Bulletin Vol. 20, No 2 Nov 22 2017
November 15th, 2017
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. All bulletins were sent out to teachers on October 31st. 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 François Badin (email@example.com) in HR to make the correction. You can do so by email or by phone ASAP.
On Scale after 20 days
As per clause 6-6.03 f) if a full-time or part-time teacher is absent from work for more than 20 consecutive working days, the board shall pay the substitute teacher replacing the teacher during the 20 days the salary s/he would have earned if s/he were a full-time teacher or part-time teacher. Advise your school secretary that you have reached your 20 days. If you have not been put on scale by the pay period following the 20-day mark, please call LTU.
Part-Time Contracts after 40 days
The Collective Agreement stipulates that all contracts pre-determined or not must be granted after 40 consecutive workdays of the teacher’s absence. If the leave is predetermined to be more than 40 days, the part-time contract will be issued at the onset of the replacement period. If the leave is undetermined, the contract will be issued retroactively to the first day worked once 40 days have elapsed. For undetermined leaves, it is to be noted that if you miss more than 3 workdays, the consecutiveness will be broken and you would have to start the process all over again.
Act of God
For an event to be deemed an Act of God it must be “sudden, unforeseeable, inevitable, thus making it impossible for a normal and reasonable person to meet his/her obligation to be at work.” A teacher must support the absence with proper documentation or a written statement (on the absence report or sent separately via email to HR) that explains the reason why it was impossible to report to work due to a sudden and unavoidable event. HR will ultimately determine, according the definition mentioned above, if the reason is valid. Please be aware that the board looks very closely at each absence where the Act of God clause is invoked. The days should be taken in full days, but the half day option can be used for impassable roads, mechanical failure, collision or transit system delays. Each case is looked at individually.
Oversize Class Compensation
Twice every year, at the end of January and on the last pay in June, the board pays teachers for the excess students in their classes. Coded students with a 14, 50 or 53 are always weighted even if the teacher or the student receives services in the class. All other codes are only weighted, if the student or teacher does not receive any services (attendant time, assistive technology, etc.). à
If you have coded students in your class that you feel need services, make sure your administrator is aware and make the request for services to the School Level Special Needs Committee. It is also important to keep track of all services provided to coded students in your class. This will allow you to verify if you have been properly compensated.
Inclement Weather Policy
The School Board in collaboration with the Council of Commissioners have officially approved the new Inclement Weather Policy. When a decision is made to either cancel transportation, suspend classes and/or to close certain or all establishments to personnel the following measures shall take effect: For cancellation of transportation or suspension of classes all employees are required to report to or remain at work. For the temporary closure of establishment, students remain at home and employees do not report to work, unless required for essential services.
Substituting and Emergency Substitution at 1/1000 vs Casual Substitution Rate
If a teacher, full-time or part-time, is asked to substitute during a period that is part of their workload, they will be paid at 1/1000 of their salary. A teacher who is working on a percentage will be paid at a casual sub rate unless they are asked to do emergency substitution during time that is part of their teaching schedule, in which case they will be paid at 1/1000 of their salary. Emergency substitution should be a last resort.
Leaves for Family responsibilities
In accordance with clause 5-14.06 (leaves for family responsibilities) which is part of the Provincial Agreement, a teacher may be absent from work, without salary, for 10 days per year to carry out obligations relating to the care, health or education of his or her child or of his or her spouse’s child or because of the state of health of his or her spouse, father, mother, brother, sister or one of his or her grandparents.
The leave may be divided into days. The days used for absences shall be deducted from the teacher’s annual bank of sick leave days up to a maximum of 6 days. The leaves can be deducted by the minute the same way deductions are made when using a sick leave.
Teachers are responsible for verifying the number of minutes that are indicated on the absence form. If the number of minutes indicated is inaccurate, you have the right to change it before signing and submitting your form. We strongly suggest you make a copy of your absence reports and keep a record of them.
For the periods concerned, the salary scale applicable to a teacher is as follows:
|Step1||As of the 141st workday of the 2014-2015 school year||As of the 141st workday of the 2015-2016 school year||As of the 141st workday of the 2016-2017 school year||As of the 141st workday of the 2017-2018 school year||As of the 142nd workday of the 2018-2019 school yea|
|1||39 291||39 880||40 578||41 390||42 431|
|2||40 961||41 575||42 303||43 149||44 235|
|3||42 703||43 344||44 103||44 985||46 115|
|4||44 517||45 185||45 976||46 896||48 074|
|5||46 411||47 107||47 931||48 890||50 118|
|6||48 383||49 109||49 968||50 967||52 248|
|7||50 439||51 196||52 092||53 134||54 468|
|8||52 585||53 374||54 308||55 394||56 783|
|9||54 820||55 642||56 616||57 748||59 196|
|10||57 151||58 008||59 023||60 203||61 712|
|11||59 581||60 475||61 533||62 764||64 335|
|12||62 114||63 046||64 149||65 432||67 069|
|13||64 753||65 724||66 874||68 211||69 920|
|14||67 506||68 519||69 718||71 112||72 891|
|15||70 375||71 431||72 681||74 135||75 989|
|16||73 366||74 466||75 769||77 284||79 218|
|17||76 486||77 633||78 992||80 572||82 585|
A teacher-by-the-lesson shall be remunerated on the basis of the hourly rates set hereinafter
|Less than 17 years||17 years||18 years||19 years or more|
|À compter du 141e jour de travail de l’année scolaire 2014-2015||51,28 $||56,94 $||61,65 $||67,21 $|
|À compter du 141e jour de travail de l’année scolaire 2015-2016||52,05 $||57,79 $||62,57 $||68,22 $|
|À compter du 141e jour de travail de l’année scolaire 2016-2017||52,96 $||58,80 $||63,66 $||69,41 $|
|À compter du 141e jour de travail de l’année scolaire 2017-2018||54,02 $||59,98 $||64,93 $||70,80 $|
|À compter du 142e jour de travail de l’année scolaire 2018-2019||55,38 $||61,49 $||66,55 $||72,57 $|
A casual supply teacher shall be remunerated in the following manner:
|Substitution time in a da
|60 minutes or less||between
61 minutes and 150 minutes
|between 151 minutes and 210 minutes||more than 210 minutes|
|À compter du 141e jour de travail de l’année scolaire 2014-2015||39,28 $||98,20 $||137,48 $||196,39 $|
|À compter du 141e jour de travail de l’année scolaire 2015-2016||39,87 $||99,67 $||139,54 $||199,35 $|
|À compter du 141e jour de travail de l’année scolaire 2016-2017||40,57 $||101,42 $||141,99 $||202,85 $|
|À compter du 141e jour de travail de l’année scolaire 2017-2018||41,38 $||103,45 $||144,83 $||206,90 $|
|À compter du 142e jour de travail de l’année scolaire 2018-2019||42,43 $||106,07 $||148,50 $||212,15 $|
Stephanie McLellan: President firstname.lastname@example.org
Stephan Ethier: Director of membership welfare email@example.com
Serge Landry: Director of Pedagogical Affairs firstname.lastname@example.org
Kathy Morrow: Administrative Assistant email@example.com
If you have any questions, do not hesitate to contact us at
450-667-7037 / 1-800-301-1351 / FAX 450-667-9506 email: firstname.lastname@example.org