Vol. 17, No 1 November 4 2015
Each teacher under contract should receive a personal bulletin from the board via internal mail (those on leaves will receive it at home). You must verify all the information to make sure it is accurate. In the event that there is an error or information that needs to be updated, please respond to Mr. Badin in HR with the correction 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.
Schedule for Absence Deduction
There has been some confusion in the schools regarding 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. 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 ones in half days but that is determined by HR on a case by case basis depending on the circumstances. 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 to the first day worked to his/her scale based on schooling and previous experience. 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 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.
Pay Deductions for Strike Days
The general principle is that teachers will be deducted 1/200 of their salary on a strike day. Your 1/200 rate can be found on your pay stub in the bottom right-hand corner. You work 200 days per year for which you are paid but your pays are spread out equally over the year in 26 pay periods. This means that about 24% of your full salary earned over 200 days (1/200 rate) is banked to make sure you have a pay every 2 weeks (1/260 rate). This does not apply to substitute or hourly paid teachers.
Possible exceptions and precisions:
- Teachers working at a percentage should lose a day prorated to that percentage in the cases where the person does not have a fixed day off in the schedule. At elementary, teachers often have partial leaves of absence for which they get full days off. People who are not scheduled to be at work on a given day due to a partial leave of absence should not be deducted.
- Any teacher who is on maternity leave, parental leave or on sabbatical (deferred salary) leave will not be affected.
- A teacher on CSST should receive the same pay as usual.
- For special leaves, the board will deduct in most cases, but there could be some exceptions which will be determined on a case by case basis (e.g., death in the family).
- The board will apply the salary deduction for people who called in sick the day of the strike.
- For sick leaves, provided that the leave began before the strike day and the board had received a copy of the medical certificate, no deduction should apply.
- Leaves for Family Responsibilities (5-14.06) will be dealt with on a case by case basis.
- If you were planning to be out for a PIC conference or workshop, the salary deduction will also be applied.
If one of these above-mentioned exceptions applies to you and you have been cut, please email Richard Greschner (firstname.lastname@example.org), François Badin (email@example.com) and your principal and please CC firstname.lastname@example.org. Attach a copy of your pay stub, any supporting documentation and include a brief explanation.
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Sébastien Joly: President
Stephanie McLellan: Director of Membership Welfare
Pasquale Machado: Director of Pedagogical Affairs
Kathy Morrow: Administrative Assistant
450-667-7037 / 1-800-301-1351 / FAX 450-667-9506