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B. Job Actions

1. Job Actions by Teachers

The Newfoundland Teacher (Collective Bargaining) Act, 1973, outlines under Section 31 conditions precedent to certain actions, namely, with reference to the Association, the sequence of events which must transpire before a job action can be implemented. (For a detailed statement of procedure and policy to be followed in the event that a job action is imminent and during the duration of a job action, see the Job Action Policy Handbook.)

2. Job Actions by Other Employee Groups

a) Members Acting on Behalf of their Employer

When a member acts on behalf of the member’s employer (school board) the following will apply to job actions by other employee groups:

i) the union or appropriate party should be notified of the teachers’ contractual obligations.

ii) the union or appropriate party should be notified that the teachers will in no way undertake the normal duties carried out by the members of the striking union.

iii) all members will follow the directives of the Association and will in no way undertake the normal duties carried out by the members of the striking union. [June/11/04] [JC Nov/04] [2005 BGM]

A teacher’s first responsibility is to honour the obligations of the contract. However, in the event that the well-being of the teacher, the teacher’s family or property is threatened, prudence should be the rule. In that case the employer should be informed that the teachers are ready to honour their contractual commitments when it is safe to do so. Furthermore, teachers should attempt to maintain a position of neutrality in any such dispute.

The above will also apply when there are demonstrations using the school as a focal point.

b) Members and Staff Acting on Behalf of the Association

When a member or staff acts on behalf of the Association, the following will apply to job actions by other employee groups:

i) The Newfoundland and Labrador Teachers’ Association respects the right of employees to mutually determine with their employers’ benefits and working conditions.

ii) The Association and individuals working on behalf of the Association will respect a legally constituted picket line.

iii)   The Association and individuals working on behalf of the Association will respect the efforts of employees seeking collective bargaining rights.

iv) The Association and individuals working on behalf of the Association will not knowingly cooperate with groups or individuals actively undermining the efforts of employee groups toward improved benefits and working conditions. [Jan/9/87]