Surplus Staffing. 8.8.1 In the case of a surplus staffing situation arising at Xx Xxx o Xx Xxxx Pounamu Part 9 of the Agreement shall apply to teachers covered by this Agreement except:
(i) Regarding 9.2(a) the employer shall also advise NZEI Te Riu Roa which section (or sections) of the School is affected.
(ii) Should redeployment occur in a school other than Xx Xxx o Xx Xxxx Pounamu the provisions of Part 9 as they relate to redeployment shall apply from commencement at that school.
Surplus Staffing. The parties agree to review the surplus staffing provisions to improve the flow and language during the term of the new collective agreement.
Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the State Sector Act 1988 (as per clause 2.2).
9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's position is disestablished, the principal in consultation with the Board may elect either:
(a) Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or
(b) Retraining - Undertake a suitable course of retraining approved by the Ministry for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or
(c) Severance - Terminate the employment by giving three months’ notice. In addition the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ordinary pay (basic taxable salary) where the principal has up to three years’ service; - Four months’ ordinary pay (basic taxable salary) where the principal has over three years’ and up to five years’ service; - Six months’ ordinary pay (basic taxable salary) where the principal has five years’ (and over) service. Provided that if the principal, following disestablishment of her/his position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment.
Surplus Staffing. (a) Advising the NZEI Te Riu Roa of Surplus Staffing Review
Surplus Staffing. 7.2.1 The following clauses will apply to all teachers except for fixed term (including relievers and temporary) teachers.
(a) When the management structure, curriculum and/or other staffing needs within the Early Childhood section of Te Kura are being reviewed by the employer, and this may result in a decrease in the number of staff, the employer shall advise the teachers and the NZEI Te Riu Roa.
(b) When a review shows that a staffing surplus will exist the employer shall, at the first instance, consider in consultation with staff whether this staffing surplus can be absorbed by attrition.
(c) If the required number of positions cannot be achieved through attrition and if a surplus staffing situation still exists, the employer shall conduct a needs analysis in consultation with staff to identify the most appropriate area(s) for the surplus position(s) to be identified from. For determining the surplus teachers the following process shall apply:
(i) If the needs analysis identifies a specific position, the teacher holding that position will be deemed surplus;
(ii) Where there is more than one position in the affected area(s) the remaining positions from the affected area(s) will be advertised internally;
(iii) The teachers from the affected area(s) will automatically be considered for those positions in their respective area(s).
(d) Once the identification process is completed the employer shall provide each teacher identified as surplus with 2 months’ notice in writing.
(e) During the notice period the employer will assist the teacher in seeking alternative employment. This may include:
(i) Assistance with Curriculum Vitae preparation;
(ii) Assistance with interview techniques;
(iii) Paid leave to attend job interviews.
Surplus Staffing. (a) When a staffing surplus is declared involving a position that is usually occupied by an employee who is on parental leave, then the same surplus employee provisions that would apply to other employees, who are covered by this agreement, and who are part of the same surplus shall apply.
(b) Any employee on parental leave must be notified if her/his position is to be disestablished or reviewed as a result of a staffing surplus.
Surplus Staffing. When a surplus staffing situation involves a person who is on parental leave, then the same Restructuring and Redundancy Provisions that would apply to other employees who are part of the same surplus staffing situation, will apply. Any employee on parental leave must be notified if their position is to be disestablished as a result of a surplus staffing situation. Employees returning from parental leave who seek to work reduced hours should be advised of their rights under the restructuring provisions before commending those hours of work.
Surplus Staffing. When a staffing surplus is declared involving a position that is usually occupied by an employee who is on parental leave, the provisions of clause G.3 of this Agreement will apply.
Surplus Staffing. 35.1. The Employer recognises the serious consequences that the loss of permanent employment can have on employees and proposes to minimise this by relocation and/or retraining where possible. The parties agree that it is preferable that employees be encouraged to remain in relocated employment, rather than be paid redundancy pay. Every endeavour shall be made to enable mutually agreed relocation in accordance with 35.2 of this Agreement.
35.2. Where relocation is an option, it shall be offered to employees as an alternative to redundancy. Employees relocating shall, wherever possible, be offered a position substantially the same in terms of job designation, content, responsibility and seniority, providing that such position is acceptable to the employee who will not unreasonably withhold their acceptance.
35.3. However, in the event that the employee’s position becomes surplus to the needs of the Employer, the employee shall be given six weeks’ notice of termination of employment or at the discretion of the Employer, be paid in lieu thereof. The notice period specified in this clause shall be inclusive of the notice period specified in the Termination clause above.
35.4. Redundancy compensation shall be calculated on the basis of four weeks’ pay for the first year of current continuous service and two weeks’ pay for each subsequent year of service. Both such amounts are to be pro-rated on the basis of the number of days worked by the Employee as a percentage of the number of days in the year commencing on the Employee’s start date. Notwithstanding the provisions of this clause 35.4, redundancy compensation is capped at a maximum of 12 months’ earnings.
35.5. For the purposes of this clause, a week's pay shall be calculated as the average number of hours worked in the four weeks prior to the notice of redundancy being given.
35.6. The payment of redundancy compensation shall be contingent upon the employee remaining at work and performing their assigned duties normally until the expiry of the notice period, if so required by the Employer.
35.7. If the employee finds an alternative position during the notice period, the employee may with the prior consent of the Employer, terminate their employment prior to the expiry of the notice period without forfeiting their right to redundancy compensation, but the employee would not be paid for the unworked period of notice.
35.8. Except where a transfer has been arranged, the employee will be given reasonable time t...
Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and the provisions of 9.7 and/or
