Surplus Staffing: Teaching Coordinators. 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
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 ...
Surplus Staffing: Teaching Coordinators.
7.4.1 The employer and teaching coordinator may agree at any time to the teaching coordinator 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 teaching coordinator is placed at risk.
7.4.3 Where the employer is seriously considering a course of action which places the teaching coordinator’s ACE/OOHMA role at risk a meeting shall be held, including the coordinator 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/OOHMA 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/OOHMA coordination 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 coordinator by the use of attrition or other non-permanently allocated teaching hours wherever possible. A teaching coordinator 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 coordinator equivalent teaching time to any coordination time lost, this shall constitute a reasonable offer of employment and the coordinator shall have no entitlement to surplus staffing provisions.
7.4.6 Where the employer is looking to combine allocated ACE/OOHMA funding with another employer resulting in the creation of a similar or larger position this would also be discussed with the coordinator. Attention is also drawn to
