Common use of School Representatives Clause in Contracts

School Representatives. 3.1 A school representative is a member of a teacher trade union elected by members of that union within a school’s staff as a lay official to carry out trade union duties such as the following:- a) informing union members within a school about negotiations or consultation with management; b) informing union members in the school about policy developments, negotiations or consultations with management/employer/government at a school, local or national level, including Working Time Agreements and Absence Cover Agreements; c) meetings with other representatives/lay officials or full-time union officers to discuss members’ business of an employment nature and other matters; d) attending interviews with trade union members at school level on matters related to employment such as maximising attendance, grievance and disciplinary matters; e) contact with new employees or new union members with regard to the role of the trade union at school and local level; f) arranging for the balloting of school union members including the dissemination of related information to members prior to balloting; g) representation of members at formal and informal meetings with school management; and, h) meetings with Head Teachers/Senior Management team of the school. 3.2 To assist in the preparation and carrying out of these duties, not all of which need necessarily be carried out during the school day for pupils, the following standing weekly reduction in maximum class contact time, to be spent within the school itself, should be made. Time off should be in meaningful blocks of no less than 50 minutes. Before the start of the session, the elected representative should inform the head teacher that he/she is the school representative so that the appropriate additional time can be timetabled. 10 - 50 50 minutes 51 and over 100 minutes 3.3 The above allocation of time-off within the school day for TU representatives is additional to that amount of non-class contact time per week to which all teachers are entitled in terms of their conditions of service. 3.4 The granting of time-off in any given instance remains subject to the exigencies of the service but would not normally be refused. While it is a management decision, appeal may be made (see para 10 below). 3.5 Before the start of each session, head teachers should agree and timetable dates of regular consultation meetings with trade union representatives. These should be organised wherever possible to coincide with facility time. 3.6 While the time allocated above is within the pupil school day, meetings of union members should be held out with class contact time except in exceptional circumstances with the agreement of the headteacher and Education Senior Manager (Developing People). Up to three meetings of union members each lasting not more than one hour, will be allowed each session, one per term. The timing of these meetings will be agreed in advance at school level and included in the collegiate calendar. All other meetings of union members which take place in school at an agreed time and place which should be intimated to the headteacher. 3.7 It is the responsibility of the individual trade union representative to make application for time off for other individual duties and activities which may involve them being absent from school during the school day. In the first instance this should be submitted to the head teacher giving as much notice as practically possible. The granting of such additional time off remains subject to the exigencies of the service. Any time off will be deducted from the allowance at 3.2.

School Representatives. 3.1 The Principal shall provide to the committee a state- ment of the number of Teachers allocated to the school. The committee shall also be provided with the total enrolment in each course as per option sheets and other assignment needs. The function of the committee shall be to advise the Principal with respect to assigning staff within the school to deal with such matters as: school priorities; the development of the tentative staffing model for the following school year; teacher instructional workload distributions and instructional assignments, which include coopera- tive education assignments; the school supervision arrangements. and Principals, with the advice of the shall staff their schools using as a guideline for staff assignment Pupil Teacher Contacts of full credit students (or equivalent) or less per year for each full-time secondary Teacher. Notwithstanding, the guideline of it is that there are situa- tions where that number may be exceeded. Board procedure with regard to Integration of Identified Exceptional Children as stated in and as administered by the Board during the school year will be in effect during the duration of this agreement. The health and safety of its Teachers and Students is a matter of paramount importance to the Board. In recognition of that fact, the Board shall take all reasonable precautions to protect the health and safety of its Teachers and Students. A Teacher shall have access during normal business hours to the Teacher’s personnel file at the Catholic Education Centre upon prior written request to the Superintendent of Human Resources and in the presence of a Supervisory Officer or other person(s) designated by the Director of Education. If a Teacher requests photocopies of documents in the Teacher’s file, the Board will provide such copies within three school representative is days. A Teacher shall have the right to object in writing to the accuracy or completeness of any document in the file, and such objection shall be filed with the disputed doc- ument. Alternatively, if a Teacher disputes the accura- cy of any such document, the Teacher may appeal the matter to a member of Senior Staff designated by the Director of Education. Such Senior Staff member shall, where possible, within fifteen days from receipt of a teacher trade union elected written request by members of that union within a school’s staff as a lay official to carry out trade union duties such as the following:- a) informing union members within a school about negotiations Teacher stating the alleged inaccuracy, either confirm, amend, or consultation with management; b) informing union members remove the infor- mation contained in the school about document. The Board the importance of pro- viding a workplace free from sexual harassment, and will accordingly establish a sexual harassment policy developments, negotiations or consultations (see Appendix which shall apply to all Teachers covered by this Agreement. It is understood and agreed that any complaints of sexual harassment shall 3 be dealt with management/employer/government at a school, local or national level, including Working Time Agreements in accordance with the policy and Absence Cover Agreements; c) meetings with other representatives/lay officials or full-time union officers to discuss members’ business of an employment nature and other matters; d) attending interviews with trade union members at school level on matters related to employment such as maximising attendance, grievance and disciplinary matters; e) contact with new employees or new union members with regard to the role of the trade union at school and local level; f) arranging for the balloting of school union members including the dissemination of related information to members prior to balloting; g) representation of members at formal and informal meetings with school management; and, h) meetings with Head Teachers/Senior Management team of the school. 3.2 To assist in the preparation and carrying out of these duties, shall not all of which need necessarily be carried out during the school day for pupils, the following standing weekly reduction in maximum class contact time, to be spent within the school itself, should be made. Time off should be in meaningful blocks of no less than 50 minutes. Before the start of the session, the elected representative should inform the head teacher that he/she is the school representative so that the appropriate additional time can be timetabled. 10 - 50 50 minutes 51 and over 100 minutes 3.3 The above allocation of time-off within the school day for TU representatives is additional to that amount of non-class contact time per week to which all teachers are entitled in terms of their conditions of service. 3.4 The granting of time-off in any given instance remains subject to the exigencies grievance and arbitration proce- dures under this Agreement. The Board the importance of the service but would not normally be refused. While it is pro- viding a management decision, appeal may be made workplace free from assault and has accord- ingly established an assault procedure (see para 10 below). 3.5 Before the start Appendix which shall apply to all Teachers covered by this Agreement. Assaults, or alleged assaults, of each session, head teachers should agree and timetable dates of regular consultation meetings Teachers are to be dealt with trade union representatives. These should be organised wherever possible to coincide with facility time. 3.6 While the time allocated above is within the pupil school day, meetings of union members should be held out with class contact time except in exceptional circumstances accordance with the agreement of the headteacher and Education Senior Manager (Developing People). Up to three meetings of union members each lasting procedure, but such procedure shall not more than one hour, will be allowed each session, one per term. The timing of these meetings will be agreed in advance at school level and included in the collegiate calendar. All other meetings of union members which take place in school at an agreed time and place which should be intimated to the headteacher. 3.7 It is the responsibility of the individual trade union representative to make application for time off for other individual duties and activities which may involve them being absent from school during the school day. In the first instance this should be submitted to the head teacher giving as much notice as practically possible. The granting of such additional time off remains subject to the exigencies griev- ance and arbitration procedures under this Agreement. The Unit and the Board the value of a safe school environment and accordingly a “Code of Student Behaviour and Discipline” (see Letter of Understanding has been established, which shall apply to all Teachers covered by this agreement, (in effect on February It is understood that dents involving violations of the serviceCode of Student Behaviour and shall be dealt with in accor- dance with said “Code”. Any time off will be deducted It is further understood that the Unit shall, before accessing the Grievance Procedure, contact the school principal or designate in an effort to resolve concerns arising from the allowance application and/or interpretation of the Code of Student Behaviour and It is also understood that any grievances arising shall be first engaged at 3.2Step 1 of the Grievance Procedure as outlined in Article 9 of the collective agreement.