Member Roles
The role of the lead negotiator of the board will be ensuring that the labor laws are complied with as accorded in the regulations of the Province of Alberta. Moreover, the lead negotiator is expected to reach an agreement with the members prior to the stipulated time of the meeting; so as to bring cohesion of the ideas of the members and avoid chaos and confusion since the present condition has been beyond the optimum. The lead negotiator shall therefore interpret the laws and on the other hand by considering the economic constrains that coexists in the community.
Another role of the lead negotiator shall be to explain the exceptional circumstances that are part and parcel of the institutional charter, the following values and ideologies shall be the guiding principles as accorded in the labor laws; with reference to the decrees of the Province of Alberta:
The research analyst is also expected to do enquiry. The findings should be helpful in understanding of the terms of the contract; so as to assist in making decisions that would favor both parties and achieve a mutual understanding since the situation has been at stalemate. The analyst should look at the matter keenly by considering the present economic conditions of the general public and the board’s economic status and expectations.
As the agreement will be sealed and failure is not an option with respect to time management, a secretary is essential in the process. The secretary will be expected to record every detail of the meeting since it is a sensitive contract. The secretary can as well be given a recorder that will help in recording; for precision purposes because no loop hole should be left in an agreement signing.
For the board to help the situation which is already worsening while considering the kind of pressure from the community, the board has to come up with simulation dates so to calm the temperatures that are already high. This resolution can greatly assist just as it had succeeded in the past so that the board can have a humble time for planning. This is to assist in upholding the budget of the school at a level that is unswerving with the preceding year; which can be a cause of a budget deficit because of a) decreased enrolments, b) fixed income from local taxes and from provincial grants, and c) increased operating costs. Therefore, the bargaining simulation dates can be between November 2018 and April 2019, as the board believes that budget allocation will be done by that time. This can be helpful in saving the situation at hand.
The Board shall therefore reach a vote date with the Union of Teachers from April 1, 2019 to August 31, 2022. This is because the anticipated time will be the convenient one for smooth running of activities in schools by taking the advantage of the budget in place.
As accorded in the labor laws of Alberta Province, the contract shall therefore, except otherwise specified, be effective from April 1, 2019, and shall run until August 31, 2022, not unless in the occasion therein that negotiations are needed in the association for revision or renewal thereof or for an original assignment of contract has been established on a state that and has not been determined by August 31, 2022, this treaty shall continue until;
(a) there is a fresh agreement that is arrived at, or
(b) the Association dismisses the pact by instigation of strike, or
(c) the Panel dismisses the contract by the inauguration of a lockout.
The board therefore, declares that there will be no acceptance of new demands or claims from the teachers with regards to the previous agreement. Moreover, in the occasion that any part of the agreement is invalid or otherwise unenforceable, that situation should not touch the validity or otherwise enforceability of any other requirements of this contract. This is as stated in the labor regulations of Alberta Province.
Own Group Assessment
Since the Board is the employer, it has the advantage of eliminating the chances of strike to happen by coming up with the idea of simulating a date as it takes time to keenly check on the claims of the teachers. The Board can also take the advantage of issuing threat of deduction of the teachers’ allowances in case they don’t honor the agreement. This helps in avoiding a catastrophe of the Board being taken down by the community.
The Board finds it difficult to resist the teachers’ claims but with only option of giving in to the demands since the community on the other hand is exerting much force on the Board, with threats of dissolution. This is the weakest point of the Board in as much as it may try to be rigid for changes.
It is not easy for the Board operate successfully because it depends on the government funding which sometimes delay to the contrary to the planned annual budget of the Board. Another problem is that it experiences a series of strikes of teachers. Nevertheless, the Board is always at risk of renewal of contract before the settled time ends. This scenario has been a serious issue since it requires amendment of the budget; which is expensive it increases cost of management.
In spite of the fact that the Board is the employer, it has low bargaining power with consideration of the current situation. It is experiencing pressure from both the community and the Union; therefore, only to look for a way of calming the condition by deciding on a simulation time in order to save the situation. On the other hand, even if the teachers are the employees, they have higher bargaining power compared to the Board. This is as a result of the pressure that the community is placing on the Board. The Union can take the advantage of the situation so as to achieve their demands.
In case of disagreement in the Association, the Board will have to consider the following in order to save the situation:
a) days under contract in a position which requires a teaching certificate as a condition of employment, excluding leaves of absence without salary and vacation periods;-the Board will strictly adhere to this clause, with inclusion of the consideration of the teacher’s cord of conduct;which should be good so as to retain the state of employment. The teacher’s behavior should be good and be beyond any reasonable doubt.
b) days employed as a long-term Substitute Teacher; -must have also volunteeredas to serve the community.
c) days employed as a day-to-day Substitute Teacher within the preceding 5 years;
d) days taught for the Alberta Distance Learning Centre;
e) days taught in a post-secondary institution.
This is as established by Teacher Salary Qualifications Board established by Memorandum of Agreement among Alberta Education, Newtown Teachers’ Association and the Alberta School Trustees’ Association.
The Board has the strength to bargain on the condition that a teacher’s moral behavior must be good and be beyond any reasonable doubt and a teaching certificate as a condition of employment; which must have been attained from the Alberta Education Board, excluding leaves of absence without salary and vacation periods.
When the Board tries to hold on this article, most teachers will be at risk of losing their jobs since there has been cases of misconduct that which are against the labor laws of the Province of Alberta; for instance, cases of discrimination and so on. Similarly, the list of teachers owning the said certificate is short, therefore, most of them will be ruled out; hence they will be willing to comply to the rules of engagement. Consequently, the Board will have the ease of management of the situation.
The above-mentioned article will be targeting the senior positions, for instance the principals; who happens to be some of the Union leaders with cases of discrimination and other unacceptable vices in the labor laws. In case, they will be helpless but only to retreat in their move since they be unwilling to lose their positions. The more the Board will persist on this article, the weaker the Union, hence ease of action that favors the Board.
For instance, a ruling was made in May 22, 2018, which favored the employer. “The court ruled that employers are free to force workers who have been victims of unfair labor practices into private arbitration to address their claims — even in cases where workers sought to bring a collective legal action. The decision came in a case about failure to pay overtime, but its implications are far broader and extend to many of the claims of harassment and discrimination that have surfaced.” This is as written by Galen Sherwin, ACLU Women’s Rights Project.
https://www.aclu.org/blog/womens-rights/womens-rights-workplace/supreme-court-favors-forced-arbitration-expense-workers
The selected article has great impact on the bargaining requirement since it is highly connected to the law which binds the employment agreement.
Since teaching is one of the professions that needs determination and interest because it is a difficult job, a teacher must have some of the qualities that can assist in entering in the education field. In this part, for one to become a teacher, the person must have identified with the subject of interest in order to teacher it. Moreover, an individual must have had interest in teaching.
Teacher evaluation and assessment plays an important role in the education system. For instance, it is essential in development and growth of a teacher. In addition, plays an important role in keeping the teachers on toss hence promoting hard work amongst the teachers; this helps in raising the standards of education.
Some of the guiding principles for teacher evaluation and assessment are: transparency in collaboration and safety is essential; authenticated appraisal measures are vibrant and so on.
Assessment and evaluation of teachers can be carried out after a given period of time in order to raise and maintain the standards of education. Some of the procedure that can be followed are: supporting the new skills and knowledge of teachers; conducting a formative evaluation practices of teaching; Providing discrete and the whole school with proficient education grounded on determinative evaluation results; Conducting cumulative assessment every teacher which should be carried out at moderately recurrent intervals for new teachers and less often to non-probationary ongoing signed teachers; Implement evaluation results; Conducting a complete external and internal inspection of the teacher development and evaluation process. The stakeholders and school should carry out the inspection in corporation with teachers.
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