Procedures for implementing job share Sample Clauses

Procedures for implementing job share. 10.3.1 Teachers interested in job share may put forward a proposal in writing to the director. This proposal should include the following: 10.3.1.1 reasons; 10.3.1.2 benefits to the centre; 10.3.1.3 strategies for the management of job share; 10.3.1.4 nominated days of work. 10.3.2 The director and the prospective job share teacher will then meet to discuss the following issues: 10.3.2.1 advantages/disadvantages of proposal; 10.3.2.2 strategies for communication between job share teachers; 10.3.2.3 strategies for communication with other staff members; 10.3.2.4 attendance at parent meetings and preparation of written reports; 10.3.2.5 attendance at staff meetings, regional meetings, in-service courses and other out of hours meetings or functions; 10.3.2.6 curriculum and programming issues. 10.3.2.7 The parties note that attendance at meetings on days that a job share teacher is normally not expected to attend is at the discretion of the teacher. 10.3.3 If there is an in principle agreement between the above parties, the written proposal will be forwarded to the relevant institute human resources manager with a recommendation from the director. 10.3.4 The human resources manager will confirm, in writing, whether the proposal is approved or not. 10.3.5 If job share is approved, the second position is advertised and both positions will become permanent part-time. 10.3.6 Following the appointment of the second job share teacher, the issues identified in paragraph
Sample 1
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Procedures for implementing job share. (a) Employees interested in job share may put forward a proposal in writing to the Director of the service and provide a copy to the Children's Services Coordinator. This proposal should include the following: Reasons for request; Strategies for the management of job share; Nominated days of work. (b) The supervisor and the prospective job share employee will then meet to discuss the following issues: Advantages/disadvantages of proposal; Strategies for communication between job share teachers; Strategies for communication with other staff members; Attendance at parent meetings and preparation of written reports; Attendance at staff meetings, in service courses and other out of hours meetings or functions; Curriculum and programming issues. The parties note that attendance at meetings on days that a job share employee is normally not expected to attend is at the discretion of the employee. (a) If job share is approved, the second position is advertised, and both positions will become permanent part time, except in the case of staff returning from Parental Leave, who may wish to take advantage of a temporary return to part time employment. See Clause 30 for details.
Sample 1

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  • Implementation i) Where the job/time sharing arrangement arises out of the filling of a vacant full-time position, the full-time position will be posted first and in the event that there are no successful applicants, then both job/time sharing positions will be posted and selection will be based on the criteria set out in the Collective Agreement. ii) An incumbent full-time employee wishing to share her or his position may do so without having her or his half of the position posted. The other half of the job/time sharing position will be posted and selection will be made on the criteria set out in the Collective Agreement. iii) It is understood and agreed that the arrangement is for a trial period of six (6) months for the full-time employee originating the request. Once the trial period is over, the employee cannot revert to her former position except under (v) below. iv) Where two (2) full-time employees wish to job/time share one (1) position, neither half will be posted providing this would create one (1) full-time position to be posted and filled according to the collective agreement. v) If one of the job/time sharers leaves the arrangement, her or his position will be posted. If there is no successful applicant to the position, the remaining employee will revert to her or his former status. If the remaining employee was previously full-time, the shared position will become her/his position. If the remaining employee was previously part-time and there is no part-time position available, she or he shall exercise her or his layoff bumping rights to obtain a part-time position. The shared position would then revert to a full-time position and be posted according to the Collective Agreement.

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