Individual Employment Agreement Secondary Teachers

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This agreement will be available as a collective agreement for new employees who are not those whose positions are excluded under the following clause, in accordance with the Employment Relations Act 2000. Limited duration Workers shall be informed in writing of the work to be carried out, the actual reason for the temporary work and the duration of the period of employment. When a worker is discharged on parental leave, the temporary worker is informed and the duration of the employment depends on the notification of the date of the worker`s return, since the worker may return prematurely from parental leave. iv The proposed confirmation shall be notified to all relevant staff to enable them to assess whether they meet the criteria. For employees who meet the criteria and do not wish to be re-elected, only the options available are that they are considered terminated or that their employment relationship is terminated as a result of a dismissal without compensation and that clause 3.4 of the dismissal does not apply. (i) Any teacher (including a teacher with a job-sharing position) whose position as a secondary school teacher or technology teacher, which falls within the scope of clauses 1.4(a) or (c), is dissolved, in accordance with clause 3.9, by voluntary choice or otherwise, shall have, where appropriate, the options available, as provided for in clause 3.9. (i) All part-time teachers are confirmed in writing their working time at the appointment agreement. (ii) Agreed changes in the duration of permanent work shall be confirmed in writing. (iii) Non-permanent periods of work valid for a period of four weeks or more shall be confirmed in writing. 7.8.5 For workers who are already entitled to long-term leave under previous collective agreements (cf. ยง 13 Grandparent conditions), this provision will not diminish this right and this provision will not have the effect of doubling rights (e.g. B periods of service cannot be charged twice for long-term leave under different provisions). 3.4.5 Below you will find examples of issues that may warrant disciplinary action.

This is not an exhaustive list and does not mean that each of these issues is always treated as a disciplinary issue. . . .

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