must meet the minimum qualifications for instruction in a California community college as set forth in sections 53410 and 58060 of Title V of the California Code of Regulations, as required or hired as part of an Instructional Service Agreement. Instructor qualifications are consistent with requirements courses given by the WVMCCD. Cal. Code Regs., Title 5, § 53410. 7.2 Consistent with the terms negotiated between WVMCCD and the faculty union, WVMFT instructors for courses offered as part of this CCAP Agreement shall be assigned as follows: • Courses will first be offered to regular faculty of COLLEGE that meet the above- stated minimum qualifications and have participated. • If courses are not filled by regular faculty, they will be offered to COLLEGE adjunct faculty who possess contractual rehire preference rights, and who meet the above-stated minimum qualifications. • If courses are still not filled, they may be offered to junior adjunct faculty and employees of CUHSD who meet the above-stated minimum qualifications. 7.3 WVMCCD shall be solely responsible for all salaries, wages, and benefits due to dual enrollment faculty who are WVMCCD employees. The CUHSD shall be solely responsible for the salaries, wages, and benefits due to the dual enrollment faculty who are CUHSD employees, unless otherwise agreed by CUHSD and WVMCCD. 7.4 The CCAP Agreement Appendix A shall specify which participating institution, either CUHSD or WVMCCD, will be the employer of record for purposes of assignment monitoring and reporting to the county office of education. (Ed. Code § 76004 (m)(1).) 7.5 CUHSD will assume reporting responsibilities pursuant to applicable federal teacher quality mandates. (Ed. Code § 76004 (m)(2).) 7.6 Instructors who teach courses offered as part of this CCAP Agreement must provide the supervision and control reasonably necessary for the protection of the health and safety of students and may not have any other assigned duty during the instructional activity. In the event of an emergency during the teaching of a course, instructors will act in accordance with WVMCCD policies, procedures and code of conduct and inform CUHSD as soon as reasonably possible. If the course is held on CUHSD property, instructors shall follow the direction of the Principal or his/her designee to coordinate the safety of the students in attendance during the emergency. 7.7 Instructors who teach courses under this CCAP Agreement shall comply with the fingerprinting requirements set forth in Ed Code section 45125 or as amended; the tuberculosis testing and risk assessment requirements of California Health and Safety Code section121525 or as amended; completion of training on mandated reporting as set forth in Education Code section 44691or as amended; and submission of a New Employee Data Input Form (i.e., Emergency Contact Information). In addition to any other prohibition or provision, no person who has been convicted of a violent or serious felony, as defined by Education Code section 44332.6 (c) shall be eligible to teach any courses offered as part of this CCAP Agreement or otherwise provide services on a CUHSD site. The CCAP Agreement Appendix shall specify additional procedures for faculty under this agreement. 7.8 Prior to teaching, faculty provided by the CUHSD shall receive discipline-specific training and an orientation from WVMCCD at COLLEGE regarding, but not limited to, course curriculum, assessment criteria, pedagogy, course philosophy, testing and grading procedures record keeping, and other instructional responsibilities. Said training shall be approved by WVMCCD. In the event WVMCCD and CUHSD disagree regarding faculty training guidelines, the parties agree to meet and confer in good faith. If the parties cannot reach agreement within a reasonable time, WVMCCD shall make the final decision regarding the appropriate training and orientation for CUHSD faculty. 7.9 Faculty provided by the CUHSD may participate in professional development activities sponsored by the WVMCCD and shall be encouraged to participate in ongoing collegial activities address items such as address course content, course delivery, assessment, evaluation, and/or research and development in the field. 7.10 Faculty performance of all instructors, regardless of whether they are WVMCCD or CUHSD employees shall be evaluated by WVMCCD using the adopted evaluation process and standards for faculty of the WVMCCD. In conducting the evaluation, WVMCCD will provide CUHSD the opportunity to provide input. Such input will be given reasonable consideration. 7.11 WVMCCD shall determine the number of instructors, the ratio of instructors to students, and the subject areas of instruction, subject to approval by CUHSD. In the event of any disagreement, the parties agree to meet and confer in good faith. If the parties do not reach agreement, WVMCCD shall make the final determination.

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