Return to Full-Time Position. The return to full-time position is at the option of the teachers from school year to school year providing the teachers would not have otherwise been terminated. Teacher Evaluation Teachers involved in a shared teaching arrangement shall be evaluated in accordance with the normal evaluation criteria plus evaluations as to how the teachers work as a team.
Return to Full-Time Position. Job-sharing employees are expected to return to full-time employment in the following school year after the job share assignment. Employees participating in job sharing may not request to return to full-time teaching during the school year in which the job share occurs. If job-sharing employees would like to extend their job share participation for an additional year, they must submit a written request to extend the job-sharing arrangement to the Superintendent by February 1. Any extension of a job-sharing arrangement may be approved or denied in the sole discretion of the Board and may not be grieved under the grievance and arbitration provisions of this Agreement.
Return to Full-Time Position. Teachers must present the superintendent with a letter requesting a full-time assignment no later than February 1 of the school year preceding the school year in which they wish to return full-time. Staff members participating in job sharing may request to return to full-time teaching only at the beginning of a school year. A return to full-time would be dependent upon a vacancy existing in a position for which the teacher is qualified. For example, if by February 1 of the current school year, a teacher advised the administrator of his/her intention to return to full-time for the coming year and there was no vacancy for which the teacher was qualified, the teacher would remain in the job share position and apply for full time the following school year. In the subsequent years, the teacher would be assigned to a full-time position on the same basis as other tenured teachers unless the teacher was subject to reduction in force or was dismissed for cause. Teachers participating in job sharing may be required to return to full-time status at the start of a school year at the discretion of the Administration and Board by written notice no later than June 1.
Return to Full-Time Position. 23.5.1 Full-time employees opting for reduction in time may, at their option, return to full- time employment the following year if a vacancy for which they are qualified exists. Such employees shall otherwise be offered the first vacant position for which they are qualified. The District and the employee may agree on a definite return date as part of the part-time and shared contract agreement.
Return to Full-Time Position. 1. Full-time unit members opting for reduction in time may, at their option, return to full- time employment the following year if a vacancy exists as set forth in Article VII, Section H. The District and the unit member may agree on a definite return date as part of the shared contract agreement.
Return to Full-Time Position. 1. Prior to the first year, each employee hired in a job share position shall request a part time leave of absence. Teachers electing to continue job sharing after the first year shall resign whatever percentage of their full-time position that is not necessary for their continued employment as a part-time employee in a job sharing position. Any such resignation shall not affect seniority. In the event either employee requests to return to full-time status after more than one year in a shared position, each request shall be granted providing a full-time position for which the employee is qualified for is available.
Return to Full-Time Position. 1. Job-sharing employees will be returned to full-time employment the following year.
Return to Full-Time Position. If the District determines the job share position is to be eliminated or returned to a full-time position, the employee initially holding the position shall be offered the full-time position. If both employees initially held a full-time position in that grade level or department, the position shall go to the more senior employee. If they have equal seniority, the tie will be broken by drawing of lots. The employee not returned to the full-time position shall be considered laid off, if unable to transfer, and the provisions in Article 4 – Layoff and Recall shall apply. If the employee(s) determine that they no longer wish to continue in a job share position, the employee initially holding the position prior to the job share shall be offered the full-time position. If both employees initially held a full-time position in that grade level, the position shall go to the more senior employee. If they have equal seniority, the tie will be broken by drawing of lots. If the employee entitled to the position does not want the position, it will then be offered to the other employee. The employee not receiving the position shall be considered of layoff status if unable to transfer to another position. If both employees agree, they may continue in the job share position, with administrator approval, until one is able to transfer to another position. This language does not guarantee job share employees any additional rights under Article 4 - Layoff and Recall provisions and the Article 10 - Assignments, Transfers, Selective Employment Courses, Job Sharing provision.
Return to Full-Time Position. The return to full time position at the option of the Permanent Contract teachers providing the teachers would not have otherwise been terminated. Salary Salary shall be calculated on a pro-rated basis.
Return to Full-Time Position. (1) Full-time teachers opting for reduction in time may, at their option, return to full-time employment the following year. The District and the teacher may agree on a definite return date as part of the shared teaching position contract. (2) Teachers intending to return to full-time status must notify the District of their intent to do so by March 15 of that year. (3) Teachers returning to full-time status will be entitled to the same rights as any other unit member on a paid leave status.
