Common use of Surplus Staffing Clause in Contracts

Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the State Sector Act 1988 (as per clause 2.2). 9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's position is disestablished, the principal in consultation with the Board may elect either: (a) Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or (b) Retraining - Undertake a suitable course of retraining approved by the Ministry for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or (c) Severance - Terminate the employment by giving three months’ notice. In addition the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ordinary pay (basic taxable salary) where the principal has up to three years’ service; - Four months’ ordinary pay (basic taxable salary) where the principal has over three years’ and up to five years’ service; - Six months’ ordinary pay (basic taxable salary) where the principal has five years’ (and over) service. Provided that if the principal, following disestablishment of her/his position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment.

Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the State Sector Act 1988 1988(external link) (as per clause 2.2). 9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's position is disestablished, the principal in consultation with the Board may elect either: (a) : Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks week’s within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or (b) or Retraining - Undertake a suitable course of retraining approved by the Ministry for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or (c) or Severance - Terminate the employment by giving three months’ ' notice. In addition the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ' ordinary pay (basic taxable salary) where the principal has up to three years’ ' service; - Four months’ ' ordinary pay (basic taxable salary) where the principal has over three years’ ' and up to five years’ ' service; - Six months’ ' ordinary pay (basic taxable salary) where the principal has five years’ ' (and over) service. Provided that if the principal, following disestablishment of her/his position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment. Long Service Payment - Subject to clause 9.4 where the principal has 25 years' service or more she/he may elect to be paid a lump sum of six months' ordinary pay (basic taxable salary) plus one weeks' ordinary pay for each complete year of service. The maximum amount payable under this clause shall not exceed salary for one year.

Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the State Sector Section 604 of the Education and Training Act 1988 (as per clause 2.2)2020. 9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's position is disestablished, the principal in consultation with the Board may elect either: (a) Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or (b) Retraining - Undertake a suitable course of retraining approved by the Ministry | Te Tāhuhu o te Mātauranga for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or (c) Severance - Terminate the employment by giving three months’ notice. In addition the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ordinary pay (basic taxable salary) where the principal has up to three years’ service; - Four months’ ordinary pay (basic taxable salary) where the principal has over three years’ and up to five years’ service; - Six months’ ordinary pay (basic taxable salary) where the principal has five years’ (and over) service. Provided that if the principal, following disestablishment of her/his their position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment.

Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the State Sector Section 604 of the Education and Training Act 1988 (as per clause 2.2)2020. 9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's position is disestablished, the principal in consultation with the Board may elect either: (a) Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or (b) Retraining - Undertake a suitable course of retraining approved by the Ministry | Te Tāhuhu o te Mātauranga for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or (c) Severance - Terminate the employment by giving three months’ notice. In addition addition, the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ordinary pay (basic taxable salary) where the principal has up to three years’ service; - Four months’ ordinary pay (basic taxable salary) where the principal has over three years’ and up to five years’ service; - Six months’ ordinary pay (basic taxable salary) where the principal has five years’ (and over) service. Provided that if the principal, following disestablishment of her/his their position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment.

Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the State Sector Act 1988 (as per clause 2.2). 9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's ’s position is disestablished, the principal in consultation with the Board may elect either: (a) Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or (b) Retraining - Undertake a suitable course of retraining approved by the Ministry for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or (c) Severance - Terminate the employment by giving three months’ notice. In addition the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ordinary pay (basic taxable salary) where the principal has up to three years’ service; - Four months’ ordinary pay (basic taxable salary) where the principal has over three years’ and up to five years’ service; - Six months’ ordinary pay (basic taxable salary) where the principal has five years’ (and over) service. Provided that if the principal, following disestablishment of her/his position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment.

Surplus Staffing. 9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to the Section 604 of the Education and Training Act 2020 State Sector Act 1988 (as per clause 2.2). 9.1.2 Where the staffing requirements within the school have been reviewed by an employer (including as a consequence of amalgamation, merger, change of status, and/or closure), and a permanently appointed principal's position is disestablished, the principal in consultation with the Board may elect either: (a) Redeployment - The principal is redeployed, as a basic scale teacher with full salary protection, for 30 school weeks within the school or any other school requested by the principal with the approval of the original Board and of the Board of that other school. The redeployment process is outlined in clause 9.2; or (b) Retraining - Undertake a suitable course of retraining approved by the Ministry | Te Tāhuhu o te Mātauranga for 30 school weeks which enables or upgrades the principal as a teacher or a principal. The retraining process is outlined in clause 9.3; or (c) Severance - Terminate the employment by giving three months’ notice. In addition the Board shall pay the principal a lump sum payment equivalent to: - Three months’ ordinary pay (basic taxable salary) where the principal has up to three years’ service; - Four months’ ordinary pay (basic taxable salary) where the principal has over three years’ and up to five years’ service; - Six months’ ordinary pay (basic taxable salary) where the principal has five years’ (and over) service. Provided that if the principal, following disestablishment of her/his their position, commences permanent employment in a state or state-integrated school before the expiry of the period in respect of which the payment was made (i.e., three months, four months, or six months), the principal shall refund the portion of the severance payment which represents the difference between the period in respect of which the payment was made and the number of weeks without employment.