Common use of Surplus Staffing Clause in Contracts

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. 7.2.1 The following clauses will apply to all teachers except for fixed term (including relievers and temporary) teachers. (a) 7.2.2 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. 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’ months notice in writing. (e) Affected teachers will have the following options: (i) Redeployment to another position in Te Kura (as in 7.2.3 below); or (ii) If no suitable positions are available, redundancy compensation (as in 7.2.5 below). (f) 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.