Haddington Road Agreement 2013 - 2016 and Financial ... - TUI

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HADDINGTON ROAD AGREEMENT 2013 - 201618(2) COLLECTIVE AGREEMENT FORACADEMIC STAFF ININSTITUTES OF TECHNOLOGYHIGHER REMUNERATION ANDINCREMENTSThe revised arrangements shall apply.FIXED –TERM/ PART-TIME EMPLOYMENTIN LECTURINGAn Expert Group will be established to considerand report on the level of fixed-term and part-timeemployment in lecturing, having regard to theimportance for lecturers of employment stabilityand security and taking account of system andInstitute needs.This group will as a first task report on reducingthe qualification period for the granting of a CIDfrom 4 years to 3 years to take effect for the2014/15 academic year. Arrangements will bemade in relation to those entering their fourth yearin September 2013 with a view to the earlyapplication to them of this provision.HOURLY PAID ASSISTANT/ ASSOCIATELECTURERSThe Parties will put in place a process for thephased conversion of Hourly PaidAssistant/Associate Lecturers to pro-rata AssistantLecturers. This process will in the first instanceestablish and agree those posts which areappropriate to be converted and thereafter, suchposts will be converted over a period of 3 yearscommencing in or before the academic year2014/15. A person converted will be assimilated tothe Assistant Lecturer payscale on the point nearestto and not below his/her current rate from the dateof conversion.In the context of the above process the provisionsof Circular 93/2007 will apply to Hourly PaidAssistant/ Associate Lecturers.ACADEMIC STAFF – ADDITIONAL HOURSAcademic staff will work an additional 78 hoursper annum. This will be applied towards eveningweighting (which will be reduced from 1.5 to 1.25)and church holidays.EXAM PAYMENTS - ALL ACADEMIC STAFFEffective from 1st July 2013, the examinationmarking fee will be reduced to 75% of currentrates.NEW ENTRANT SALARY SCALESIn order to address the imbalance between thosewho entered the Public Service since 2011 andthose who entered before that date, revisedincremental salary scales shall be prepared forsame grade entrants to each public service sector asnecessary to incorporate the revision of salaryscales introduced by Government Decision inJanuary 2011.(3) COLLECTIVE AGREEMENT FORACADEMIC STAFF INUNIVERSITIES AND OTHERTHIRD LEVEL COLLEGESHIGHER REMUNERATION ANDINCREMENTSThe revised arrangements shall apply.FIXED –TERM/ PART-TIME EMPLOYMENTIN LECTURINGAn Expert Group will be established to considerand report on the level of fixed-term and part-timeemployment in lecturing, having regard to theimportance for lecturers of employment stabilityand security and taking account of system andinstitution needs.This group will as a first task report on reducingthe qualification period for the granting of a CIDfrom 4 years to 3 years to take effect for the2014/15 academic year. Arrangements will bemade in relation to those entering their fourth yearin September 2013 with a view to the earlyapplication to them of this provision.ACADEMIC STAFF – ADDITIONAL HOURSAcademic staff will work an additional 78 hoursper annum. This additional time will be deployedthrough Workload Allocation Models to maximisesavings and productivity.EXAM PAYMENTS - ALL ACADEMIC STAFFEffective from 1st July 2013, the examinationmarking fee will be reduced to 75% of currentrates.NEW ENTRANT SALARY SCALESIn order to address the imbalance between thosewho entered the Public Service since 2011 andthose who entered before that date, revisedincremental salary scales shall be prepared forsame grade entrants to each public service sector asnecessary to incorporate the revision of salaryscales introduced by Government Decision inJanuary 2011.FLEXIBILITY (LIBRARY/ADMINISTRATIVE STAFF)The agreement in relation to flexible workingarrangements will apply to those Librarians andAdministrative Staff who currently have access tothese arrangements.ADULT EDUCATION TUTORSIssues in relation to contracts for Adult EducationTutors have been raised. On the commencement ofthis Agreement, the parties will meet under theauspices of the LRC with the objective ofexamining these issues.
HADDINGTON ROAD AGREEMENT 2013 - 2016SPECIAL NEEDS ASSISTANTSHOURSUnder the terms of the Public Service Agreement2010-2014, discussions took place that led toagreement on changed attendance arrangements forSpecial Needs Assistants (SNAs) that give schoolsthe option of an additional two hours working timeper week from each Special Needs Assistant.Under the terms of this Agreement on increasedworking hours in the Public Service, the availablerequirements in schools for additional hours forSNAs is quite limited. Given issues such as theduration of the school day and operation hours, andthe specific availability of individual SNAs thedetails of the utilisation of any additionalrequirements should be the subject of furtherdiscussions.These new attendance arrangements, allied to theprovisions outlined in the above paragraph shouldbe the subject of a review by the LRC in advanceof the 2013/2014 school year, involving theDepartment of Education and Skills andIMPACT/SIPTU, in order to assess if theadditional hours are being utilised in the mosteffective and appropriate manner and in order toachieve agreement on any changes deemednecessary in terms of the arrangement agreed forteachers.This will constitute the liability on Special NeedsAssistants in respect of working hours for thepurposes of this extension to the Public ServiceAgreement.Labour Court Recommendation 20308SUPPLEMENTARY ASSIGNMENTARRANGEMENTS FOR SNAs• Having regard to the terms of Labour CourtRecommendation 20308, the followingterms shall apply to current SNAs who arenotified that they are to be made redundant.• The purpose of this scheme is to absorbsurplus SNAs by means of reassignmentwithin the School/VEC in the first instance,then to facilitate surplus SNAs in fillingsimilar alternative posts that may becomeavailable in other schools/VECs.• An SNA who is notified that they are to bemade redundant shall be placed on asupplementary assignment panel. Likewisean SNA who remains on the panel for a fullschool year without being placed inemployment should have the option ofclaiming a redundancy payment in line withthe present arrangement.• SNAs on the supplementary assignmentpanel will not be remunerated after the dateon which they become surplus.• Where a vacancy arises or where a newpost is created it will first be offered tothose on the panel in order of seniority,subject to suitability.• The appropriate redeployment distance inthe Education sector will apply toreassignments made under thesearrangements. The Parties shall engage onthe application of these arrangements.• SNAs assigned under these arrangementswill carry forward their prior service, andthis service will be reckonable in their newemployment for seniority-based selectionfor surplus declaration and for the purposesof calculating redundancy payments.• A Supplementary Assignment Managerwill be appointed to overseeimplementation of the arrangements.• Any permanent vacancies must be notifiedby the schools to the SupplementaryAssignment Manager before they can befilled.• As an alternative to being reassigned underthese arrangements, an SNA who isdisplaced or who is unable to accept theoffer of an alternative placement may opt tobe made redundant in line with prevailingredundancy arrangements.• In the context of these arrangements beingput in place, the redundancy scheme forSNAs set out in CL 58/2006 shall apply.19
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