Bulletin Vol. 18, No 1 Oct 2016
As per clause 3-3.07 of the local agreement, by October 31st, or within 30 days of engagement for all others, the board shall supply each teacher with a Personal Bulletin. You must verify all the information to make sure it is accurate. In the event that there is an error or information needs to be updated, please contact M.Badin in HR to make the correction. You can do so by email or by phone ASAP.
Your assigned workload consists of your minutes for teaching, remediation, supervision, homeroom and encadrement (box 1 of the workload summary sheet). Workloads have to be signed in the schools by October 15th every year. As of October 15th your workload cannot be modified without your consent. If they wish to modify any assigned minutes, they must first get your permission. At the secondary level, teachers may be asked to sign waivers concerning three (3) clauses of the Collective Agreement if the conditions shown below are not respected:
1. One (1) preparation period per day;
2. 50-minute uninterrupted lunch period between 11:15 a.m. and 1:30 p.m;
3. Assigned duties exceeding 150 consecutive minutes.
Furthermore, I would like to remind you of some rules related to the use of waivers. As you may know, waivers shall be the exception and the school organization shall not be done on the assumption that everyone will sign a waiver. A teacher cannot be forced to sign a waiver and has the right to refuse. In such case, the principal must follow the application of the collective agreement and redo the schedule of the teacher in order to respect the agreement. If you choose not to sign the waiver, simply inform your principal as soon as possible and the necessary changes will be made.
Schedule for Absence Deduction
What is the difference between your workload and the schedule for absence deduction purposes? The workload is as explained in the preceding paragraph. The schedule for absence deduction purposes includes other assigned duties (box 2 of the workload summary sheet) and your personal work (box 3 of the workload summary sheet). There is no deadline in the collective agreement for this to be completed, however, it is in your best interests to submit it right away at the beginning of the school year to avoid being deducted a full day (384 minutes) for every absence. If changes occur, revise and resubmit each time. This document is used to prepare your absence report at the school which is sent to HR. Failure to submit it will result in losing more pay than necessary.
Deductions for Sick days or 5-14.06 vs Special Leaves
Sick days and absences due to leaves for family responsibilities (5-14.06) will be deducted from your sick day bank. These leaves can be deducted by the minute. As per the new Provincial Agreement, all unused sick days will be paid at the end of the school year. Deductions for special leaves (social days) will be deducted by the day as indicated in the local agreement (5-14.02). It is possible to take certain days (5-14.02 (e) and (m)) in half days. It is to be noted that, for the past 2 years, all personal medical appointments are deducted from your bank of sick days and not from your social leaves bank.
Substitution for an Undetermined Period of Time
If an absence of a teacher is not predetermined to be 40 days, a contract will not be issued. After 20 days of replacing the same person without missing more than 3 scheduled workdays, the substitute teacher is entitled to be paid retroactively back to the first day worked at his/her scale based on schooling and previous experience (you must make sure all official university transcripts and any letters of work experience from previous employers in a related field should be sent to HR as soon as possible). After 40 days of replacing the same person without missing more than 3 scheduled workdays, the substitute will be entitled to a contract retroactive to the first day worked. It is important to remember that the issuing of a contract is based on the official paperwork that the employee sends to HR. The information floating around the schools might not always be accurate so it is best to check with LTU or HR directly about the status of your replacement.
If you have made a CSST claim for a work accident, we encourage you to give us a call at the office to let us know. CSST can become quite complicated and we might be able to foresee an issue or just give you information. A quick phone call or email to LTU could help to avoid any surprises down the road.
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Stephanie McLellan: President
Stephan Ethier: DIRECTOR OF MEMBERSHIP WELFARE
Pasquale Machado: Director of Pedagogical Affairs
Kathy Morrow: Administrative Assistant
If you have any questions, do not hesitate to contact us at
450-667-7037 / 1-800-301-1351 / FAX 450-667-9506