1. Employees elected or appointed to full-time positions within the Federation or of a body with which it is affiliated shall be granted leave upon appropriate request in order to accept such positions. Leave of absence from the Federation may be requested only in writing by the President of the Federation. Employees who benefit from such leave retain all insurance and other benefits and continue to acquire seniority activities as if they were on regular duty. Each year, the President of the Federation informs the school district of the salary to be paid to each employee who is on leave approved with the Federation. The school district adjusts each employee`s salary accordingly. Upon their return to service, they are placed in the order they left behind with all the accumulated benefits and supplements they would have earned if they had been on regular duty.2. Employees who are on leave may pay their regular and school district contributions to all plans that require such contributions.3. The dismissal of an employee for the affairs of the federation at any time during the first month of the school year must be agreed before the beginning of that school year. An exemption not agreed on time is not permissible if it would have an adverse effect on a teaching activity.4. If members of the collective bargaining unit are appointed by mutual agreement between the parties to participate in conferences or meetings or negotiations in accordance with the collective agreement during working hours, they will not suffer any loss of wages.5.

(c) The proposed derogation contains an implementation timetable that can be implemented after the start of the school year. The research contract is organized by chapters called articles, which have titles that help you find the information you need. Articles have sections and subsections, and at the end of the contract is a long index to find some information. The contract also contains auxiliary letters that supplement or explain additional agreements between pfT and the district, annexes and salary plans. 2. The school district shall notify those who have asserted such a « right of return », provided that such persons may be assigned to one (1) or more schools to maintain such employee on a full-time basis. An employee who has been forcibly transferred may apply for a right to return to his or her former employment within one (1) year of the effective date of his or her new assignment. The right of return must be resubmitted each year to remain valid.

(f) Support agencies for primary schools. (1) A teacher in a reception position at the primary school who wishes to return to a class assignment and who is therefore qualified shall inform the principal in writing no later than March 15 for the following semester. If there is a vacancy and subject to the approval of the principal and teacher, the reorganization for the next semester will include that teacher as a class teacher. (2) If there is no vacancy, the principal may assign one of three (3) teachers to the lowest upper level in the department. (g) Teachers appointed to early childhood programs may apply for transfer to vacant positions in the public school program, subject to transfer regulations and certification requirements. The same goes for public school teachers who wish to move to one of the early childhood programs. (h) Transfers between primary, secondary and secondary schools are permitted. . . . . .

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