On 7/05/13, lca wrote:
> On 7/04/13, Jasmin wrote:
>> Hello, just curious, I have an "open vacancy" for a music
>> teacher position. We were going to hire someone to teach
>> only 3 classes per week. The applicant I want to hire is of
>> course a licensed music teacher and has a lot of
>> experience. Should I be concerned that after 30 days of
>> teaching she might file a salary grievance against me? If
>> it is only 3 classes per week should I be concerned?
> I agree with the previous poster... it should not be a problem
> if the specifics of this position (number of classes, salary,
> working conditions, etc) are spelled out in the contract,
> which they should be.
> You should be very upfront about this. In other words it is
> not just in the fine print, it's right out there in bold, and
> discussed.... when we have an opening like this, the position
> is clearly advertised as such, so that applicants are aware of
> the situation even before the interview.
> Where I am, if this had been unclear in the job posting (i.e.
> it looked like a full-time position and was not), we would
> probably have to re-post the position with clearer details and
> then re-interview. There are several issues involved. The
> obvious one is the one you seem to be alluding to, that a
> person who is not aware of the specifics upon hire is likely
> to be dissatisfied (rightly) with it later and (rightfully)
> file a grievance. It's also possible there are applicants who
> would be interested in three classes per week, who would NOT
> have applied for a full-time position, too. So you need to
> make this very clear from the beginning so that you attract
> the relevant candidates, hire the best candidate who accepts
> the conditions spelled out, and go from there.
> One further comment... if your local union contract
> specifically states that you can't have a position like you've
> described (that her salary or teaching load can't be that low,
> or whatever), that's another issue. Even if your candidate is
> happy with the situation, you still can't violate the
> contract. There are also issues such as benefits, etc, which
> may apply to such a position differently from a full-time one.
> If you are an administrator in a district that has a central
> office with an HR person, I would definitely recommend that
> you also discuss this situation with the HR person. You don't
> want any of this to be a surprise later, either to the
> candidate herself, to you, or to your central office.
Here in NY if teacher has a license in the subject covering they
can file it. If they are teaching 3 or more classes per week and
licensed in that subject you can bet they will file a salary
grievance with the UFT. It has happened at my school before.
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