SURPLUS STAFFING: TEACHING CO-ORDINATORS. 7.4.1 The employer and teacher co-ordinator may agree at any time to the teacher co-ordinator replacing their ACE time allowance with equivalent teaching time within the school. 7.4.2 The following provisions shall apply where the employer either withdraws from ACE or otherwise alters its involvement, so that the ACE time allowance allocated to a permanent teacher co-ordinator is placed at risk. 7.4.3 Where the employer is seriously considering a course of action which places the teacher co- ordinator’s ACE role at risk a meeting shall be held, including the co-ordinator and/or their representative, with a view to reaching an agreed resolution prior to any final board decision. This shall be held at least two months prior to any decision in ACE provision at the school and within a timeframe that ensures that the return to teaching is a viable option. 7.4.4 Where the ACE co-ordination role is to be disestablished, the employee shall receive at least two month’s notice. As a first option the employer shall enable a return to full-time permanent teaching for the teaching co-ordinator by the use of attrition or other non- permanently allocated teaching hours wherever possible. A teaching co-ordinator may require additional professional development in moving to a full-time teaching role. 7.4.5 Where before or during the notice period the employer offers the co-ordinator equivalent teaching time to any co-ordination time lost, this shall constitute a reasonable offer of employment and the co-ordinator shall have no entitlement to surplus staffing provisions. 7.4.6 Where the employer is looking to combine allocated ACE funding with another employer resulting in the creation of a similar or larger position this would also be discussed with the co-ordinator. Attention is also drawn to 7.2 of this collective agreement (Employment Protection Provisions) which will be relevant in certain circumstances. 7.4.7 Where the employee receives an offer from the new employer this will need to be discussed with the current employer in relation to the teacher’s ongoing teaching responsibility. A co- ordinator who accepts such a position with the new employer shall not be entitled to surplus staffing provisions. Should the larger co-ordinator role accepted not involve teaching classes the employee shall be regarded as a Teaching Co-ordinator, but one who no longer teaches classes, as per the Part 2 definition. 7.4.8 If a suitable position in relation to 7.4.5-7.4.7 above is unable to be offered, the employer will support the co-ordinator finding a suitable alternative teaching position (which incorporates the co-ordination hours lost) outside the school and will then meet the actual and reasonable cost of attending interviews where prior approval is given. 7.4.9 A permanent teaching co-ordinator who is not able to secure the equivalent lost teaching time or ACE co-ordination role as described, shall have the options available under 3.9.3 and 3.9.4 of the Secondary Teachers’ Collective Agreement (or the equivalent clauses of the Area or Primary Teachers’ Collective Agreement where either is the appropriate collective agreement) and shall notify the employer prior to the disestablishment date. The clauses shall be read in conjunction with the following: (a) Any entitlement shall only relate to the teaching hours or weekly teacher half days (WTHDs) lost as a teaching co-ordinator. Teaching time will remain permanent and unaffected; (b) For the purposes of supernumerary employment the employee shall be a supernumerary employee only for the co-ordination time lost for a period of 30 school weeks from the date of disestablishment of the position. It is not envisaged supernumerary employment would occur at another school. At the end of the supernumerary period should the teacher not have returned to a full teaching role then they will continue as a permanent part-time teacher. (c) Any agreed retraining option would be focused upon professional development and/or study to support a full return to teaching. Any course requirements shall not interfere with the employee’s ongoing permanent teaching role except by agreement of the employer. (d) In relation to a severance payment this shall be payable from the date of disestablishment, except where otherwise agreed. Any calculation again shall reflect WTHDs lost as per clause 3.2. 1. In the STCA 3.9.4(3)(c) shall be followed in relation to determining service. (e) The Long Service Payment provision is not applicable.
Appears in 1 contract
Samples: Collective Agreement
SURPLUS STAFFING: TEACHING CO-ORDINATORS. 7.4.1 The employer and teacher co-ordinator may agree at any time to the teacher co-ordinator replacing their ACE time allowance with equivalent teaching time within the school.
7.4.2 The following provisions shall apply where the employer either withdraws from ACE or otherwise alters its involvement, so that the ACE time allowance allocated to a permanent teacher co-ordinator is placed at risk.
7.4.3 Where the employer is seriously considering a course of action which places the teacher co- ordinator’s ACE role at risk a meeting shall be held, including the co-ordinator and/or their representative, with a view to reaching an agreed resolution prior to any final board decision. This shall be held at least two months prior to any decision in ACE provision at the school and within a timeframe that ensures that the return to teaching is a viable option.
7.4.4 Where the ACE co-ordination role is to be disestablished, the employee shall receive at least two month’s notice. As a first option the employer shall enable a return to full-time permanent teaching for the teaching co-ordinator by the use of attrition or other non- permanently allocated teaching hours wherever possible. A teaching co-ordinator may require additional professional development in moving to a full-time teaching role.
7.4.5 Where before or during the notice period the employer offers the co-ordinator equivalent teaching time to any co-ordination time lost, this shall constitute a reasonable offer of employment and the co-ordinator shall have no entitlement to surplus staffing provisions.
7.4.6 Where the employer is looking to combine allocated ACE funding with another employer resulting in the creation of a similar or larger position this would also be discussed with the co-ordinator. Attention is also drawn to 7.2 of this collective agreement (Employment Protection Provisions) which will be relevant in certain circumstances.
7.4.7 Where the employee receives an offer from the new employer this will need to be discussed with the current employer in relation to the teacher’s ongoing teaching responsibility. A co- ordinator who accepts such a position with the new employer shall not be entitled to surplus staffing provisions. Should the larger co-ordinator role accepted not involve teaching classes the employee shall be regarded as a Teaching Co-ordinator, but one who no longer teaches classes, as per the Part 2 definition.
7.4.8 If a suitable position in relation to 7.4.5-7.4.7 above is unable to be offered, the employer will support the co-ordinator finding a suitable alternative teaching position (which incorporates the co-ordination hours lost) outside the school and will then meet the actual and reasonable cost of attending interviews where prior approval is given.
7.4.9 A permanent teaching co-ordinator who is not able to secure the equivalent lost teaching time or ACE co-ordination role as described, shall have the options available under 3.9.3 and 3.9.4 of the Secondary Teachers’ Collective Agreement (or the equivalent clauses of the Area or Primary Teachers’ Collective Agreement where either is the appropriate collective agreement) and shall notify the employer prior to the disestablishment date. The clauses shall be read in conjunction with the following:
(a) Any entitlement shall only relate to the teaching hours or weekly teacher half days (WTHDs) lost as a teaching co-ordinator. Teaching time will remain permanent and unaffected;
(b) For the purposes of supernumerary employment the employee shall be a supernumerary employee only for the co-ordination time lost for a period of 30 school weeks from the date of disestablishment of the position. It is not envisaged supernumerary employment would occur at another school. At the end of the supernumerary period should the teacher not have returned to a full teaching role then they will continue as a permanent part-time teacher.
(c) Any agreed retraining option would be focused upon professional development and/or study to support a full return to teaching. Any course requirements shall not interfere with the employee’s ongoing permanent teaching role except by agreement of the employer.
(d) In relation to a severance payment this shall be payable from the date of disestablishment, except where otherwise agreed. Any calculation again shall reflect WTHDs lost as per clause 3.2.
1. In the STCA 3.9.4(3)(c) shall be followed in relation to determining service.
(e) The Long Service Payment provision is not applicable.and
Appears in 1 contract
Samples: Collective Agreement
SURPLUS STAFFING: TEACHING CO-ORDINATORS. 7.4.1 The employer and teacher co-ordinator may agree at any time to the teacher co-ordinator replacing their ACE time allowance with equivalent teaching time within the school.
7.4.2 The following provisions shall apply where the employer either withdraws from ACE or otherwise alters its involvement, so that the ACE time allowance allocated to a permanent teacher co-ordinator is placed at risk.
7.4.3 Where the employer is seriously considering a course of action which places the teacher co- co-ordinator’s ACE role at risk a meeting shall be held, including the co-ordinator and/or their representative, with a view to reaching an agreed resolution prior to any final board decision. This shall be held at least two months prior to any decision in ACE provision at the school and within a timeframe that ensures that the return to teaching is a viable option.
7.4.4 Where the ACE co-ordination role is to be disestablished, the employee shall receive at least two month’s months’ notice. As a first option the employer shall enable a return to full-time permanent teaching for the teaching co-ordinator by the use of attrition or other non- permanently allocated teaching hours wherever possible. A teaching co-ordinator may require additional professional development in moving to a full-time teaching role.
7.4.5 Where before or during the notice period the employer offers the co-ordinator equivalent teaching time to any co-ordination time lost, this shall constitute a reasonable offer of employment and the co-ordinator shall have no entitlement to surplus staffing provisions.
7.4.6 Where the employer is looking to combine allocated ACE funding with another employer resulting in the creation of a similar or larger position this would also be discussed with the co-ordinator. Attention is also drawn to 7.2 of this collective agreement (Employment Protection Provisions) which will be relevant in certain circumstances.
7.4.7 Where the employee receives an offer from the new employer this will need to be discussed with the current employer in relation to the teacher’s ongoing teaching responsibility. A co- co-ordinator who accepts such a position with the new employer shall not be entitled to surplus staffing provisions. Should the larger co-ordinator role accepted not involve teaching classes the employee shall be regarded as a Teaching Co-ordinator, but one who no longer teaches classes, as per the Part 2 definition.
7.4.8 If a suitable position in relation to 7.4.5-7.4.7 above is unable to be offered, the employer will support the co-ordinator finding a suitable alternative teaching position (which incorporates the co-ordination hours lost) outside the school and will then meet the actual and reasonable cost of attending interviews where prior approval is given.
7.4.9 A permanent teaching co-ordinator who is not able to secure the equivalent lost teaching time or ACE co-ordination role as described, shall have the options available under 3.9.3 and 3.9.4 of the Secondary Teachers’ Collective Agreement (or the equivalent clauses of the Area or Primary Teachers’ Collective Agreement where either is the appropriate collective agreement) and shall notify the employer prior to the disestablishment date. The clauses shall be read in conjunction with the following:
(a) Any entitlement shall only relate to the teaching hours or weekly teacher half days (WTHDs) lost as a teaching co-ordinator. Teaching time will remain permanent and unaffected;
(b) For the purposes of supernumerary employment the employee shall be a supernumerary employee only for the co-ordination time lost for a period of 30 school weeks from the date of disestablishment of the position. It is not envisaged supernumerary employment would occur at another school. At the end of the supernumerary period should the teacher not have returned to a full teaching role then they will continue as a permanent part-time teacher.
(c) Any agreed retraining option would be focused upon professional development and/or study to support a full return to teaching. Any course requirements shall not interfere with the employee’s ongoing permanent teaching role except by agreement of the employer.
(d) In relation to a severance payment this shall be payable from the date of disestablishment, except where otherwise agreed. Any calculation again shall reflect WTHDs lost as per clause 3.2.
1. In the STCA 3.9.4(3)(c) shall be followed in relation to determining service.
(e) The Long Service Payment provision is not applicable.
Appears in 1 contract
Samples: Collective Agreement
SURPLUS STAFFING: TEACHING CO-ORDINATORS. 7.4.1 The employer and teacher co-ordinator may agree at any time to the teacher co-ordinator replacing their ACE time allowance with equivalent teaching time within the school.
7.4.2 The following provisions shall apply where the employer either withdraws from ACE or otherwise alters its involvement, so that the ACE time allowance allocated to a permanent teacher co-ordinator is placed at risk.
7.4.3 Where the employer is seriously considering a course of action which places the teacher co- co-ordinator’s ACE role at risk a meeting shall be held, including the co-ordinator and/or their representative, with a view to reaching an agreed resolution prior to any final board decision. This shall be held at least two months prior to any decision in ACE provision at the school and within a timeframe that ensures that the return to teaching is a viable option.
7.4.4 Where the ACE co-ordination role is to be disestablished, the employee shall receive at least two month’s notice. As a first option the employer shall enable a return to full-time permanent teaching for the teaching co-ordinator by the use of attrition or other non- permanently allocated teaching hours wherever possible. A teaching co-ordinator may require additional professional development in moving to a full-time teaching role.
7.4.5 Where before or during the notice period the employer offers the co-ordinator equivalent teaching time to any co-ordination time lost, this shall constitute a reasonable offer of employment and the co-ordinator shall have no entitlement to surplus staffing provisions.
7.4.6 Where the employer is looking to combine allocated ACE funding with another employer resulting in the creation of a similar or larger position this would also be discussed with the co-ordinator. Attention is also drawn to 7.2 of this collective agreement (Employment Protection Provisions) which will be relevant in certain circumstances.
7.4.7 Where the employee receives an offer from the new employer this will need to be discussed with the current employer in relation to the teacher’s ongoing teaching responsibility. A co- co-ordinator who accepts such a position with the new employer shall not be entitled to surplus staffing provisions. Should the larger co-ordinator role accepted not involve teaching classes the employee shall be regarded as a Teaching Co-Co- ordinator, but one who no longer teaches classes, as per the Part 2 definition.
7.4.8 If a suitable position in relation to 7.4.5-7.4.7 above is unable to be offered, the employer will support the co-ordinator finding a suitable alternative teaching position (which incorporates the co-ordination hours lost) outside the school and will then meet the actual and reasonable cost of attending interviews where prior approval is given.
7.4.9 A permanent teaching co-ordinator who is not able to secure the equivalent lost teaching time or ACE co-ordination role as described, shall have the options available under 3.9.3 and 3.9.4 of the Secondary Teachers’ Collective Agreement (or the equivalent clauses of the Area or Primary Teachers’ Collective Agreement where either is the appropriate collective agreement) and shall notify the employer prior to the disestablishment date. The clauses shall be read in conjunction with the following:
(a) Any entitlement shall only relate to the teaching hours or weekly teacher half days (WTHDs) lost as a teaching co-ordinator. Teaching time will remain permanent and unaffected;
(b) For the purposes of supernumerary employment the employee shall be a supernumerary employee only for the co-ordination time lost for a period of 30 school weeks from the date of disestablishment of the position. It is not envisaged supernumerary employment would occur at another school. At the end of the supernumerary period should the teacher not have returned to a full teaching role then they will continue as a permanent part-time teacher.
(c) Any agreed retraining option would be focused upon professional development and/or study to support a full return to teaching. Any course requirements shall not interfere with the employee’s ongoing permanent teaching role except by agreement of the employer.
(d) In relation to a severance payment this shall be payable from the date of disestablishment, except where otherwise agreed. Any calculation again shall reflect WTHDs lost as per clause 3.2.
1. In the STCA 3.9.4(3)(c) shall be followed in relation to determining service.
(e) The Long Service Payment provision is not applicable.
Appears in 1 contract
Samples: Collective Agreement
