Support for Employees. In cases of potential job loss, the union and the employer will work collaboratively to prevent layoff. The employer, through the Human Resources Department, will help an employee facing layoff with resume writing or re-writing, offer help for improving interviewing skills, and give reasonable time away from work for interviews. Employees being laid off should provide HR with an updated resume prior to leaving. Employees should make an effort to check in weekly with the appropriate employment specialist to ask about postings. Specialists will provide consultation for jobs suitable for laid-off employees when asked and will apply for them upon request per position while jobs are still internal postings. Internal Preference Workers facing layoff will be given internal preference for one year for posted positions for which they are qualified. In some circumstances, posting may even be waived.
Support for Employees. A. A plan of support will be available for those employees with five (5) or more years of experience whose evaluator has determined that their overall performance on the Comprehensive Evaluation is a Basic (2) rating after the first observation period and for those employees who have less than five (5) years of experience whose performance on the Comprehensive or Focused Evaluation is determined to be Unsatisfactory (1) following the first observation period.
Support for Employees. (a) In order to provide support to an Employee experiencing family violence, and to provide a safe work environment to all Employees, the Employer will approve any reasonable request from an Employee experiencing family violence, including:
Support for Employees. 101.16 As appropriate, employees will have access to the support that is available to excess employees under sub-clauses 104.5, 104.6 and 104.7.
Support for Employees. For the 2013-14 school year, a plan of support will be available for those employees with five (5) or more years of experience whose evaluator has determined that their overall performance is a Basic (2) rating after the first observation period and for those employees who have less than five (5) years of experience whose performance on the Comprehensive Evaluation is determined to be Unsatisfactory (1) following the first observation period. The plan will be developed between the employee, the evaluator, Human Resources and the Association. The purpose of the plan is to provide the opportunity for the employee to correct the deficiencies prior to the end of the school year. Such support will be determined based on the employee’s needs and may include any of the following: release time to work with other employees or instructional coaches; additional planning time outside of the work day; accessing instructional coaches during the employees’ contracted day; identification of classes or workshops available to the employee; access to videos and resources available through the Teaching and Learning Division. The employee may access his/her 21 hours allocation for assistance. Additionally, each building will have a pool of resources to support the individual if release time and/or additional planning time is needed. For purposes of professional growth and coaching, audio and/or video recording may occur, upon request by the employee; it is understood that such recording will not be used as part of the evaluation process. Prior to the 2014-15 school year, the parties agree to further define the role of Support Plans for Employees including who is eligible for the plan.
