STAFFING AND WORKLOAD. An Employee shall have the right to file a written complaint regarding their workload. Workload complaints shall be filed directly to the manager, or designate, who shall meet with the Employee and a representative of the Union, if so desired by the Employee, to discuss and resolve the specifics of the complaint.
STAFFING AND WORKLOAD. L13.01 Generation of FTE (Full-Time Equivalent) Staff (excluding all programs in the School of Alternate Education)
a) For the purposes of staffing in grades 9 to 12 (excluding E-Learning credit courses), the Board shall allocate a minimum staffing complement to achieve a maximum average class size consistent with prevailing class size regulations or twenty-three (23) in the absence of such regulations.
b) The number of sections for the guidance program shall be equal to the Board's projected ADE divided by 61. It is understood that these numbers may be rounded up or down to provide for the nearest number of workable sections.
c) The number of sections for teacher librarians shall be eight (8) at each school, with the exception of Gravenhurst High School, where it shall be four (4). APAs as described in L13.02
STAFFING AND WORKLOAD. (a) The parties agree that it is mutually beneficial to communicate effectively around staffing levels and workload in a regular manner through the JLMC process, both the primary JLMC and the Hub/Resource/Department JLMC.
(b) When a Guild staff member leaves a position, the parties will discuss through the primary JLMC process, as a standing agenda item, the status of management’s consideration and analysis around that position and the most current status of whether and when it will be posted and filled and how the continuing work of that position will be performed in both the short and long term. The Guild and management will discuss where workload issues exist, when workload is burdensome or unworkable, and other issues relevant to workload as it relates to meeting the priorities of the Federation. The parties may discuss and make recommendations on a transition plan when a staff member departs. The Guild may identify situations in which they believe a workload issue is not being addressed by the supervisor or manager. The parties may also discuss whether job descriptions require review after workload allocation discussions. This information from the Guild will be shared with management’s Personnel Committee, and the primary JLMC may make joint recommendations to the Personnel Committee. In the event primary JLMC meetings are not occurring with regularity, relevant requested information will be shared in writing.
(c) The Employer recognizes the importance of seniority and desirability of filling vacancies by promotion or transfer and, accordingly, will give present employees within the unit first opportunity to try out for a vacancy in a different position, subject to the prior operation of the recall list under Article VI (Layoff), Section 5.
2. For the purpose of this Article, the term “vacancy” means an existing or newly created position that management has determined will be posted with the intent to fill. These management decisions are made on a rolling basis based on capacity and resources, including factors such as level of program work, priorities, workload, reorganizations, and uncertainty of future funding. Within 5 working days after a final decision has been made regarding a position, the Employer either will post the position to be filled consistent with the provisions of this Article or will notify the Guild of the Employer’s intentions as to the filling, leaving vacant, abolishment, or reclassification of the vacant position, in which even...
STAFFING AND WORKLOAD. Work Year The work year for teachers shall be as defined in Regulation of the Education Act or a successor regulation.
STAFFING AND WORKLOAD. L13.01 Generation of FTE Staff (excluding all programs in the School of Alternate Education) 57 L13.02 Working Conditions 58 L13.03 Class Size 59 L14.01 Joint Staffing Committee 60 L14.02 In-School Staffing Committee 61 L14.03 General 61 L18.01 Seniority List 63 L18.02 Teachers Employed as Bargaining Unit Members as of April 16, 1998 63 L18.03 Teachers Who Become Bargaining Unit Members after April 16, 1998 64 L19.01 Definitions 65 L19.02 Administrative Transfer 65 L19.03 Voluntary Transfer 66 L19.04 Declaration of Redundancy 66 L19.05 Surplus to School Declaration 66 L19.06 Assignment of Surplus Members 67 L19.07 Recall 68 L19.08 Assignment, Redundancy and Surplus for Members of the School of Alternate Education 69 L23.01 Definitions 71 L23.02 Application of L23.00 – Occasional Teachers 72 L23.03 Rights and Responsibilities
STAFFING AND WORKLOAD. L13.01 Generation of FTE (Full-Time Equivalent) Staff
a) For the 2008-2009 school year, the minimum number of full-time equivalent (FTE) teachers shall be 409.33. This number shall be adjusted in accordance with changes in the projected ADE (Average Daily Enrollment), program requirements and the Ministry’s Student Success Initiative. Staffing in the schools for future years will take place according to the staffing documents shared during the bargaining process.
b) The number of sections for the guidance program shall be equal to the Board's projected ADE divided by 61. It is understood that these numbers may be rounded up or down to provide for the nearest number of workable sections.
c) The number of sections for teacher librarians shall be eight (8) at each school, with the exception of Gravenhurst High School, where it shall be four (4). APAs as described in L13.02
STAFFING AND WORKLOAD. The Employer recognizes the responsibility of nurses under the Nurse Practice Act and will promote working conditions that enable nurses to meet their responsibilities under the Act.
STAFFING AND WORKLOAD. Work Year
21.01 The work year for teachers shall be as defined in Regulation 304 of the Education Act or a successor regulation.
STAFFING AND WORKLOAD a. The parties hereby recognize the importance of providing patients with the highest quality health care and of providing employees with working conditions which are conducive to performing their duties in a safe and healthful atmosphere. Accordingly, it shall be the responsibility of SAH/SAN to provide professional and technical staffing in all hospital units.
b. The parties agree to the establishment of a Staffing Committee. The Committee shall include not more than three (3) employee representatives from the North and Central facilities respectively, and two management representatives. The employee representatives shall be designated by the Union and the management representative shall be designated by the SAH/SAN HR Director. The Committee will meet and discuss staffing issues. The Employer, working with the Union, will make reasonable effort to correct any staffing issue determined by the Committee to be a problem. The final decision regarding the means of corrective action rests with management.
STAFFING AND WORKLOAD. Work Year
21.01 The work year for teachers shall be as defined in Regulation 304 of the Education Act or a successor regulation.
(a) The Board shall ensure that the assignment of teaching load, class size, teaching time, supervision and on-call duties will be done in a fair and equitable manner for all classroom teachers.
(b) The Board shall ensure that the assigned workload for all full time program teachers shall be done in a fair and equitable manner.
(a) The Board may assign a teacher the duties of an acting principal or vice-principal for a temporary period of time not to exceed five (5) consecutive months.
(b) Any extension of this period shall only be with the approval of the Association. Such extension shall not be unreasonably denied.
(c) The Board will pay the acting principal or vice-principal the beginning salary of a principal or vice-principal, as appropriate.
(d) No teacher shall be assigned the duties of an acting principal or vice-principal without his/her consent.
(e) All other provisions of this Collective Agreement shall apply to the teacher during such period of temporary assignment.
(f) Any teacher assigned such duties shall not participate in the formal evaluation of another member of this bargaining unit. Acting principals or vice-principals continue to be bound by the Ontario Teachers’ Federation Code of Ethics.
(g) The Board agrees to replace any teacher who accepts an acting principal or vice-principal position for a temporary period as described above with an occasional teacher.
(a) The minimum number of classroom teachers is the number determined by the class size regulation and the number of teachers required to provide preparation time or "C" times 1500 divided by 1300 where "C" is defined as the minimum number of classes required by the Act and the regulations or as approved by the Minister of Education and Training. For purposes of illustration only: · the minimum number of classes is calculated by the:
(b) Subject to the funding formula, the Board shall employ a minimum complement of forty
