Common use of SECURITY OF POSITION Clause in Contracts

SECURITY OF POSITION. (a) By May 15 in each School Year, the Board shall formulate a probable staffing proposal for the following year, said proposal to indicate the manner in which the Board intends to staff its schools and the allocation of supervisory personnel, specialists and teachers to the system and its schools. The probable staffing proposal shall identify all vacant or unfilled positions which are then known or reasonably foreseen. (b) In preparing the staffing proposal the Director of Human Resources may designate a teacher as being essential to a program if necessary to retain a full complement of teachers in that program; (c) A teacher placed as a result of the designation of another teacher under this Article shall be considered to be in his/her original position for purposes of placement at the end of the School Year. In the event that the placements are mutually agreeable to the two affected teachers, both placements shall be made permanent. 12.02 At least two (2) weeks before May 15 in each School Year the Director of Human Resources and the three (3) CSANE representatives on the Management-Teacher Committee shall meet to review the probable staffing proposal. The Director of Human Resources shall fairly consider any proposal made by the Union to meet the need through voluntary transfer(s). 12.03 The Board shall each year declare and demonstrate that it has a surplus or deficit of teachers for the following School Year. Part of said demonstration shall be that such surplus or deficit exists in each school. 12.04 Surplus teachers pursuant to clause 12.03 shall be notified in writing by the Director of Human Resources once the probable staffing formula has been reviewed. 12.05 Where surplus teachers are shown to exist in a school, the surplus shall be resolved in accordance with the following procedure: (a) The Director of Human Resources shall post in each school a list of all vacant and unfilled positions. (b) The Director of Human Resources shall then request volunteers to transfer to vacant and unfilled positions in other schools. (c) With the mutual agreement of the Director of Human Resources and a teacher, a teacher shall transfer to a vacant or unfilled position in another school; and (i) If there still are surplus teachers in a school after the implementation of clause 12.05 (b) and clause 12.05 (c), surplus teachers shall be identified by seniority, subject to program protection as provided for in clause 12.01 (b) and shall be offered transfers to other vacant and unfilled positions for which they are qualified. (ii) If the transfer causes undue hardship, the teacher may request and the Board grant a one-year Leave of Absence with uninterrupted seniority, from the position to which they are assigned and the teacher’s name will be placed on the Re-employment List for a period of up to three (3) years. 12.06 All transfers to vacant full-time positions accomplished pursuant to clause 12.05 shall be permanent.

SECURITY OF POSITION. (a) By May 15 in each School Year, the Board shall formulate a probable staffing proposal for the following year, said proposal to indicate the manner in which the Board intends to staff its schools and the allocation of supervisory personnel, teaching personnel and specialists to schools and teachers to the system and its schoolsoffices. The probable staffing proposal shall identify all vacant or unfilled positions which are then known or reasonably foreseen. (b) In preparing the staffing proposal the Director of Human Resources may designate a teacher as being essential to a program if necessary to retain a full complement of teachers in that program; (c) A teacher placed as a result of the designation of another teacher under this Article shall be considered to be in his/her original position for purposes of placement at the end of the School Year. In the event that the placements are mutually agreeable to the two affected teachers, both placements shall be made permanent. 12.02 At least two (2) weeks before May 15 in each School Year the Director of Human Resources and the three (3) CSANE representatives on the Management-Teacher Committee shall meet to review the probable staffing proposal. The Director of Human Resources shall fairly consider any proposal made by the Union to meet the need through voluntary transfer(s). 12.03 The Board shall each year declare and demonstrate that it has a surplus or deficit of teachers for the following School Year. Part of said demonstration shall be that such surplus or deficit exists in each school. 12.04 Surplus teachers pursuant to clause 12.03 shall be notified in writing by the Director of Human Resources once the probable staffing formula has been reviewed. 12.05 Where surplus teachers are shown to exist in a school, the surplus shall be resolved in accordance with the following procedure: (a) The Director of Human Resources shall post in each school a list of all vacant and unfilled positions. (b) The Director of Human Resources shall then request volunteers to transfer to vacant and unfilled positions in other schools. (c) With the mutual agreement of the Director of Human Resources and a teacher, a teacher shall transfer to a vacant or unfilled position in another school; and (i) If there still are surplus teachers in a school after the implementation of clause 12.05 (b) and clause 12.05 (c), surplus teachers shall be identified by seniority, subject to program protection as provided for in clause 12.01 (b) and shall be offered transfers to other vacant and unfilled positions for which they are qualified. (ii) If the transfer causes undue hardship, the teacher may request and the Board grant a one-year Leave of Absence with uninterrupted seniority, from the position to which they are assigned and the teacher’s name will be placed on the Re-employment List for a period of up to three (3) years. 12.06 All transfers to vacant full-time positions accomplished pursuant to clause 12.05 shall be permanent.