Collective Agreement Between DSB1 AND EFTO
Article 1 - Purpose
- 1.01 It is the purpose and intent of the Parties to set forth the terms and conditions of employment and other related provisions provided for in this Collective Agreement.
- 1.02 Except for error, omission, or inadvertence, it is the intent of the Parties and the purpose of the Collective Agreement to set forth the terms and conditions of employment, together with the salaries, allowances, and related benefits and to provide for the equitable settlement of all matters in dispute between the Parties. It is the further purpose of the Parties to set forth all matters mutually agreed to in this document, all of which constitutes the entire negotiated agreement between the Parties.
Article 2 - Scope and Recognition
- 2.01 The Board being the District School Board Ontario North East (herein after referred to as “the Board”) recognizes the Elementary Teachers’ Federation of Ontario (hereinafter referred to as “the Union”) as the bargaining agent for all teachers employed by the Board in its elementary panel save and except occasional teachers. For the purposes of this collective agreement “Teacher” shall mean a member of the Ontario College of Teachers who is in good standing.
- 2.02 The Local will inform the Board on or before May 31 of each year who is authorized to act on behalf of the Local. “Local” shall mean the Ontario North East Teachers’ Local of the Elementary Teachers’ Federation of Ontario.
- 2.03 The Board recognizes the right of the Local to receive assistance from the Union, or any other duly authorized agent, to assist in all matters pertaining to the negotiation and administration of this Agreement.
- 2.04 The Union recognizes the right of the Board to consult with their professional management and to obtain other such additional outside assistance as the Board considers appropriate.
Article 3 - Union Dues and Assessments
- 3.01 The Board shall deduct, for every pay period for each teacher, union dues and assessments. Dues and assessments deducted in accordance with this Article shall be forwarded to the General Secretary within thirty (30) days of the dues being deducted. The Union shall inform the Board, from time to time, of the amount of such dues and assessments.
- 3.02 The payment shall be accompanied by the dues submission and the current electronic list showing the names, addresses, wages earned, and dues and assessments deducted.
- 3.03 The Union and/or the Local as the case may be, shall indemnify and hold the Board harmless from any claims, suits, attachments, and any form of liability as a result of such deductions authorized by the Union and/or the Local.
Article 4 - General
4.01 Correspondence
- All correspondence between the Parties arising out of this collective agreement or incidental thereto shall pass to and from the Director of Education or designate and from the President of the Local or designate.
4.02 Statutory Responsibilities
- The Board and the Union agree to abide by the Education Act, the Employment Standards Act, the Ontario Human Rights Code and any other prevailing statutes governing education and employment in Ontario, and all regulations thereunder.
4.03 Collective Agreement Copies
- A copy of the Collective Agreement will be posted on the Board website for all Union members and they shall be provided with login information and advised as to where to access the agreement no later than 2 weeks after the date of hire.
4.04 Evaluations
- Only supervisory officers and elementary principals and vice-principals shall evaluate a teacher’s competence.
- No members of the Union shall be required or requested to formally evaluate a teacher’s competence.
- Teachers shall be evaluated according to the evaluation procedures and policies as outlined in Board Evaluation Policy of the District School Board Policy Manual which may be amended from time to time.
- It is understood that the Board policy will comply with the Provincial Legislation and the Education Act.
4.05 Just Cause
- No teacher shall be demoted, suspended, discharged, dismissed or disciplined in any way without just and sufficient cause.
- Such cause shall be provided to the teacher in writing, within 5 (five) calendar days from the time the teacher is informed of any such action.
- Prior to the imposition of any discipline, there shall be a meeting held between the teacher and a Board representative to discuss the matter.
- The teacher shall have the right to have the Local President or designate present, and shall be informed of the purpose of the meeting.
4.06 Reasonable Exercise of Rights
- The Board and the Union agree that their rights and responsibilities shall be exercised in a manner that is fair, reasonable, equitable, non-discriminatory, and consistent with this collective agreement and the prevailing statutes.
4.07 No Penalty
- The Board agrees not to penalize or discriminate against any teacher for participating in the activities of the Union, including exercising any rights under this collective agreement or the prevailing statutes of Ontario.
4.08 No Discrimination
- The Board and the Union agree that there shall be equal treatment with respect to employment without discrimination or perpetuation of the effects of past discrimination, if any, based on a protected ground in a protected social area as per the Ontario Human Rights Code, or by reason of membership or activity in the Union.
Article 5 - Seniority
- 5.01 The seniority list shall be established in accordance with the provisions of this article and shall be used for the purpose of surplus and redundancy as set out in other provisions of this agreement.
- 5.02 The name of each Teacher shall appear on the seniority list established in accordance with the criteria set out below.
- 5.03 Seniority placement will be determined by October 31, using the established criteria.
- 5.04 The Board shall be responsible for the production, distribution, storage, and retrieval of the seniority list and the documentation pertaining to the development of the seniority list.
- 5.05 The Board shall provide the President of the Local with an electronic copy of the seniority list by October 31.
- 5.06 The Board shall post a copy of the seniority list in an appropriate location at each work site by October 31 of each year. An electronic copy of the seniority list shall be provided to the President of the Local at the same time. The seniority list will be reviewed by teachers until November 30 and the information contained therein shall be considered correct for all purposes unless a teacher disputes its accuracy as required below in paragraph b). Teachers’ objections shall be made in writing by November 30 to the Local President and the appropriate Superintendent of Schools. The Board may require the member to submit additional documentation. Should it be required to amend the seniority list, an updated copy of the seniority list shall be posted by the Board in an appropriate location at each work site by December 15. An electronic copy of the updated seniority list shall be provided to the President of the Local by December 15. This seniority list shall be deemed correct.
- 5.07 A teacher’s seniority with the Board up to January 1, 1998 will be based on the following criteria from their elementary predecessor Board:
- total elementary teaching experience;
- part-time elementary teaching experience to count as a full year, for the purpose of establishing seniority;
- total Board approved leave time;
- while redundant as determined by the provisions of the collective agreement to a maximum of two (2) years;
- elementary teaching time to be calculated by elementary superannuation and/or Board records rounded up to the nearest tenth (10th) of a school year.
- 5.08 Effective January 1, 1998, all Teachers shall accrue seniority based upon continuous teaching experience in the elementary panel of District School Board Ontario North East. For new teachers, on or after January 1, 1998, seniority will begin to accrue from the first contracted working day with the Board.
- 5.09 Effective January 1, 1998, a teacher shall accrue seniority based upon the following criteria:
- each year of continuous teaching experience in the elementary panel
- for approved paid and unpaid leaves
- while on recall as determined by the provisions of the collective agreement.
- 5.10 Effective January 1, 1998, a part-time teacher shall be deemed to be a full-time teacher for the purpose of establishing seniority.
- 5.11 Where Teachers have equal seniority as established by this article, the order of seniority shall be determined by the criteria set out below:
- total elementary experience including documented occasional elementary teaching with the Board and its predecessor Boards; then
- total secondary experience including documented occasional secondary teaching with the Board and its predecessor Boards; then
- total elementary experience in Ontario; then
- total elementary experience in Canada, then total elementary experience; then
- total teaching experience recognized by the Ontario College of Teachers; then
- by lot conducted co-operatively by the President of the Local or designate and the Regional Superintendent of Schools or designate by November 30.
Total days of occasional teaching in the school year / Total number of teaching days in the school year
Rounded up to the nearest tenth of a school year - 5.12 It is understood that no teacher can accumulate more than one year’s seniority in any school year.
Article 6 - Transfers, Surplus, Redundancy, Recall Options
- The following procedure will be followed when the staffing provisions in this collective agreement necessitate a reduction in the number of teachers in a school or in the bargaining unit as a whole.
- The Board agrees to submit changes to school names once they have been established.
Definitions
- (a) Surplus Teacher: A teacher for whom there is no position within a school, but who can be placed within the elementary panel.
- (b) Redundant Teacher: A teacher for whom there is no position available within the elementary panel.
- (c) Zones: The zones are defined as follows:
- Zone 1 - Hearst (Clayton Brown)
- Zone 2 - Kapuskasing-Smooth Rock Falls (Diamond Jubilee, Smooth Rock Falls)
- Zone 3 - Cochrane-Iroquois Falls-Black River-Matheson (Cochrane Public School, Iroquois Falls Public School, Joseph H. Kennedy, Iroquois Falls Secondary School (ele))
- Zone 4 - Timmins (Bertha Shaw, Golden Avenue, Schumacher, W.E. Miller, Pinecrest, R. Ross Beattie, Schumacher Board Office, Roland Michener SS (ele), Timmins Centennial)
- Zone 5 - Kirkland Lake (Central, Federal, Kirkland Lake District Composite School)
- Zone 6 - Timiskaming (Temagami, New Liskeard, Kerns, Elk Lake, Englehart, New Liskeard Board Office, Timiskaming District SS (ele), Englehart HS (ele))
- (d) Areas: The areas are:
- Area 1 - Zones 1, 2, 3
- Area 2 - Zone 4
- Area 3 - Zones 5, 6
6.01 Transfers
- Teachers who wish to request a transfer to another elementary school shall forward their request to the appropriate Superintendent of Schools and the President of the Local in writing by March 31. The Superintendent of Schools shall acknowledge receipt of the request within 5 business days. A copy of the response shall be sent to the President of the Local. The Superintendent of Schools shall notify the teacher and the President of the Local of the resulting decision on or before May 31. Given extenuating circumstances, the Board and Local may mutually agree to transfers beyond this date.
- A notification of intent to transfer should include:
- qualifications
- grade, subject areas and school, zone or area in which the teacher would like to teach.
- A teacher who has not been granted a voluntary transfer for two consecutive years may request a meeting with the Superintendent before March 31 of the third year.
6.02 Teacher Exchanges
- Teacher exchange requests shall be forwarded to the appropriate Regional Superintendent and the President of the Local by March 31. The Regional Superintendent shall acknowledge receipt of exchange requests by April 15. The approval of teacher exchanges shall be at the sole discretion of the Regional Superintendent on or before June 30. Teachers who have requested an exchange shall be notified by June 30.
6.03 Administrative Initiated Transfers
- Administrative initiated transfers may be necessary for identified program or individual needs. When an administrative initiated transfer is being considered, a meeting shall be held between the Teacher, the Superintendent of Schools and the Local President or designate. During this meeting, the specific reason for the move shall be disclosed, and the Teacher will have the opportunity to state concerns and ask questions.
6.04 Administrative Transfer Allowance
- The Board will pay a Teacher who is given an administrative transfer in excess of fifty (50) kilometers (one way) from the original school a per annum allowance of two thousand two hundred thirty-eight dollars and fifty cents ($2,238.50) for the 2019-2020 school year, two thousand two hundred seventy-seven dollars and sixty-seven cents ($2,277.67) for the 2020-2021 school year and two thousand three hundred sixty-three dollars and nine cents ($2,363.09) for the 2021-2026 school years.
6.05 Surplus Placement Criteria
- Should transfers as per Articles 6.01, 6.02 and 6.03 not satisfy the staffing or program requirements at the school, the Teacher or teachers whose Board seniority is the lowest in the school, and who is not qualified in accordance with the Act and Regulations as amended shall be designated as surplus to the staffing/program needs of the school.
6.06 Leaves of Absence Staffing Placement
- Teachers on approved leaves of absence shall be placed on the staff list of their school at the commencement of the leave.
6.07 Surplus Notification Meeting
- The principal of the school or Human Resources designate shall notify in writing a teacher who is to be declared surplus on or before May 31. Such notification is to be given at a meeting with the teacher in the presence of Union representation.
6.08 Union Notification of Surplus
- The President of the Local will be notified of all teachers being declared surplus by May 30.
6.09 Surplus Teacher Options
- The teacher declared surplus may:
- request a voluntary transfer anywhere in the Board prior to June 3, in accordance to article 6.01, or
- request a leave of absence of up to two (2) years.
6.10 Surplus Displacement Process Sequence
- Following 6.01 and 6.09 requests, surplus teachers shall be placed within the zone to displace a teacher with the least seniority in the zone. Teachers who remain surplus shall follow the displacement process in the following sequence:
- Choose to displace a teacher with the least seniority in the area;
- Choose to displace a teacher with the least seniority in another area;
- Decide not to displace, and select to be placed on the recall list or to resign from the Board;
- Have a right to recall where notice will be sent, as per Article 6.22, for any remaining vacancies.
6.11 Right to Return from Surplus Placement
- A teacher who is declared surplus and has been placed in another school, zone or area, shall have the right to return to a teaching position for which the teacher is qualified which becomes available in the school, zone or area from which the teacher was declared surplus within ten (10) months of the surplus placement. It is the teacher’s responsibility to make this request to Human Resources prior to the closing date of the posted vacancy.
6.12 Opportunity to Become Qualified
- Teachers who were declared surplus but are unqualified for vacant positions as per the procedure in 6.10 shall be given the opportunity to become qualified for the position by a mutually agreed date.
6.13 Board/Regional Postings Timeline
- In order to facilitate the staffing process, known vacancies for Board or regional assignments shall be posted by April 30 of each year, dependent on funding announcements.
6.14 Staffing Committee Placement Meetings
- The Staffing Committee may hold staffing placement meetings following June 3 and up to June 30 in order to place surplus teachers and teachers who have requested transfers. In the placement process, surplus teachers will be given priority in placements over transfer requests.
6.15 September Surplus Procedures
- If a school is required to reduce staff on or before October 31 of the school year, it will do so by declaring a teacher, or teachers, surplus to the staffing needs of the school in accordance with Article 6.05. If necessary, time frames for teacher transfers and declarations of surplus and redundant teachers shall be established in consultation with the Local.
6.16 Redundancy Declaration
- On completion of the surplus to school placements, remaining teachers with the least seniority in the Board shall be declared redundant.
6.17 Designated Special Programs Redundancy Procedure
- Notwithstanding 6.12, the Board has the responsibility to ensure staff for designated special programs are qualified as per the qualifications regulations of the Education Act or Ontario College of Teachers. The following procedure will be followed when a teacher in a designated special program is declared redundant:
- Fill the position through voluntary transfer.
- Retain the teacher in the designated special program and declare the teacher with the next least seniority redundant.
- Present the teacher with the next least seniority the option of becoming qualified through an additional qualification course to teach the designated special program.
- On agreement to become qualified, the teacher will teach the designated special program and the teacher with the least seniority will be declared redundant.
- If the teacher with the next least seniority is unable to become qualified through an additional qualification, the teacher may request a leave of absence up to two (2) years to become qualified.
- On the return from leave, the teacher shall return to their position on the seniority list.
6.18 Redundancy Notification Timelines
- A teacher shall be informed of their redundancy in writing by the Director or designate on or before June 30, with a copy forwarded to the President of the Local. The declaration of redundancy shall be effective on August 31 of that school year. The teacher will continue to maintain the right to recall from June 30 to August 31.
6.19 Redundant Teacher Benefit Continuation
- A redundant Teacher, subject to the provisions of the respective benefit plans, may continue to participate in one or more of the plans, to the extent that the plans permit, by paying the full cost of any such plans.
6.20 Recall List Maintenance
- Human Resources shall maintain a recall list of all teachers declared redundant and forward a copy to the President of the Local.
6.21 Recall Rights Duration
- A teacher who has been declared redundant shall retain the right to be recalled on the basis of seniority for twenty-four (24) months from the time of being declared redundant to positions for which the teacher is qualified or can become qualified prior to return.
6.22 Recall Notice Communication and Response Time
- A recall notice shall be sent by email from the Human Resources office to the teacher’s Board email address, and copied to the President of the Local. All recipients of the email shall be visible in the addressee field. A teacher who fails to respond within two school days of the date of the e-mail shall lose the right of recall unless there are extenuating circumstances. Notwithstanding the above, teachers recalled in July and August must respond in five days.
6.23 Refusal of Recall Within and Outside Zone
- A teacher has the right to refuse recall to a position offered outside of their zone without prejudice to the teacher’s recall rights.
- A teacher cannot refuse recall within their zone to a position they are qualified for that is a higher permanent FTE than they are currently assigned to as a permanent teacher (i.e. a teacher who is 0.1 permanent FTE and 0.9 FTE recall cannot refuse an offer of a 0.2 FTE or higher permanent position within their zone).
- Refusal to be recalled or no response to the recall notice within the Teacher’s zone will equate to removal from recall if the teacher has the necessary qualifications for the position.
- A teacher has a right to refuse recall to any position outside of their zone during their recall period.
Other Options
- 6.24 Redundant teachers shall have the first right to teach classes in continuing education, night school, and summer school provided they are qualified.
- 6.25 The Board agrees to pay any full-time teacher whose contract is terminated by reasons of redundancy, a severance allowance equal to 4% of the teacher’s annual salary for each year of service with the Board to a maximum of $7,000. Severance allowance for part-time teachers shall be pro-rated.
- 6.26 The parties agree that the acceptance of a severance allowance terminates all employer-employee obligations.
Terminations and Resignations
- 6.27 A Teacher who resigns shall do so in accordance with the Employment Standards Act. A teacher whose employment is to be terminated shall be given notice in accordance with the Employment Standards Act. Terminations shall be subject to Article 4.05 Just Cause.
Article 7 - Job Postings
- 7.01 The Local President shall be notified of all postings, appointments, hirings, lay-offs, re-hirings, and terminations of employment.
- 7.02 A vacancy is defined as a position left vacant as a result of the promotion, resignation, secondment, transfer, retirement, or death of a teacher where the Board intends to fill the position.
- 7.03 New positions created by the Board shall first be offered to recall and then posted.
- 7.04 The Board shall post in every school a notice of every new position and vacancy for a period of not less than four school days. All postings shall include the title of the position, qualifications, location and effective date. Copies shall be sent to the Local. A teacher who was interviewed for a position shall receive a debriefing, if so requested, following the selection process.
- 7.05 Positions that become vacant after September 1, as a result of a vacancy or the establishment of a new position (excluding positions with a responsibility allowance) shall first be offered to teachers on the recall list who are qualified or willing to become qualified by a mutually agreeable date, in order of seniority.
- If the position is not filled after the application of part a) above, it shall be posted in every school for a period of not less than four (4) school days.
- The posting shall include the title of the position, qualifications, location, effective date and that it is subject to the provisions of this Article.
- The Board may choose to simultaneously advertise the position externally.
- Such positions shall first be offered to part-time qualified teachers in the zone, in order of seniority, provided a response to the posting is received.
- If the position is not filled after the application of part c) above, it may, at the discretion of the Board, be offered to any full time qualified teacher applicant.
- If the position is not filled after the application of part d) above, any qualified teacher may be hired to fill the position.
- A teacher so hired shall be included on the seniority list and shall be subject to this collective agreement (e.g., transfers, surplus, redundancy and recall procedures).
Article 8 - Access To Information
- 8.01 The Board and the Union agree to abide by the provisions of the Freedom of Information and Protection of Privacy Act, and all prevailing statutes governing personal privacy in Ontario and all regulations thereunder.
- 8.02 Upon prior written request to Human Resources, an employee will be provided with a copy of their personnel file. The file will be copied, and the employee will pick up the file at the Board Office (Schumacher or New Liskeard), with a signature upon pickup. Upon a Teacher’s request, the Board may remove all record of disciplinary action from a Teacher’s file after two (2) years if there has been no related disciplinary action in the interim.
- 8.03 When a teacher disputes the accuracy or completeness of any such information, the teacher shall notify the Board in writing and this information shall be added to the file.
- 8.04 Where a teacher authorizes in writing access to the teacher’s personnel file by another person acting on the teacher’s behalf, the Board shall provide such access, as well as copies of materials contained therein, if also authorized and requested.
- 8.05 Teachers shall receive copies of any materials placed in their personnel file within three (3) school days of the material being filed.
8.06 Signature Not Approval
- The signature of a teacher on any document respecting the performance or conduct of that teacher shall be deemed to be evidence only of the receipt thereof and shall not be construed as approval of, consent to, or agreement with the contents.
8.07 File Accuracy Dispute Process
- If a teacher disputes the accuracy or completeness of information in the personnel file the Board shall, where possible, within fifteen (15) days from receipt of a written request by the teacher stating the alleged inaccuracy, either confirm or amend the information and shall notify the teacher in writing of its decision including reasons for that decision. Where the Board amends such information per the above, the Board shall at the request of the teacher, attempt to notify all persons who received a report based on inaccurate information.
8.08 Teacher Performance Appraisal Policy Alterations
- The Board shall notify the Union in writing of any alterations to the Teacher Performance Appraisal Policy.
8.09 Medical Information
- The Board shall maintain any medical information as per policy and procedure 1.2.25 Confidentiality of Medical Records.
8.10 Access To Board Minutes
- The Board shall provide to the Union copies of any agendas, minutes and support documents at least two (2) days prior to all Board meetings and Board committee meetings via the Board’s website at www.dsb1.ca.
8.11 Data for Negotiations and Maintenance of the Collective Agreement
- The Board will make every effort to provide the following information to the Union on request:
- a statement of the current operating budget;
- a statement of the current operating expenditures;
- a statement of participation in each benefit plan covered by this collective agreement including a cost analysis thereof;
- data respecting salaries, percentage of full-time assignments, allowances, category classification, teaching experience, and seniority concerning each teacher covered by this collective agreement;
- data respecting individual status of employment, such as a listing of teachers on leave or on the recall list;
- information and data respecting the teacher complement, pupil enrolment, school organization and class size;
- information and data respecting instructional time.
Article 9 - Method of Payment
9.01 Credits, Category, Salary
- On or before October 31st, and within one (1) month of any negotiated change in salary or change in qualification, the Board shall provide to each teacher a notice setting forth the following:
- Credit for teaching experience
- Category classification
- Salary and allowances
9.02 Division of Salary
- The annual salary will be evenly divided by the number of bi-weekly pays in the twelve-month period pursuant to this collective agreement.
9.03 Bank Charges Reimbursement
- A failure by the Board to deposit a teacher’s pay on agreed dates will result in the Board payment of a teacher’s bank charges caused by the Board’s late payment. Prior to the Board’s payment of bank charges the Board and the Local must agree that the bank charges were due to Board error.
9.04 Grid Placement Schedule
- School Boards shall adjust their current salary grids in accordance with the following schedule:
- 2022-2023 - 3% (Effective August 29, 2022)
- 2023-2024 - 3% (Effective August 28, 2023)
- 2024-2025 - 2.75% (Effective August 28, 2024)
- 2025-2026 - 2.5% (Effective 2025-2026)
9.05 Category A1 Default Placement
- Teacher shall be paid in Category A1 until such time as they provide proof of different category and/or membership in good standing with the Ontario College of Teachers.
9.06 Part-Time Pro-Rata Salary
- Teachers with less than a full-time assignment shall be paid pro rata based on their assignment.
9.07 Partial Year Employment Pro-Rata
- Where a teacher is employed to work only part of the school year, the teacher’s salary shall be prorated on the basis of the number of days the teacher works relative to the total numbers of days in the school year.
9.08 Credit for Teaching Experience
- The onus is on the teacher to provide documentation of teaching experience. Submitted documentation shall be on previous Board official letterhead, signed by the appropriate department and must indicate if experience was permanent, long-term occasional or daily occasional.
- All previous elementary or secondary school teaching experience obtained while qualified under Ontario standards or equivalent to Ontario standards as determined by the College of Teachers and approved by the Board will be recognized for placement on grid. Only experience obtained while in a probationary or permanent teaching position or experience as a long-term occasional teacher will be included. The calculation of teaching experience is based on paid time only with the exception of the statutory unpaid pregnancy leave period.
- If previous teaching experience entitles a teacher to a salary increase, the increase shall be paid retroactively to the date of commencement of employment, providing proof of previous teaching experience is received by Human Resources within three (3) months of hiring. Except for error or omission, teaching experience recognized by the Board for salary purposes on January 1, 1998, will continue to be honoured.
- Teaching experience for salary purposes will be calculated as follows:
- The calculation of years of teaching experience will be made annually as of September 1 and will be determined by dividing by ten (10) the total number of complete months of teaching; e.g., periods of twenty (20) or more consecutive days of teaching.
- If a period of teaching experience includes a partial month of ten (10) or more days, this experience will be recognized as a complete month (e.g., four (4) months and twelve (12) teaching days will equal five (5) months; four (4) months and nine (9) teaching days will equal four (4) months).
- A part-time teacher who is employed for a full year to teach only a portion of each day will be credited with the percentage of time worked times ten (10) months; (e.g., a teacher working 50% of the time will be credited with five (5) months; a teacher working 80% of the time will be credited with eight (8) months).
- In no case shall a teacher receive more than one full year’s credit for a combination of teaching experience within one school year.
9.09 Category Classification Program
- Each teacher’s category classification on the salary grid shall be determined by the application of the QECO program 5. Until the statement is received, a teacher shall be paid on the salary grid at Category A1.
9.10 No Adverse Effect Clause
- No teacher who was in the employ of the Board on the day prior to the effective date hereof shall be adversely affected with respect to either grid placement or movement on the grid by reason of the application of Article 9.08 and 9.09.
9.11 Salary Adjustment Retroactivity and Deadlines
- Upon receipt of all required documents that would necessitate a salary adjustment (ex. Category change, Master Degree), the Board will retroactively adjust the teachers salary effective the first day of the month after the completion date of the course as indicated by the Ontario College of Teachers. Retroactive pay will be limited to a maximum of 4 months from the date indicated by the Ontario College of Teachers. In order to receive retroactive pay, documentation must be submitted to the Board prior to August 31st of the current school year.
- Any courses completed over the summer months will be considered for salary adjustments in the upcoming school retroactive to the first day of the school year up to a maximum of 4 months from the date indicated by the Ontario College of Teachers. Retroactive pay only applies to the current school year.
9.11 Teacher In Charge Responsibilities and Rates
- When there is neither a principal nor a vice-principal in the school on an instructional day for a half-day or more, a teacher shall be asked to assume Teacher-in-Charge responsibilities. This will apply where a Principal is assigned half-time or more.
- The Teacher-in-Charge shall be paid a per diem rate in addition to the employee’s regular salary as follows:
- September 1, 2019: $48.79 per day
- September 1, 2020: $49.64 per day
- September 1, 2021: $51.51 per day
- September 1, 2022: $51.51 per day
- September 1, 2023: $51.51 per day
- September 1, 2024: $51.51 per day
- September 1, 2025: $51.51 per day
- c) The Teacher will continue to be subject to all terms and conditions of this Collective Agreement, and shall not discipline nor evaluate other members of the Bargaining Unit.
- d) Nothing in this Article prevents the teacher from declining the opportunity to assume the Teacher-in-Charge duties.
- e) An Occasional Teacher employee shall be hired to replace a member of the Bargaining Unit who is acting to replace an absent Principal/Vice-Principal where deemed necessary by the School Principal.
9.13 District SERT Allowance
- A teacher assigned to the position of District SERT shall be paid an annual allowance as follows:
- September 1, 2019: $7,862.47 per year
- September 1, 2020: $8,000.07 per year
- September 1, 2021: $8,300.07 per year
- September 1, 2022: $8,300.07 per year
- September 1, 2023: $8,300.07 per year
- September 1, 2024: $8,300.07 per year
- September 1, 2025: $8,300.07 per year
9.14 Degree Allowance
- Allowances for a Master’s Degree (or better) from an Ontario University, or Equivalent University shall be paid annually as follows:
- September 1, 2019: $871.84 per year
- September 1, 2020: $887.10 per year
- September 1, 2021: $920.36 per year
- September 1, 2022: $920.36 per year
- September 1, 2023: $920.36 per year
- September 1, 2024: $920.36 per year
- September 1, 2025: $920.36 per year
9.15 Payroll Deduction Types
- The Local may request and the Board shall, with the authorization of the teacher, make the appropriate payroll deductions from a teacher’s pay for the following purposes: Group RRSP contributions, United Way contributions.
9.16 One-Time and Equal Payroll Deductions
- At the request of the Local, by August 31, the Board shall make a one-time payroll deduction or deduct an equal amount each pay date from teachers starting in October for the following purposes: Local union levy, Other purposes as requested by the Local.
9.17 Retroactive Grid Cell Payments
- The Board shall pay to all members of the bargaining unit the 2022-2026 increase on salary grids. Such payments shall also be made to former bargaining unit members who were employed at any time during the currency of this collective agreement based upon their time employed.
- Should the school year commence before September 1st in any given year, all increases in grid cells, wages and allowances effective as of September 1, shall be applied to payments made to members of the bargaining unit in respect of days worked in that school year prior to September 1. For greater clarity, a working day for purposes of this article shall include both an instructional day and a Professional Activity day.
Article 10 - Expenses
10.01 Expense Allowances
- A teacher shall be reimbursed each month for authorized out-of-pocket expenses upon presentation of appropriate receipts and documents.
10.02 Professional Development Expenses
- The Board shall reimburse a teacher for all reasonable expenses connected with any educational or teaching conferences, conventions, workshops or courses attended by the teacher at the request of the Board.
10.03 Travel Expenses
- A teacher who is required to travel between schools or other places of employment shall be paid for such travel by the Board as per Board policy. In respect of other travel authorized by the Board, a teacher shall receive kilometrage from the Board as per Board policy.
10.04 Elementary Additional Qualification Allowance
- The Board shall provide $450.00 upon successful completion of an additional qualification (University Credit for QECO purposes / AQ / ABQ / Masters) course. This allowance applies once per completed course, and once per school year (September to August). Upon successful completion of the course, a request for payment will be submitted to Human Resources for processing.
Article 1 - Purpose
- 1.01 It is the purpose and intent of the Parties to set forth the terms and conditions of employment and other related provisions provided for in this Collective Agreement.
- 1.02 Except for error, omission, or inadvertence, it is the intent of the Parties and the purpose of the Collective Agreement to set forth the terms and conditions of employment, together with the salaries, allowances, and related benefits and to provide for the equitable settlement of all matters in dispute between the Parties. It is the further purpose of the Parties to set forth all matters mutually agreed to in this document, all of which constitutes the entire negotiated agreement between the Parties.
Article 2 - Scope and Recognition
- 2.01 The Board being the District School Board Ontario North East (herein after referred to as “the Board”) recognizes the Elementary Teachers’ Federation of Ontario (hereinafter referred to as “the Union”) as the bargaining agent for all teachers employed by the Board in its elementary panel save and except occasional teachers. For the purposes of this collective agreement “Teacher” shall mean a member of the Ontario College of Teachers who is in good standing.
- 2.02 The Local will inform the Board on or before May 31 of each year who is authorized to act on behalf of the Local. “Local” shall mean the Ontario North East Teachers’ Local of the Elementary Teachers’ Federation of Ontario.
- 2.03 The Board recognizes the right of the Local to receive assistance from the Union, or any other duly authorized agent, to assist in all matters pertaining to the negotiation and administration of this Agreement.
- 2.04 The Union recognizes the right of the Board to consult with their professional management and to obtain other such additional outside assistance as the Board considers appropriate.
Article 3 - Union Dues and Assessments
- 3.01 The Board shall deduct, for every pay period for each teacher, union dues and assessments. Dues and assessments deducted in accordance with this Article shall be forwarded to the General Secretary within thirty (30) days of the dues being deducted. The Union shall inform the Board, from time to time, of the amount of such dues and assessments.
- 3.02 The payment shall be accompanied by the dues submission and the current electronic list showing the names, addresses, wages earned, and dues and assessments deducted.
- 3.03 The Union and/or the Local as the case may be, shall indemnify and hold the Board harmless from any claims, suits, attachments, and any form of liability as a result of such deductions authorized by the Union and/or the Local.
Article 4 - General
4.01 Correspondence
- All correspondence between the Parties arising out of this collective agreement or incidental thereto shall pass to and from the Director of Education or designate and from the President of the Local or designate.
4.02 Statutory Responsibilities
- The Board and the Union agree to abide by the Education Act, the Employment Standards Act, the Ontario Human Rights Code and any other prevailing statutes governing education and employment in Ontario, and all regulations thereunder.
4.03 Collective Agreement Copies
- A copy of the Collective Agreement will be posted on the Board website for all Union members and they shall be provided with login information and advised as to where to access the agreement no later than 2 weeks after the date of hire.
4.04 Evaluations
- Only supervisory officers and elementary principals and vice-principals shall evaluate a teacher’s competence.
- No members of the Union shall be required or requested to formally evaluate a teacher’s competence.
- Teachers shall be evaluated according to the evaluation procedures and policies as outlined in Board Evaluation Policy of the District School Board Policy Manual which may be amended from time to time.
- It is understood that the Board policy will comply with the Provincial Legislation and the Education Act.
4.05 Just Cause
- No teacher shall be demoted, suspended, discharged, dismissed or disciplined in any way without just and sufficient cause.
- Such cause shall be provided to the teacher in writing, within 5 (five) calendar days from the time the teacher is informed of any such action.
- Prior to the imposition of any discipline, there shall be a meeting held between the teacher and a Board representative to discuss the matter.
- The teacher shall have the right to have the Local President or designate present, and shall be informed of the purpose of the meeting.
4.06 Reasonable Exercise of Rights
- The Board and the Union agree that their rights and responsibilities shall be exercised in a manner that is fair, reasonable, equitable, non-discriminatory, and consistent with this collective agreement and the prevailing statutes.
4.07 No Penalty
- The Board agrees not to penalize or discriminate against any teacher for participating in the activities of the Union, including exercising any rights under this collective agreement or the prevailing statutes of Ontario.
4.08 No Discrimination
- The Board and the Union agree that there shall be equal treatment with respect to employment without discrimination or perpetuation of the effects of past discrimination, if any, based on a protected ground in a protected social area as per the Ontario Human Rights Code, or by reason of membership or activity in the Union.
Article 5 - Seniority
- 5.01 The seniority list shall be established in accordance with the provisions of this article and shall be used for the purpose of surplus and redundancy as set out in other provisions of this agreement.
- 5.02 The name of each Teacher shall appear on the seniority list established in accordance with the criteria set out below.
- 5.03 Seniority placement will be determined by October 31, using the established criteria.
- 5.04 The Board shall be responsible for the production, distribution, storage, and retrieval of the seniority list and the documentation pertaining to the development of the seniority list.
- 5.05 The Board shall provide the President of the Local with an electronic copy of the seniority list by October 31.
- 5.06 The Board shall post a copy of the seniority list in an appropriate location at each work site by October 31 of each year. An electronic copy of the seniority list shall be provided to the President of the Local at the same time. The seniority list will be reviewed by teachers until November 30 and the information contained therein shall be considered correct for all purposes unless a teacher disputes its accuracy as required below in paragraph b). Teachers’ objections shall be made in writing by November 30 to the Local President and the appropriate Superintendent of Schools. The Board may require the member to submit additional documentation. Should it be required to amend the seniority list, an updated copy of the seniority list shall be posted by the Board in an appropriate location at each work site by December 15. An electronic copy of the updated seniority list shall be provided to the President of the Local by December 15. This seniority list shall be deemed correct.
- 5.07 A teacher’s seniority with the Board up to January 1, 1998 will be based on the following criteria from their elementary predecessor Board:
- total elementary teaching experience;
- part-time elementary teaching experience to count as a full year, for the purpose of establishing seniority;
- total Board approved leave time;
- while redundant as determined by the provisions of the collective agreement to a maximum of two (2) years;
- elementary teaching time to be calculated by elementary superannuation and/or Board records rounded up to the nearest tenth (10th) of a school year.
- 5.08 Effective January 1, 1998, all Teachers shall accrue seniority based upon continuous teaching experience in the elementary panel of District School Board Ontario North East. For new teachers, on or after January 1, 1998, seniority will begin to accrue from the first contracted working day with the Board.
- 5.09 Effective January 1, 1998, a teacher shall accrue seniority based upon the following criteria:
- each year of continuous teaching experience in the elementary panel
- for approved paid and unpaid leaves
- while on recall as determined by the provisions of the collective agreement.
- 5.10 Effective January 1, 1998, a part-time teacher shall be deemed to be a full-time teacher for the purpose of establishing seniority.
- 5.11 Where Teachers have equal seniority as established by this article, the order of seniority shall be determined by the criteria set out below:
- total elementary experience including documented occasional elementary teaching with the Board and its predecessor Boards; then
- total secondary experience including documented occasional secondary teaching with the Board and its predecessor Boards; then
- total elementary experience in Ontario; then
- total elementary experience in Canada, then total elementary experience; then
- total teaching experience recognized by the Ontario College of Teachers; then
- by lot conducted co-operatively by the President of the Local or designate and the Regional Superintendent of Schools or designate by November 30.
Total days of occasional teaching in the school year / Total number of teaching days in the school year
Rounded up to the nearest tenth of a school year - 5.12 It is understood that no teacher can accumulate more than one year’s seniority in any school year.
Article 6 - Transfers, Surplus, Redundancy, Recall Options
- The following procedure will be followed when the staffing provisions in this collective agreement necessitate a reduction in the number of teachers in a school or in the bargaining unit as a whole.
- The Board agrees to submit changes to school names once they have been established.
Definitions
- (a) Surplus Teacher: A teacher for whom there is no position within a school, but who can be placed within the elementary panel.
- (b) Redundant Teacher: A teacher for whom there is no position available within the elementary panel.
- (c) Zones: The zones are defined as follows:
- Zone 1 - Hearst (Clayton Brown)
- Zone 2 - Kapuskasing-Smooth Rock Falls (Diamond Jubilee, Smooth Rock Falls)
- Zone 3 - Cochrane-Iroquois Falls-Black River-Matheson (Cochrane Public School, Iroquois Falls Public School, Joseph H. Kennedy, Iroquois Falls Secondary School (ele))
- Zone 4 - Timmins (Bertha Shaw, Golden Avenue, Schumacher, W.E. Miller, Pinecrest, R. Ross Beattie, Schumacher Board Office, Roland Michener SS (ele), Timmins Centennial)
- Zone 5 - Kirkland Lake (Central, Federal, Kirkland Lake District Composite School)
- Zone 6 - Timiskaming (Temagami, New Liskeard, Kerns, Elk Lake, Englehart, New Liskeard Board Office, Timiskaming District SS (ele), Englehart HS (ele))
- (d) Areas: The areas are:
- Area 1 - Zones 1, 2, 3
- Area 2 - Zone 4
- Area 3 - Zones 5, 6
6.01 Transfers
- Teachers who wish to request a transfer to another elementary school shall forward their request to the appropriate Superintendent of Schools and the President of the Local in writing by March 31. The Superintendent of Schools shall acknowledge receipt of the request within 5 business days. A copy of the response shall be sent to the President of the Local. The Superintendent of Schools shall notify the teacher and the President of the Local of the resulting decision on or before May 31. Given extenuating circumstances, the Board and Local may mutually agree to transfers beyond this date.
- A notification of intent to transfer should include:
- qualifications
- grade, subject areas and school, zone or area in which the teacher would like to teach.
- A teacher who has not been granted a voluntary transfer for two consecutive years may request a meeting with the Superintendent before March 31 of the third year.
6.02 Teacher Exchanges
- Teacher exchange requests shall be forwarded to the appropriate Regional Superintendent and the President of the Local by March 31. The Regional Superintendent shall acknowledge receipt of exchange requests by April 15. The approval of teacher exchanges shall be at the sole discretion of the Regional Superintendent on or before June 30. Teachers who have requested an exchange shall be notified by June 30.
6.03 Administrative Initiated Transfers
- Administrative initiated transfers may be necessary for identified program or individual needs. When an administrative initiated transfer is being considered, a meeting shall be held between the Teacher, the Superintendent of Schools and the Local President or designate. During this meeting, the specific reason for the move shall be disclosed, and the Teacher will have the opportunity to state concerns and ask questions.
6.04 Administrative Transfer Allowance
- The Board will pay a Teacher who is given an administrative transfer in excess of fifty (50) kilometers (one way) from the original school a per annum allowance of two thousand two hundred thirty-eight dollars and fifty cents ($2,238.50) for the 2019-2020 school year, two thousand two hundred seventy-seven dollars and sixty-seven cents ($2,277.67) for the 2020-2021 school year and two thousand three hundred sixty-three dollars and nine cents ($2,363.09) for the 2021-2026 school years.
6.05 Surplus Placement Criteria
- Should transfers as per Articles 6.01, 6.02 and 6.03 not satisfy the staffing or program requirements at the school, the Teacher or teachers whose Board seniority is the lowest in the school, and who is not qualified in accordance with the Act and Regulations as amended shall be designated as surplus to the staffing/program needs of the school.
6.06 Leaves of Absence Staffing Placement
- Teachers on approved leaves of absence shall be placed on the staff list of their school at the commencement of the leave.
6.07 Surplus Notification Meeting
- The principal of the school or Human Resources designate shall notify in writing a teacher who is to be declared surplus on or before May 31. Such notification is to be given at a meeting with the teacher in the presence of Union representation.
6.08 Union Notification of Surplus
- The President of the Local will be notified of all teachers being declared surplus by May 30.
6.09 Surplus Teacher Options
- The teacher declared surplus may:
- request a voluntary transfer anywhere in the Board prior to June 3, in accordance to article 6.01, or
- request a leave of absence of up to two (2) years.
6.10 Surplus Displacement Process Sequence
- Following 6.01 and 6.09 requests, surplus teachers shall be placed within the zone to displace a teacher with the least seniority in the zone. Teachers who remain surplus shall follow the displacement process in the following sequence:
- Choose to displace a teacher with the least seniority in the area;
- Choose to displace a teacher with the least seniority in another area;
- Decide not to displace, and select to be placed on the recall list or to resign from the Board;
- Have a right to recall where notice will be sent, as per Article 6.22, for any remaining vacancies.
6.11 Right to Return from Surplus Placement
- A teacher who is declared surplus and has been placed in another school, zone or area, shall have the right to return to a teaching position for which the teacher is qualified which becomes available in the school, zone or area from which the teacher was declared surplus within ten (10) months of the surplus placement. It is the teacher’s responsibility to make this request to Human Resources prior to the closing date of the posted vacancy.
6.12 Opportunity to Become Qualified
- Teachers who were declared surplus but are unqualified for vacant positions as per the procedure in 6.10 shall be given the opportunity to become qualified for the position by a mutually agreed date.
6.13 Board/Regional Postings Timeline
- In order to facilitate the staffing process, known vacancies for Board or regional assignments shall be posted by April 30 of each year, dependent on funding announcements.
6.14 Staffing Committee Placement Meetings
- The Staffing Committee may hold staffing placement meetings following June 3 and up to June 30 in order to place surplus teachers and teachers who have requested transfers. In the placement process, surplus teachers will be given priority in placements over transfer requests.
6.15 September Surplus Procedures
- If a school is required to reduce staff on or before October 31 of the school year, it will do so by declaring a teacher, or teachers, surplus to the staffing needs of the school in accordance with Article 6.05. If necessary, time frames for teacher transfers and declarations of surplus and redundant teachers shall be established in consultation with the Local.
6.16 Redundancy Declaration
- On completion of the surplus to school placements, remaining teachers with the least seniority in the Board shall be declared redundant.
6.17 Designated Special Programs Redundancy Procedure
- Notwithstanding 6.12, the Board has the responsibility to ensure staff for designated special programs are qualified as per the qualifications regulations of the Education Act or Ontario College of Teachers. The following procedure will be followed when a teacher in a designated special program is declared redundant:
- Fill the position through voluntary transfer.
- Retain the teacher in the designated special program and declare the teacher with the next least seniority redundant.
- Present the teacher with the next least seniority the option of becoming qualified through an additional qualification course to teach the designated special program.
- On agreement to become qualified, the teacher will teach the designated special program and the teacher with the least seniority will be declared redundant.
- If the teacher with the next least seniority is unable to become qualified through an additional qualification, the teacher may request a leave of absence up to two (2) years to become qualified.
- On the return from leave, the teacher shall return to their position on the seniority list.
6.18 Redundancy Notification Timelines
- A teacher shall be informed of their redundancy in writing by the Director or designate on or before June 30, with a copy forwarded to the President of the Local. The declaration of redundancy shall be effective on August 31 of that school year. The teacher will continue to maintain the right to recall from June 30 to August 31.
6.19 Redundant Teacher Benefit Continuation
- A redundant Teacher, subject to the provisions of the respective benefit plans, may continue to participate in one or more of the plans, to the extent that the plans permit, by paying the full cost of any such plans.
6.20 Recall List Maintenance
- Human Resources shall maintain a recall list of all teachers declared redundant and forward a copy to the President of the Local.
6.21 Recall Rights Duration
- A teacher who has been declared redundant shall retain the right to be recalled on the basis of seniority for twenty-four (24) months from the time of being declared redundant to positions for which the teacher is qualified or can become qualified prior to return.
6.22 Recall Notice Communication and Response Time
- A recall notice shall be sent by email from the Human Resources office to the teacher’s Board email address, and copied to the President of the Local. All recipients of the email shall be visible in the addressee field. A teacher who fails to respond within two school days of the date of the e-mail shall lose the right of recall unless there are extenuating circumstances. Notwithstanding the above, teachers recalled in July and August must respond in five days.
6.23 Refusal of Recall Within and Outside Zone
- A teacher has the right to refuse recall to a position offered outside of their zone without prejudice to the teacher’s recall rights.
- A teacher cannot refuse recall within their zone to a position they are qualified for that is a higher permanent FTE than they are currently assigned to as a permanent teacher (i.e. a teacher who is 0.1 permanent FTE and 0.9 FTE recall cannot refuse an offer of a 0.2 FTE or higher permanent position within their zone).
- Refusal to be recalled or no response to the recall notice within the Teacher’s zone will equate to removal from recall if the teacher has the necessary qualifications for the position.
- A teacher has a right to refuse recall to any position outside of their zone during their recall period.
Other Options
- 6.24 Redundant teachers shall have the first right to teach classes in continuing education, night school, and summer school provided they are qualified.
- 6.25 The Board agrees to pay any full-time teacher whose contract is terminated by reasons of redundancy, a severance allowance equal to 4% of the teacher’s annual salary for each year of service with the Board to a maximum of $7,000. Severance allowance for part-time teachers shall be pro-rated.
- 6.26 The parties agree that the acceptance of a severance allowance terminates all employer-employee obligations.
Terminations and Resignations
- 6.27 A Teacher who resigns shall do so in accordance with the Employment Standards Act. A teacher whose employment is to be terminated shall be given notice in accordance with the Employment Standards Act. Terminations shall be subject to Article 4.05 Just Cause.
Article 7 - Job Postings
- 7.01 The Local President shall be notified of all postings, appointments, hirings, lay-offs, re-hirings, and terminations of employment.
- 7.02 A vacancy is defined as a position left vacant as a result of the promotion, resignation, secondment, transfer, retirement, or death of a teacher where the Board intends to fill the position.
- 7.03 New positions created by the Board shall first be offered to recall and then posted.
- 7.04 The Board shall post in every school a notice of every new position and vacancy for a period of not less than four school days. All postings shall include the title of the position, qualifications, location and effective date. Copies shall be sent to the Local. A teacher who was interviewed for a position shall receive a debriefing, if so requested, following the selection process.
- 7.05 Positions that become vacant after September 1, as a result of a vacancy or the establishment of a new position (excluding positions with a responsibility allowance) shall first be offered to teachers on the recall list who are qualified or willing to become qualified by a mutually agreeable date, in order of seniority.
- If the position is not filled after the application of part a) above, it shall be posted in every school for a period of not less than four (4) school days.
- The posting shall include the title of the position, qualifications, location, effective date and that it is subject to the provisions of this Article.
- The Board may choose to simultaneously advertise the position externally.
- Such positions shall first be offered to part-time qualified teachers in the zone, in order of seniority, provided a response to the posting is received.
- If the position is not filled after the application of part c) above, it may, at the discretion of the Board, be offered to any full time qualified teacher applicant.
- If the position is not filled after the application of part d) above, any qualified teacher may be hired to fill the position.
- A teacher so hired shall be included on the seniority list and shall be subject to this collective agreement (e.g., transfers, surplus, redundancy and recall procedures).
Article 8 - Access To Information
- 8.01 The Board and the Union agree to abide by the provisions of the Freedom of Information and Protection of Privacy Act, and all prevailing statutes governing personal privacy in Ontario and all regulations thereunder.
- 8.02 Upon prior written request to Human Resources, an employee will be provided with a copy of their personnel file. The file will be copied, and the employee will pick up the file at the Board Office (Schumacher or New Liskeard), with a signature upon pickup. Upon a Teacher’s request, the Board may remove all record of disciplinary action from a Teacher’s file after two (2) years if there has been no related disciplinary action in the interim.
- 8.03 When a teacher disputes the accuracy or completeness of any such information, the teacher shall notify the Board in writing and this information shall be added to the file.
- 8.04 Where a teacher authorizes in writing access to the teacher’s personnel file by another person acting on the teacher’s behalf, the Board shall provide such access, as well as copies of materials contained therein, if also authorized and requested.
- 8.05 Teachers shall receive copies of any materials placed in their personnel file within three (3) school days of the material being filed.
8.06 Signature Not Approval
- The signature of a teacher on any document respecting the performance or conduct of that teacher shall be deemed to be evidence only of the receipt thereof and shall not be construed as approval of, consent to, or agreement with the contents.
8.07 File Accuracy Dispute Process
- If a teacher disputes the accuracy or completeness of information in the personnel file the Board shall, where possible, within fifteen (15) days from receipt of a written request by the teacher stating the alleged inaccuracy, either confirm or amend the information and shall notify the teacher in writing of its decision including reasons for that decision. Where the Board amends such information per the above, the Board shall at the request of the teacher, attempt to notify all persons who received a report based on inaccurate information.
8.08 Teacher Performance Appraisal Policy Alterations
- The Board shall notify the Union in writing of any alterations to the Teacher Performance Appraisal Policy.
8.09 Medical Information
- The Board shall maintain any medical information as per policy and procedure 1.2.25 Confidentiality of Medical Records.
8.10 Access To Board Minutes
- The Board shall provide to the Union copies of any agendas, minutes and support documents at least two (2) days prior to all Board meetings and Board committee meetings via the Board’s website at www.dsb1.ca.
8.11 Data for Negotiations and Maintenance of the Collective Agreement
- The Board will make every effort to provide the following information to the Union on request:
- a statement of the current operating budget;
- a statement of the current operating expenditures;
- a statement of participation in each benefit plan covered by this collective agreement including a cost analysis thereof;
- data respecting salaries, percentage of full-time assignments, allowances, category classification, teaching experience, and seniority concerning each teacher covered by this collective agreement;
- data respecting individual status of employment, such as a listing of teachers on leave or on the recall list;
- information and data respecting the teacher complement, pupil enrolment, school organization and class size;
- information and data respecting instructional time.
Article 9 - Method of Payment
9.01 Credits, Category, Salary
- On or before October 31st, and within one (1) month of any negotiated change in salary or change in qualification, the Board shall provide to each teacher a notice setting forth the following:
- Credit for teaching experience
- Category classification
- Salary and allowances
9.02 Division of Salary
- The annual salary will be evenly divided by the number of bi-weekly pays in the twelve-month period pursuant to this collective agreement.
9.03 Bank Charges Reimbursement
- A failure by the Board to deposit a teacher’s pay on agreed dates will result in the Board payment of a teacher’s bank charges caused by the Board’s late payment. Prior to the Board’s payment of bank charges the Board and the Local must agree that the bank charges were due to Board error.
9.04 Grid Placement Schedule
- School Boards shall adjust their current salary grids in accordance with the following schedule:
- 2022-2023 - 3% (Effective August 29, 2022)
- 2023-2024 - 3% (Effective August 28, 2023)
- 2024-2025 - 2.75% (Effective August 28, 2024)
- 2025-2026 - 2.5% (Effective 2025-2026)
9.05 Category A1 Default Placement
- Teacher shall be paid in Category A1 until such time as they provide proof of different category and/or membership in good standing with the Ontario College of Teachers.
9.06 Part-Time Pro-Rata Salary
- Teachers with less than a full-time assignment shall be paid pro rata based on their assignment.
9.07 Partial Year Employment Pro-Rata
- Where a teacher is employed to work only part of the school year, the teacher’s salary shall be prorated on the basis of the number of days the teacher works relative to the total numbers of days in the school year.
9.08 Credit for Teaching Experience
- The onus is on the teacher to provide documentation of teaching experience. Submitted documentation shall be on previous Board official letterhead, signed by the appropriate department and must indicate if experience was permanent, long-term occasional or daily occasional.
- All previous elementary or secondary school teaching experience obtained while qualified under Ontario standards or equivalent to Ontario standards as determined by the College of Teachers and approved by the Board will be recognized for placement on grid. Only experience obtained while in a probationary or permanent teaching position or experience as a long-term occasional teacher will be included. The calculation of teaching experience is based on paid time only with the exception of the statutory unpaid pregnancy leave period.
- If previous teaching experience entitles a teacher to a salary increase, the increase shall be paid retroactively to the date of commencement of employment, providing proof of previous teaching experience is received by Human Resources within three (3) months of hiring. Except for error or omission, teaching experience recognized by the Board for salary purposes on January 1, 1998, will continue to be honoured.
- Teaching experience for salary purposes will be calculated as follows:
- The calculation of years of teaching experience will be made annually as of September 1 and will be determined by dividing by ten (10) the total number of complete months of teaching; e.g., periods of twenty (20) or more consecutive days of teaching.
- If a period of teaching experience includes a partial month of ten (10) or more days, this experience will be recognized as a complete month (e.g., four (4) months and twelve (12) teaching days will equal five (5) months; four (4) months and nine (9) teaching days will equal four (4) months).
- A part-time teacher who is employed for a full year to teach only a portion of each day will be credited with the percentage of time worked times ten (10) months; (e.g., a teacher working 50% of the time will be credited with five (5) months; a teacher working 80% of the time will be credited with eight (8) months).
- In no case shall a teacher receive more than one full year’s credit for a combination of teaching experience within one school year.
9.09 Category Classification Program
- Each teacher’s category classification on the salary grid shall be determined by the application of the QECO program 5. Until the statement is received, a teacher shall be paid on the salary grid at Category A1.
9.10 No Adverse Effect Clause
- No teacher who was in the employ of the Board on the day prior to the effective date hereof shall be adversely affected with respect to either grid placement or movement on the grid by reason of the application of Article 9.08 and 9.09.
9.11 Salary Adjustment Retroactivity and Deadlines
- Upon receipt of all required documents that would necessitate a salary adjustment (ex. Category change, Master Degree), the Board will retroactively adjust the teachers salary effective the first day of the month after the completion date of the course as indicated by the Ontario College of Teachers. Retroactive pay will be limited to a maximum of 4 months from the date indicated by the Ontario College of Teachers. In order to receive retroactive pay, documentation must be submitted to the Board prior to August 31st of the current school year.
- Any courses completed over the summer months will be considered for salary adjustments in the upcoming school retroactive to the first day of the school year up to a maximum of 4 months from the date indicated by the Ontario College of Teachers. Retroactive pay only applies to the current school year.
9.11 Teacher In Charge Responsibilities and Rates
- When there is neither a principal nor a vice-principal in the school on an instructional day for a half-day or more, a teacher shall be asked to assume Teacher-in-Charge responsibilities. This will apply where a Principal is assigned half-time or more.
- The Teacher-in-Charge shall be paid a per diem rate in addition to the employee’s regular salary as follows:
- September 1, 2019: $48.79 per day
- September 1, 2020: $49.64 per day
- September 1, 2021: $51.51 per day
- September 1, 2022: $51.51 per day
- September 1, 2023: $51.51 per day
- September 1, 2024: $51.51 per day
- September 1, 2025: $51.51 per day
- c) The Teacher will continue to be subject to all terms and conditions of this Collective Agreement, and shall not discipline nor evaluate other members of the Bargaining Unit.
- d) Nothing in this Article prevents the teacher from declining the opportunity to assume the Teacher-in-Charge duties.
- e) An Occasional Teacher employee shall be hired to replace a member of the Bargaining Unit who is acting to replace an absent Principal/Vice-Principal where deemed necessary by the School Principal.
9.13 District SERT Allowance
- A teacher assigned to the position of District SERT shall be paid an annual allowance as follows:
- September 1, 2019: $7,862.47 per year
- September 1, 2020: $8,000.07 per year
- September 1, 2021: $8,300.07 per year
- September 1, 2022: $8,300.07 per year
- September 1, 2023: $8,300.07 per year
- September 1, 2024: $8,300.07 per year
- September 1, 2025: $8,300.07 per year
9.14 Degree Allowance
- Allowances for a Master’s Degree (or better) from an Ontario University, or Equivalent University shall be paid annually as follows:
- September 1, 2019: $871.84 per year
- September 1, 2020: $887.10 per year
- September 1, 2021: $920.36 per year
- September 1, 2022: $920.36 per year
- September 1, 2023: $920.36 per year
- September 1, 2024: $920.36 per year
- September 1, 2025: $920.36 per year
9.15 Payroll Deduction Types
- The Local may request and the Board shall, with the authorization of the teacher, make the appropriate payroll deductions from a teacher’s pay for the following purposes: Group RRSP contributions, United Way contributions.
9.16 One-Time and Equal Payroll Deductions
- At the request of the Local, by August 31, the Board shall make a one-time payroll deduction or deduct an equal amount each pay date from teachers starting in October for the following purposes: Local union levy, Other purposes as requested by the Local.
9.17 Retroactive Grid Cell Payments
- The Board shall pay to all members of the bargaining unit the 2022-2026 increase on salary grids. Such payments shall also be made to former bargaining unit members who were employed at any time during the currency of this collective agreement based upon their time employed.
- Should the school year commence before September 1st in any given year, all increases in grid cells, wages and allowances effective as of September 1, shall be applied to payments made to members of the bargaining unit in respect of days worked in that school year prior to September 1. For greater clarity, a working day for purposes of this article shall include both an instructional day and a Professional Activity day.
Article 10 - Expenses
10.01 Expense Allowances
- A teacher shall be reimbursed each month for authorized out-of-pocket expenses upon presentation of appropriate receipts and documents.
10.02 Professional Development Expenses
- The Board shall reimburse a teacher for all reasonable expenses connected with any educational or teaching conferences, conventions, workshops or courses attended by the teacher at the request of the Board.
10.03 Travel Expenses
- A teacher who is required to travel between schools or other places of employment shall be paid for such travel by the Board as per Board policy. In respect of other travel authorized by the Board, a teacher shall receive kilometrage from the Board as per Board policy.
10.04 Elementary Additional Qualification Allowance
- The Board shall provide $450.00 upon successful completion of an additional qualification (University Credit for QECO purposes / AQ / ABQ / Masters) course. This allowance applies once per completed course, and once per school year (September to August). Upon successful completion of the course, a request for payment will be submitted to Human Resources for processing.
Article 11 - Grievance and Arbitration Procedure
Definitions
- (a) A "grievance" is defined as any difference or dispute arising from the interpretation, application, administration, or alleged violation of this Collective Agreement, including any question as to whether a matter is arbitrable.
- (b) "Party" shall mean the Board or the Union/Local.
- (c) "Days" shall mean school days unless specified otherwise.
11.01 Informal Stage
- A teacher, with the concurrence of the Local, may bring a complaint to the attention of the immediate supervisor or principal within twenty (20) days of the time the teacher became aware, or should have become aware, of the circumstances giving rise to the complaint. The supervisor or principal shall verbally reply within five (5) days.
11.02 Formal Stage - Step 1
- If the complaint is not resolved at the informal stage, the Local may submit a formal written grievance to the appropriate Superintendent of Schools or designate within ten (10) days of receiving the verbal reply. The grievance shall state the facts, the articles allegedly violated, and the remedy sought. The Superintendent or designate shall meet with the Local within ten (10) days and provide a written decision within five (5) days following the meeting.
11.03 Formal Stage - Step 2
- If the grievance is not settled at Step 1, the Local may forward the grievance to the Director of Education or designate within ten (10) days of receiving the Step 1 decision. The Director or designate shall meet with the Local within ten (10) days and render a written decision within five (5) days of the meeting.
11.04 Arbitration
- If the grievance is not resolved at Step 2, either Party may, within fifteen (15) days of the Step 2 decision, give written notice to the other Party of its intention to refer the matter to arbitration. The notice shall contain the name of the Party's nominee to the arbitration board.
- The recipient of the notice shall, within ten (10) days, inform the other Party of the name of its nominee. The two nominees shall, within ten (10) days, select a third person to act as Chairperson. If they fail to agree, either Party may request the Ontario Ministry of Labour to appoint a Chairperson.
- By mutual consent, the Parties may agree to a Single Arbitrator instead of an arbitration board.
11.05 Policy and Group Grievances
- The Union, the Local, or the Board may initiate a policy grievance or a group grievance starting at Step 2 of the formal stage, provided it is submitted within twenty (20) days of the occurrence or knowledge of the event giving rise to the dispute.
11.06 Cost of Arbitration
- Each Party shall bear the fees and expenses of its own nominee, and the Parties shall share equally the fees and expenses of the Chairperson or Single Arbitrator.
11.07 Time Limits
- The time limits fixed in this article may be extended by mutual agreement of the Parties in writing. Failure to comply with the time lines without mutual written extension shall result in the grievance being deemed abandoned or forwarded to the next stage.
Article 12 - Sick Leave
- 12.01 Sick leave provisions and the Short-Term Leave and Disability Plan (STLDP) shall be governed in accordance with the Central Agreement provisions.
- 12.02 A teacher shall receive eleven (11) sick leave days per school year allocated at 100% salary.
- 12.03 A teacher shall be allocated up to an additional one hundred and twenty (120) short-term sick leave days per school year at 90% of regular salary, subject to medical adjudication where required by the Central Agreement or Board policy.
- 12.04 For part-time teachers or those who work a partial school year, the allowances in 12.02 and 12.03 shall be pro-rated.
- 12.05 Medical Documentation: The Board may require a teacher to provide a medical certificate from a qualified medical practitioner for an absence exceeding five (5) consecutive school days, or where there is a demonstrated pattern of absences. The cost of any medical documentation requested by the Board shall be reimbursed by the Board up to standard rates.
Article 13 - Leaves of Absence
13.01 Bereavement Leave
- A teacher shall be granted a leave of absence without loss of salary or deduction from sick leave in the event of a death in the immediate family as follows:
- Up to five (5) consecutive school days for a spouse, common-law partner, child, parent, brother, sister, or stepchild.
- Up to three (3) consecutive school days for a grandparent, grandchild, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.
- One (1) school day for an aunt, uncle, niece, or nephew.
13.02 Personal and Special Leaves
- A teacher shall be granted up to three (3) days of personal leave per school year without loss of salary, provided the teacher gives reasonable notice to the Principal. These days shall be deducted from the teacher's sick leave balance unless specified otherwise by central terms.
- Compassionate Leave: Up to three (3) days per school year with regular pay may be granted by the Director or designate for serious illness or emergency medical needs in the immediate family.
13.03 Quarantine, Jury Duty, and Witness Duty
- A teacher shall be allowed a leave of absence without loss of salary or sick leave by reason of being:
- quarantined by order of a public medical officer;
- summoned for jury duty;
- subpoenaed as a witness in a court proceeding to which the teacher is not a party or a person charged.
13.04 Pregnancy, Parental, and Adoption Leave
- Pregnancy and parental leaves shall be granted in accordance with the provisions of the Employment Standards Act.
- Supplemental Employment Benefit (SEB) Plan: The Board shall provide a SEB plan for the pregnancy leave period in accordance with Central Agreement terms.
- A teacher shall be granted up to two (2) days of paid leave to attend or assist at the birth or adoption placement of their child.
13.05 Union Leaves
- The President of the Local shall be granted a full-time leave of absence from teaching duties to administer Local Union affairs. The Local shall reimburse the Board for the full cost of the President's salary and benefits.
- Upon written request from the Local, the Board shall grant leaves of absence to members for Union business, conferences, or negotiations, provided that the Local reimburses the Board for the cost of occasional teachers hired to replace them. The total number of days available across the bargaining unit shall not exceed eighty (80) school days per year, unless mutually agreed.
13.06 Extended Leaves of Absence
- The Board may grant a teacher an unpaid leave of absence for personal or professional enhancement reasons for a period up to one (1) school year. Requests must be submitted in writing to Human Resources by March 31 preceding the school year for which the leave is requested.
- A teacher on an extended unpaid leave may continue participation in employee benefits at their own expense, subject to insurance carrier regulations.
Article 14 - Deferred Salary Plan (X Over Y)
- 14.01 The Board provides a deferred salary plan allowing teachers to spread out income over a set period of years to fund a one-year leave of absence (e.g., 4 over 5 plan).
- 14.02 Written applications must be submitted to the Director of Education or designate by January 31, to commence participation in the plan on the following September 1. Acceptance or denial shall be issued in writing by March 15.
- 14.03 During the years of deferral, the Board shall deduct the agreed percentage of salary and hold it in an interest-bearing account in trust for the teacher.
- 14.04 During the year of the leave, the teacher shall receive the total accumulated deferred principal plus accrued interest, paid out in equal installments according to regular bi-weekly pay schedules.
- 14.05 Seniority shall continue to accumulate during the leave year. Teaching experience for grid placement shall not accrue during the leave year.
- 14.06 Upon return from the leave, the teacher shall be assigned to their previous school or position, subject to surplus, redundancy, and staffing provisions of Article 6.
Article 15 - Benefits
- 15.01 All provisions regarding employee health, dental, life, and vision benefits are governed by the ETFO Employee Life and Health Trust (ELHT) in accordance with central terms.
- 15.02 The Board shall make required premium contributions directly to the ELHT as mandated by the Central Agreement.
- 15.03 Part-time teachers shall have their benefit premium support pro-rated in accordance with central funding structures.
Article 16 - Workplace Safety and Insurance
- 16.01 When a teacher is absent from work due to a workplace injury or illness compensable under the Workplace Safety and Insurance Act (WSIA), the teacher shall receive full salary from the Board.
- 16.02 The teacher's sick leave bank shall be deducted only for the proportion of the day required to top up the standard WSIB award to full regular salary. Once sick leave credits are fully exhausted, the teacher shall receive payments directly from the Workplace Safety and Insurance Board.
Article 17 - Staffing and Class Size
- 17.01 The Board shall comply with all relevant Ministry regulations and central guidelines governing class sizes in primary, junior, and intermediate divisions.
- 17.02 Joint Staffing Committee: The Board and the Local shall maintain a Joint Staffing Committee consisting of three (3) representatives from the Board and three (3) representatives from the Local. The committee shall meet at least monthly from March to June, and as needed during the school year, to review school organizations, projections, enrollment data, surplus declarations, and the application of Article 6.
Article 18 - Hours of Work and Working Conditions
18.01 Instructional Time
- The maximum instructional time for a full-time elementary teacher shall be three hundred (300) minutes per instructional day. Instructional time includes teaching, subject-specific assemblies, and passing time between classes.
18.02 Preparation Time
- A full-time teacher shall be allocated a minimum of two hundred and forty (240) minutes of preparation time per five-day cycle, free from instructional, supervisory, or administrative duties.
- Preparation time shall be allocated in blocks of not less than twenty (20) minutes.
- Part-time teachers shall receive preparation time pro-rated to their teaching assignment percentage.
- Emergency Coverage: Teachers shall not be required to provide emergency coverage or internal substitution for absent colleagues during their scheduled preparation time, except under exceptional, short-term circumstances where no occasional teacher is available. Any preparation time missed under this exception shall be rescheduled and repaid within twenty (20) school days.
18.03 Lunch Break
- Every teacher shall be scheduled a continuous, uninterrupted lunch period of not less than forty (40) minutes per day, free from all duties, supervision, or scheduled activities.
18.04 Supervision Duties
- The maximum supervision time for a full-time elementary teacher shall be eighty (80) minutes per five-day cycle. Supervision time includes yard duty, hall duty, bus duty, and lunchroom supervision.
- Part-time teachers shall have their supervision minutes pro-rated based on their permanent FTE status.
Article 19 - Professional Development Days
- 19.01 Professional Activity (PA) days shall be designated in accordance with Ministry regulations and the approved school year calendar.
- 19.02 The Joint Professional Development Committee, consisting of equal representation from the Board and the Local, shall collaborate on the planning, structure, and focus areas of professional development activities for designated PA days.
- 19.03 Teachers shall not be required to perform regular instructional or supervisory duties on professional activity days.
Article 20 - Health and Safety
- 20.01 The Board and the Union are committed to maintaining a safe, healthy, and secure working environment in compliance with the Ontario Occupational Health and Safety Act (OHSA).
- 20.02 Joint Health and Safety Committee (JHSC): The Union shall have designated worker representatives on the Board-wide and multi-site Joint Health and Safety Committees as required by the Act.
- 20.03 Violence in the Workplace: The Board shall maintain strict policies and protocols to prevent and address workplace violence, harassment, and unsafe conditions. Teachers shall report all incidents of violence or near-misses using standard Board reporting forms. The Board shall investigate and implement appropriate measures and corrective actions.
Article 21 - Personnel Files and Member Protection
- 21.01 No disciplinary documentation or negative notation shall be placed in a teacher’s personnel file without a copy being provided to the teacher within three (3) school days.
- 21.02 A teacher has the right to add a written rebuttal or clarifying statement to their personnel file regarding any document contained therein.
- 21.03 Investigations: When the Board is conducting an investigation into an allegation against a teacher, the teacher shall be informed in writing of the general nature of the allegation prior to any formal investigative meeting, and shall have the right to have Union representation present throughout all stages of the process.
Article 22 - Professional Fees
- 22.01 It remains the sole responsibility of each teacher to maintain their professional standing and registration in good standing with the Ontario College of Teachers.
- 22.02 The Board shall deduct from the pay of each teacher the annual professional membership fees required by the Ontario College of Teachers and remit them on behalf of the teacher, subject to standard payroll cycles and timelines.
Article 23 - Medical Procedures
- 23.01 No teacher shall be required or requested to perform clinical medical, physical, or personal-care hygiene procedures on a student, including but not limited to catheterization, tube feeding, administering medication via injection, or changing dynamic medical apparatus, except in extreme life-threatening emergency situations.
Article 24 - Travel and Mileage Reimbursement
- 24.01 Teachers authorized by the Board to travel on official school business or assigned to multiple work sites in a single day shall be compensated for travel distance at the standard Board per-kilometer rate.
- 24.02 Claims for mileage reimbursement must be completed and submitted on standard Board expense forms on a monthly basis.
Article 25 - Strikes and Lockouts
- 25.01 The Board agrees that there shall be no lockout of teachers, and the Union agrees that there shall be no strike by teachers, during the currency and formal operation of this Collective Agreement.
- 25.02 Strike and lockout terms shall be interpreted in strict compliance with the Ontario Labour Relations Act and the School Boards Collective Bargaining Act.
Article 26 - School Year Calendar
- 26.01 The school year calendar shall be established in compliance with Ministry regulations. The Board shall consult with the Local prior to final approval or submission of the calendar to the Ministry of Education.
- 26.02 The school year shall not exceed one hundred and ninety-three (193) school days, of which the maximum number of instructional days shall be fixed by provincial statute.
Article 27 - Job Sharing
- 27.01 Two full-time permanent teachers may request to share a single full-time teaching position for a school year. Written applications must be submitted jointly to the Principal and Human Resources by March 31.
- 27.02 Approval of a job-sharing arrangement is subject to the administrative discretion of the Superintendent of Schools. Teachers shall be notified of the decision by May 15.
- 27.03 Salary, benefits, preparation time, and supervision allocation for the job-sharing participants shall be pro-rated based on the split of duties (e.g., 50/50 split).
- 27.04 Seniority shall accrue as a full year for each participant in accordance with Article 5.10. Job-sharing agreements are for one year duration and must be reapplied for annually.
Article 28 - Miscellaneous Allowances
- 28.01 Allowance payments outlined in Article 9 (Teacher-in-Charge, District SERT, Master’s Degree) shall be calculated, annualized, and paid according to standard bi-weekly schedules or lump-sum periods as specifically detailed.
- 28.02 Moving Allowances: Where a teacher is required by administrative initiation to relocate their permanent residence over an expanded geographic zone distance, moving expense support may be reviewed on a case-by-case basis by the Director of Education.
Article 29 - Retiring Gratuities
- 29.01 Retirement gratuities previously established under predecessor Board agreements are restricted, frozen, or eliminated in full accordance with the mandates of the Protecting a Sustainable Public Sector for Future Generations Act and subsequent central collective bargaining terms.
- 29.02 Any remaining eligible calculations or historical payouts are explicitly restricted to those members detailed in Appendix A who qualified for grandparented terms prior to statutory deadlines.
Article 30 - Continuing Education
- 30.01 Teachers assigned to teach continuing education, night school, or summer school classes operated by the elementary panel of the Board shall be paid an hourly rate in accordance with centrally established norms or historical local rates where applicable.
- 30.02 Postings for continuing education positions shall follow the priority selection sequences defined in Article 7.
Article 31 - Probationary Period
- 31.01 A newly hired teacher shall serve a probationary period of one (1) full school year from their effective first contracted working day with the Board.
- 31.02 Under exceptional circumstances and following consultation with the Local, the Board may extend a teacher's probationary period for up to one additional school year, provided written reasons and developmental support steps are provided to the teacher prior to May 31.
Article 32 - Part-Time Teachers
- 32.01 Part-time teachers are entitled to all rights, privileges, protections, and terms of this Collective Agreement on a pro-rata basis, except where explicitly stated otherwise (such as seniority accrual under Article 5.10).
- 32.02 Requests to increase or decrease permanent FTE status must be submitted in writing to Human Resources by March 31 to be considered for the subsequent school year staffing cycle.
Article 33 - Association / Board Committee
- 33.01 The Board and the Local agree to maintain an active Association/Board Committee to discuss matters of mutual concern, clarify systemic contract implementation, and foster positive labor-management relationships.
- 33.02 The committee shall consist of up to three (3) representatives from the Board and three (3) representatives from the Local, and shall meet a minimum of four (4) times per school year at the request of either party. Committee discussions shall not override, amend, or replace formal collective bargaining.
Article 34 - Duration and Renewal
- 34.01 This Collective Agreement has been executed following ratification by both parties and shall remain in effect from September 1, 2022 to August 31, 2026 in accordance to section 3.2 from the Central Agreement.
- 34.02 Any amendment to or variation in procedures specifically set out in the terms of this Collective Agreement shall be in writing and by mutual consent of the Board and the Union.
- 34.03 Notwithstanding the period of notice stipulated in Section 59 of the Labour Relations Act, notice to bargain will be made in accordance to section 3.6 from the Central Agreement.
Article 35 - Principal or Vice-Principal
Temporary Assignment Provisions
- A teacher who is assigned to be a temporary Principal or Vice-Principal shall:
- continue to be a member of the Local
- not be required to formally discipline or formally evaluate another teacher
- continue to accumulate seniority.
- A position of temporary Principal or Vice-Principal shall not exceed one-hundred and ninety-three (193) days in duration.
Article 36 - Criminal Background Checks
- 36.01 The Board is required by law to collect criminal background checks on its employees in accordance with the regulations of Ontario. The Board shall ensure that all records and information (including Offence Declarations and CIPC records) obtained pursuant to the Education Act and Regulations are stored in a secure location and in a confidential manner.