7.1 Teacher - Employer Relations

In this section: - Teacher - Employer rules - How to join the SLTU - How to deal with a greivance Note: Processes are currently under development

Rules: Teacher-Employer relations - link

Conditions of work

Grievance and Appeal

TSC Department of Teacher-Employer Relations is developing systems and processes for complaints and grievances. Comprehensive guidelines will be published soon. Please refer to the Grievance/Dispute Settlement Mechanism (TSC, 2020).

Process: How to join the Sierra Leone Teachers’ Union

 

Process: The procedure for grievance and appeal

 

The Grievance/Dispute Settlement Mechanism is under development. Until then, it is recommended grievances/disputes are received, registered and processed in the following ways:

Further reading: Introduction to teacher - employer relations

 

Employee - employer relations is concerned with the relationship between employees and their employers. It covers the rights and responsibilities of employers and employees, including:

In Sierra Leone’s teaching service, teachers, school leaders, and school administrators are all employees while MBSSE, TSC, district authorities, and school proprietors are employers, with the Government as the overarching employer. Universities and TTCs operate separately using a different system.

Employer-employee relations within the teaching service adhere to Sierra Leone’s current labour laws and other relevant legislation.

School leaders, SMC’s and BoG’s carry out some of the duties of employers as part of their regular HR responsibilities.

Teachers are represented by Sierra Leone Teachers’ Union (SLTU) while the Trade Group Negotiation Council (TGNC) serves as a forum for negotiations between employers and employees in the teaching service. School leaders are represented by the National Council of Head Teachers (NACOHT) and Conference of Principals of Secondary Schools (CPSS).

Traditionally, employees and their representatives negotiate for the best possible conditions in terms of salary, working hours, leave, etc. while the employer has an interest in cutting costs and maximising work efficiency.

In modern HR this conflict of interest is considered old-fashioned. Best practice now is to focus on common interests, i.e. a business thrives when its employees thrive and vice versa. If employees are motivated and committed, they will achieve more and the organisation will benefit, which again encourages the organisation to look after its employees, creating a positive circle of common interests and healthy cooperation.

This also applies to the teaching service where teachers and their employers share a common interest in the successful achievements of school children.

Terms and conditions associated with employer relations in the teaching service are wide ranging including wages, working hours, leave, benefits, pension, grievances, legal rights, etc. It could even incorporate matters such as smoking on school grounds and use of internet in the workplace.    

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