-e'· and... · 2017-05-25 · PERFORMANCE APPRAISAL (ARTICLE 23). ... Lakehead District School Board in its Continuing Education Program. ... above the rank of Principal of Adult

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COLLECTIVE AGREEMENT

~~akehead Public Schools

LAKEHEAD DISTRICT SCHOOL BOARD

between

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And

OFFICE OF ~ OSSTFI FEESO MAR 05 2004

COLLECTIVE BAfIGANI~G INFORMATION I

OSSTF DISTRICT 6A

on behalf of its

0TIiffi cvmmJNG EDUCATION INSTRUCTORS BARGAINING UNIT

Effective September 12003 to August 312006

I TABLE OF CONTENTS bull

BENEFITS (ARTICLE 15) middot9

CHECK-OFF (ARTICLE 7) 2

CORRESPONDENCE (ARTICLE 9) 3

CRIMINAL BACKGROUND CHECKS (ARTICLE 22) 17

DISCIPLINE AND DISCHARGE (ARTICLE 24) 18

DEFINITIONS (ARTICLE 3) 1

EFFECTIVE PERIOD AND RENEWAL (ARTICLE 5) 2

EXTERNAL VACANCIES (ARTICLE 13) 9

GRIEVANCE ARBITRATION PROCEDURE (ARTICLE 10) 3

HEALTH AND SAFETY (ARTICLE 20) 13

LEAVE OF ABSENCE (ARTICLE 21) 13

MANAGEMENT RIGHTS (ARTICLE 4) 2

NO DISCRIMINATION (ARTICLE 6) 2

OMERS (ARTICLE 25) 18

PAY DATES (ARTICLE 19) 13

PERFORMANCE APPRAISAL (ARTICLE 23) 17

PREGNANCY LEAVE (ARTICLE 14) 9

PROFESSIONAL ACTIVITY (ARTICLE 17) 13

PURPOSE (ARTICLE 1) 1

RECOGNITION (ARTICLE 2) 1

RELATIONS COMMITIEE (ARTICLE 18) 13

REPRESENTATION (ARTICLE 8) 3

SALARIES (ARTICLE 16) 11

SENIORITY AND QUALIFICATIONS (ARTICLE 11) 6

SIGNING PAGE 19

STAFFING (ARTICLE 12) 7

Appendix A PregnancyParental Leaves and Benefits 20

Appendix B Supplemental Unemployment Benefits Plan 21

Appendix C Letter of Agreement Benefits22

Appendix D Letter of Agreement - Job Descriptions 23

Appendix E Letter of Understanding - Severance 24

Appendix F Letter of Understanding - Pensionable Earnings 25

Appendix G Letter of Understanding - Performance Appraisals 26

Appendix H Benefits Summary 27

bull bull ARTICLE 1 PURPOSE

101 It is the desire of both Parties to specify within this Agreement the entitlement of those Continuing Education Instructors covered by this Agreement as to salary the conditions of employment allowances and other matters mutually agreed to all of which constitute the entire negotiated Agreement between the Parties

1 02 It is the desire of both Parties to maintain and further harmonious relationships between the Board and each member of the OSSTF District 6A Continuing Education Instructors Bargaining Unit

103 This Agreement shall apply to OSSTF District 6A Continuing Education Instructors Bargaining Unit and to each of the members of the Bargaining Unit employed by Lakehead District School Board

ARTICLE 2 RECOGNITION

201 The Board recognizes the Ontario Secondary School Teachers Federation (OSSTF) as the exclusive bargaining agent authorized to negotiate on behalf of the Continuing Education Instructors employed by the Lakehead District School Board in its Continuing Education Program

202 The Board recognizes the Negotiating Committee of the Bargaining Unit as the group authorized to negotiate on behalf of the Union

203 The Board recognizes the right of the Bargaining Unit to authorize the Federation or any duly authorized representative to assist advise or represent them in all matters pertaining to the negotiation and administration of this Collective Agreement

204 The Bargaining Unit recognizes the right of the Board to authorize the OntariO School Trustees Council or member Association or any solicitor or duly authorized representative to assist advise or represent them in all matters pertaining to the negotiation and administration of this Collective Agreement

ARTICLE 3 DEFINITIONS

301 Instructor shall mean a person covered by the terms of this Collective Agreement as described by the Certificate granted by the Ontario Labour Relations Board as follows

all continuing education instructors employed by the respondent in the Lakehead School District within the District of Thunder Bay save and except those instructors instructing in Heritage Language and General Interest Courses and save and except the Principal of Adult and Continuing Education or designate those above the rank of Principal of Adult and Continuing Education and instructors in bargaining units for which any trade union held bargaining rights as of June 21 1989

302 Federation means the Ontario Secondary School Teachers Federation

303 Bargaining Unit means the Ontario Secondary Schoof Teachers Federation District 6A Continuing Education Instructors Bargaining Unit

304 Board shall mean Lakehead District School Board

305 Days shall mean working day - a day other than Saturday Sunday or a recognized holiday

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bull eARTICLE 4 I

bull MANAGEMENT RIGHTS

401 The Instructors recognize that the Board has a right duty and responsibility to provide operate an1d manage its Continuing Education Program in the Lakehead School Division The Board agrees I

however that it will not exercise any of its rights or alter any rules or regulations for the purpose ofj restricting or limiting the rights of its Instructors as granted and preserved in this Agreement and will not exercise any of its rights in a manner inconsistent with the terms and provisions of this AgreE~ment and employment-related statutes of Ontario

ARTICLE 5 EFFECTIVE PERIOD AND RENEWAL

501 This agreement shall be effective from September 1 2003 and shall continue in full force up to and including August 31 2006 and shall continue automatically thereafter for annual periods of one year unless either Party notifies the other in writing within ninety (90) calendar days prior to the expiration dat~ that it desires to negotiate with a view to renewal with or without modification of this Agreement If notic~ is given the Parties shall meet within thirty (30) calendar days from giving of notice I

502 It is understood and agreed that in the event that a new Agreement has not been reached by the date of expiry of the present Agreement that all terms and provisions of the present Agreement shall contirlUe in force and effect until such time as it is superseded by a new Agreement i

503 This Agreement shall supersede all previous Agreements and shall form the basis of computing all salaries and other conditions defined herein Any amendments shall be made only by mutual consent in wfiting of the Parties to this Agreement 1

504 There shall be no strikes or lock-outs during the term of this Agreement The terms strike and Iopk-out shall be as defined in the Labour Relations Act

ARTICLE 6 NO DISCRIMINATION

601 Each of the Parties hereto agree that there shall be no discrimination interference restraint or coercion exercised or practised upon Continuing Education Instructors because ofmembership in the Barg~ining Unit

ARTICLE 7 CHECK-OFF

I 701 All Continuing Education Instructors shall as a condition of employment maintain membership in the

Bargaining Unit or join the Bargaining Unit within thirty (30) calendar days after the signing of this I Agreement and remain members in good standing All new Continuing Education Instructors shall las a condition of employment join the Bargaining Unit within thirty (30) calendar days and remain mempers in good standing

702 On each pay date which an employee receives a pay cheque the Board shall deduct from each erhployee in the bargaining unit the OSSTF dues and any dues chargeable by the Bargaining Unit The am04nts shall be determined by the OSSTF andor the Bargaining Unit in accordance with their respective constitutions and forwarded in writing to the Board at least thirty (30) calendar days prior to the expected date of change

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703 a) The OSSTF dues deducted in accordance with 702 shall be remitted to the treasurer of OSSTF at 60 Mobile Drive Toronto Ontario M4A 2P3 no later than the 15th of the month following th~ month that the deductions were made Such remittance shall be accompanied by a list identifying the employees their SIN numbers the amounts deducted and the number of days (hours) wdrked

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bull bull (b) Dues specified by the Bargaining Unit in accordance with 702 if any shall be deducted and remitte~ to the Treasurer of the OSSTF District 6A no later than the 15th of the month following the month thaI deductions were made Such remittance shall be accompanied by a list identifying the employees their employee pay date and amounts deducted

704 Any Continuing Education Instructors employed by the Board shall be provided with a copy of the Agreement by the Board and the Bargaining Unit will reimburse the Board for one halfof the cost

705 The Statement of Remunerations (T-4 Income Tax Slip) provided each year by the Board shall indicate the amount of fees paid by each Continuing Education Instructor during the previous year

706 OSSTF andor the Bargaining Unit as the case may be shall indemnify and save the Board harmless from any claims suits judgements attachments and any form of liability as a result of deductions authorized by OSSTF andor the Bargaining Unit

ARTICLE 8 REPRESENTATION

801 The Board agrees that it will deal solely with the duly authorized representatives of the bargaining unit in all matters pertaining to the administration and interpretation of this Agreement

ARTICLE 9 CORRESPONDENCE

901 All correspondence between the Parties arising out of this Agreement shall pass to and from the Manager of Employee Relations or designate and from the President of the Bargaining Unit with a copy to the President of Division 6A

ARTICLE 10 GRIEVANCE ARBITRATION PROCEDURE

1001 Definitions

i) A grievance shall be defined as any question or dispute involving interpretation application or alleged violation of any term provision or condition of this Collective Agreement The question of whether a matter is arbitrable may be processed under the grievance procedure and be submitted to arbitration

ii) The reference to days shall mean regular work days unless otherwise indicated

iii) A party shall be defined as a) the Bargaining Unit or b) the Board

1002 The parties recognize that each Party may elect to be represented by representative(s) of their respective organizations at any stage of the grievance procedure It is also understood and agreed that the Union has carriage of all grievances throughout the grievance and arbitration procedure and not any individual or group of individuals All agreements reached under the grievance procedure between the representatives of the Board and the Union will be final and binding

1003 An employee with the concurrence of the Bargaining Unit may initiate a complaint with the Manager responsible for Continuing Education Such complaint shall not be considered unless brought to the attention of the Manager responsible for Continuing Education or designate within ten (10) working days from the time that the employee should reasonably have become aware of the issue The Manager or designate shall respond verbally no later than seven (7) working days of receipt of such complaint

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GRIEVANCE STEPS

1004 Step 1

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Failing settlement under the informal procedure the Bargaining Unit may forward a written grievance to the Manager of Employee Relations or designate within seven (7) working days of the informal respon~e The Board representative shall make a ruling within seven (7) working days of the receipt of the grievance

Step 2

Failing a satisfactory response the Bargaining Unit may refer the grievance to the Director of Education or designate within seven (7) working days of receipt of the Step One response I

The Director of Education or designate shall convene a meeting of the parties to review the grievarice within ten (10) working days of receipt of the Step One grievance I

The Board representative shall make a written ruling within ten (10) working days of the meeting The Bargaining Unit shall then have twenty-five (25) working days upon receipt of the Step Two resporlse to accept or give written notice of intent to proceed to arbitration

1005 Grievance Format

A written grievance shall contain i) a description of how the alleged dispute is in violation of the agreement and ii) the clauses in the collective agreement alleged violated and iii) the relief or remedy sought and iv) the Signature of the duly authorized official of the Bargaining Unit

1006 Time Limits I I

a) If the time limits for any step in this procedure to arbitration is violated then either Party is free to institute action automatically at the next step of the sequence

b) Time Limits may be extended if mutually agreed in writing

1007 Union Grievance

The union shall have the right to file a policy grievance on behalf of an individual employee or a group of employees in accordance with clause 1005 at Step One within ten (10) working days of the occurr~nce giving rise to the grievance A grievance resulting from the termination of an employee without just 6ause shall be filled at Step Two

1008 Board Grievance

The Board shall have the right to file a written grievance with the President of the Bargaining Unit within ten (10) working days of the occurrence giving rise to the grievance The Union shall have ten (10) working

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days to respond to the Boards grievance The Board shall have twenty-five (25) working days upon receipt of the Unions response to accept or give written notice of intent to proceed to arbitration I

1009 Arbitration Process

(a) The Parties recognize that each Party may elect to be represented by counsel during the arbitration procedure I

(b) An Arbitration Board shall be constituted and convened in the following manner I

i) (a) Either the Board or the local Bargaining Unit Executive may after exhausting the grievance procedure established by this Agreement notify the other Party in writing of its deSire to

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bullsubmit the difference or allegation to arbitration and the notice shall contain the name of 1the first Partys appointee to an Arbitration Board

(b) The Party receiving the notice shall appoint its nominee within five (5) days

(c) The parties by mutual agreement in writing may elect to have the matter heard by a single arbitrator or refer the matter to med-arb as outlined in the Labour Relations Act

(d) At any stage in the grievance procedure the parties by mutual consent in writing may elect to resolve the grievance by using grievance mediation The parties shall agree on the individual to be the mediator and the time frame in which a resolution is to be reached The time lines outlined in the grievance procedure shall be frozen at the time the parties mutually agreed in writing to use the grievance mediation procedure Upon written notification of either party to the other party indicating that the grievance mediation is terminated the time lines in the grievance procedure shall continue from the point at which time they were frozen

ii) In making their appointments to the Arbitration Board both Parties shall be guided by the following provisions

That no person be appointed a member of a Board of Arbitration who has any direct pecuniary interest in the matters coming before it or who has within a period of six months immediately preceding the date of the appointment acted as a mediator solicitor counsel agent or negotiator of either Parties but no person shall be deemed to have direct pecuniary interest by reason only of being a ratepayer within the area of jurisdiction of the Board

iii) The two appointees so selected shall within five days of the appointment of the second of them appoint a third person who shall be the Chair

iv) If the recipient of the notice fails to appoint an arbitrator within the time so limited the appointment shall be made by the Ministry of Labour subject to the limitation imposed by the preceding Clause (ii) or if the two appointees fail to agree upon a Chair within time so limited the Chair shall be appointed by the Ministry of Labour subject to the limitation imposed by preceding Clause (ii)

v) The Arbitration Board shall hear and determine the difference or allegation and shall issue a decision and the decision is final and binding upon the Parties without right to appeal by the Bargaining Unit Executive or the Board The decision of a majority is the decision of the Arbitration Board but if there is no majority the decision of the Chair governs

vi) Each Party shall pay for the expense of its nominee to the Arbitration Board and one-half the cost of the Chair

vii) The Arbitration Board shall have the authority only to settle disputes under the terms of this Agreement and will only interpret and apply this Agreement to the facts of the particular grievance involved The Arbitration Board shall have the authority to fashion an equitable remedy only where a violation of the Collective Agreement has been found The Board of Arbitration shall have no power to alter add to subtract from modify or amend this Collective Agreement nor to give any decision inconsistent with it

viii) Unless mutually agreed otherwise by both Parties the place of hearing shall be in the City of Thunder Bay

1010 There shall be no reprisals of any kind taken against any employee because of participation in the grievance or arbitration procedure under this agreement

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ARTICLE 11 SENIORITY AND QUALIFICATIONS

11 01 Seniority

(a) Employees shall accrue seniority from date of hire into a permanent position andor after 12 co~tinuous calendar months (notwithstanding summer and Christmas inactive periods) in an occasional or ~erm position(s) such seniority being backdated to the date of the original appointment

I (b) Seniority rights shall be determined by continuous employment with Lakehead District School Board in

this bargaining unit I

(c) Accumulation of seniority rights for an instructor shall be initiated from the date of the signing ofla first contract in this bargaining unit Should two or more instructors of this bargaining unit experience the same first contractual signing date then the order of placement on the seniority list shall be determined by the drawing of lots

11 02 (a) Probationary Period

The probationary period upon initial placement in this bargaining unit shall be sixty working dayl The above probationary period may be extended sixty working days upon written notice to the individual concerned and the Bargaining Unit President by the Principal of Continuing Education or designate

(b) Trial Period I

i An instructor shall have the right to request a review of an assignment on the basis of lack ofl qualifications Individual cases shall be reviewed by the committee defined in Article 18 The decision of this committee shall be binding on the Board and the Bargaining Unit In no cas~ shall a request for a review be granted after ten (10) working days in the position

I ii For each new placement for which the instructor has no experience in this position a thirty (30)

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working day trial period may be exercised by the employer upon written notification to the instructor An extension of a further thirty (30) working day trial period may be exercised by the employer upon written notification to the instructor Failure of the trial period(s) shall result in a layoff I

(c) For the instructor transferred from one position to another in the bargaining unit the Board shalll provide appropriate training if the employer deems it necessary

11 03 Layoff

(a) Seniority will be maintained and accumulated during any layoff period as defined in 11 04(a)

(b) Layoff applies only to instructors with seniority and is deemed to occur when

(i) a position ends prior to its anticipated end date or

(ii) a term position to which an instructor has been assigned or reassigned ends or

(iii)a September appointment to a position is not available

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(c) An employee laid off will be given the opportunity to displace an employee who has lesser bargaining unit seniority and who is the least senior employee provided that the employee has the ability and qualifications to perform the duties without training other than orientation I

1104 Recall

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(a) Recall rights to a permanent position will be in effect for thirty (30) calendar months from the dae of layoff from a permanent job position

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(b) Each instructor shall have the right of refusal to two recalls to a permanent job vacancy during the period of layoff as defined in 11 04 a) The failure to successfully complete a trial period shall not constitute a recall to a posted permanent pos~ion

(c) After the layoff period as defined in 11 04(a) the employer shall have no responsibilities to the individual who is in a layoff position

(d) Employees on recall shall be placed into available positions in order of seniority provided the employee has the ability and qualifications to perform the duties without training other than orientation

(e) Should a permanent vacancy occur the Board shall offer the posttion to the most senior qualified employee on the recall list by telephone

(f) It shall be deemed the instructors responsibility to keep a current address telephone number and educational upgrades on file with Human Resources of Lakehead District School Board

11 05 Retention Loss

(a) Termination of employment by the instructor will terminate seniority within this Bargaining Unit with Lakehead District School Board

(b) Should an instructor refuse a third assignment in accordance with clause 1104 b) their employment will be terminated and they shall lose all seniority

(c) It is the instructors obligation to keep Human Resources informed of a current address telephone number and educational upgrades Failure to do so may result in bypass of recall rights

1106 Termination

(a) An instructor may terminate employment with the Board at any time with two weeks written notice Termination of employment with less than two weeks written notice shall require the mutual consent of the Board

(b) Should the Board elect to discontinue its Continuing Education Program or part thereof then each instructor terminated consistent with the seniority provisions of this collective agreement shall receive notice or pay-in-lieu of notice as per the Employment Standards Act

ARTICLE 12 STAFFING

1201 (a) All staffing will be based on qualifications experience and availability of pOSitions except in cases of layoff where the provisions of Article 11 03 apply Qualifications will continue to be those used on current job postings for all instructors positions including requiring an OTC as a minimum level The employer will not alter the qualifications required to perform existing jobs of the Bargaining Unit without prior consultation with the Union

(b) It is understood that the school year and normal positions run from September to June (with an inactive July-August period) Other positions may have different start dates end dates and duration according to specific program funding

(c) Staffing assignments for September will be discussed with the Bargaining Unit President prior to the tentative assignment notification to be made prior to June 15 Wherever possible any changes will be conveyed to the instructors in writing

(d) In the event that a staff reorganization is required the Board agrees to consult with the Bargaining Unit President prior to such

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(e) Instructors will not be replaced laid off nor shall the employer refuse to call in or recall an employee owing to the use of any of the following volunteers co-op students Faculty of Education students replacement workers or persons on government funded programs

1202 Term Position

A term position is a position created by specific program funding and of a specific duration

1203 Permanent Vacancies i

a) Subject to Article 11 Layoff and Recall when a permanent position becomes vacant or a new position is created the Board shall post the vacancy for five (5) working days at all Continuin1g Education work sites I

b) Vacancies that occur during the months of July and August shall be posted at the beginning of the work year in accordance with clause 1203 a) I

c) Members of the Bargaining Unit who have applied for the vacancy shall be given first consideration for vacancies that have been posted In filling vacancies under this article the Board shall b~se its decision according to Article 1201 a) This clause shall not prevent the Board from advertising externally in conjunction with the internal posting

d) The Board reserves the right to advertise externally any vacancies occurring during the month of July and August to expedite the filling of a position vacancy after the internal posting period

e) Where a qualified internal candidate has applied for the vacancy under 1203 b) the employee shall have the right to placement in the vacancy subject to seniority

1204 Occasional Vacancies

(a) Occasional vacancies are created by the absence of permanent instructors due to reasons of illnessI

leaves of absence or a term appointment to a position with specific program funding and duration

I (b) Following any staffing re-organization required by the principal or designate Long-Term Occasional

vacancies (known to be three (3) months or more) shall be posted for five (5) working days at all Continuing Education Worksites I

I (c) Short-Term vacancies (less than three (3) months) shall not require posting

(d) The Board is required to post the initial Occasional Vacancy only but not any subsequent vacancies resulting therefrom

1205 An instructor who has worked for twelve (12) consecutive months without time off in that period at least equal to that shown in the chart below shall be eligible for total time off (to be considered as vacation days) to equal the total indicated below (otherwise it is pro-rated) These vacation days will be taken at ~ time mutually agreed to between the instructor and Superintendent responsible for Continuing Education or designate As vacation pay has already been granted these days are unpaid I

Years of Seniority Percentage of Pay Equivalent Weeks

0- 1 4 2

2 - 8 6 3

9 -15 8 4

16 - 24 10 5

25 and over 12 6

Based on full years of serviceseniority

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1206 Whenever an occasional position or term position (to which a permanent instructor has applied) ends for a A permanent instructor the following criteria shall apply

a) The incumbent has first right of refusal to a renewal or extension of the position

b) The incumbent is eligible to apply for other positions according to this Article

c) The incumbent may return to the former position providing the person occupying the position has less seniority

d) The incumbent may during the first working week of September or during the first working week of January bump a less senior instructor in a September to June position subject to the criteria set out in Article 11 03 (c)

ARTICLE 13 EXTERNAL VACANCIES

1301 The Board shall continue present hiring practices of giving consideration to present instructors who apply for posted positions

Instructors who possess the necessary qualifications and experience for the posted position shall be carefully considered in the short listing for an interview process

ARTICLE 14 PREGNANCY LEAVE

1401 (a) An Instructor shall be eligible for PregnancyParental Leave as per the Employment Standards Act

(b) An Instructor shall be eligible for SEB in accordance with Appendix B attached

ARTICLE 15 BENEFITS

1501 Short Term Disability Plan

(a) Beginning September 1 1999 a short-term disability plan providing benefits at 70 of salary from the first day of accident or hospitalization and from the third day of illness for a period of twenty-six (26) weeks after which time the Boards Long Term Disability Plan will take effect The Board will pay the cost of this short-term disability plan

(b) Each Instructor will receive six (6) non-accumulating emergency sick days at 100 pay level January 1 of each year to be used during the waiting period for illness as described in 1501 (a) For an Instructor hired after January 1 emergency sick days will be pro-rated as follows

No of months Entitlement No of emergency remaining in the as per preceding

sick days = teaching year X sentence 10

- Where the number of months remaining is calculated by including the month of hire if hired prior to the 16th of that month (For 1999 employees working September to December are granted three (3) days)

(c) Pre-September 1999 hires who have days remaining in their sick leave bank (maximum 20 days) may carry these days as a top-up reserve for purposes of augmenting the 70 pay to 100

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1502 Life Insurance bull All instructors shall participate in the life insurance plan

Coverage equal to two times current annual salary

The Board will contribute 100 of the premiums for group insurance coverage up to 2 times the employees annual salary I

I For layoffs other than the normal summer layoff instructors may elect to continue payment of t~e premiums and maintain coverage for as long as they have recall rights under the collective agreement

1503 Ontario Teachers Certificate Recognition

A recognition allowance in addition to grid salary of $500 per year will be paid to Instructors hOldin~ an Ontario Teachers Certificate The $500 will be prorated for Instructors working less than 25 hours per week andor less than a normal school year The allowance shall be paid in two equal instalments one i~ the last pay prior to Christmas and one in the last pay prior to the summer layoff For employees in Term Positions the prorated allowances shall be paid in one lump sum at the end of each term I

1504 Statutory Holidays i I I

An Instructor will receive holiday pay equivalent to their daily rate of pay for each of the following statutory holidays provided the instructor works on the work day immediately preceding and on the work day immediately following the holiday

New Years Day Civic Holiday (August) Good Friday Labour Day Easter Monday Thanksgiving Victoria Day Christmas Canada Day Boxing Day

1505 Vacation Pay

Years of Seniority Percentage of Pay

0- 1 4 2 - 8 6 9-15 8 16-24 10

25 and over 12 Based on full years of serviceseniority (anniversary date)

1506 Mileage i

Mileage shall be paid according to existing Board policy (See Allowance for Use of Personal vJicles Procedures 3070)

1507 Extended Health Care Dental Care Vision Care Long Term Disability (LTD)

a) Continuing Education Instructors shall be eligible for Extended Health Care benefits with 90 of the monthly premiums paid by the Board I

i b) Continuing Education Instructors shall be eligible for Dental Care benefits with 90 of the monthly

premiums paid by the Board

c) Continuing Education Instructors shall be eligible for Vision Care benefits unlimited claims up to ~aximum of $250 every 24 months (dependants under 18 $250 every year) with 90 of the monthly premiums paid by the Board I

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bulld) The Board will contribute 50 of the premium for the Boards Long Term Disability Plan This plan will tak~ effect September 1 1999

e) Instructors shall pay their portion of premiums during the summer lay-off months Benefit premium payment is pro-rated for Instructors working less than 25 regular hours per week Participation in all Benefit Plans is mandatory

f) Effective September 1 2001 part time instructors employed for less than 25 hours shall have the option of not participating in Board benefit plans Instructors who opt out shall receive five ($5) dollarsworking day in lieu of benefits

1508 Course Development Remuneration

When course development is required by the principal or designate qualified instructors will be offered the work on a fee for service basis Such offers will be equitably distributed amongst qualified instructors Course development work will be offered to persons outside the bargaining unit only if qualified instructors are either unavailable or unwilling to accept it

Fee for service means a predetermined amount of compensation for a predefined service

ARTICLE 16 SALARIES

1601 Instructors (a)

Se~t 11 2003 Se~t 11 2004 Se~t 11 2005 Hourly Hourly Hourly

Occasional 1895 1952 2011 Step 1 2067 2129 2193 Step 2 2239 2306 2375 Step 3 2412 2484 2559 Step 4 2582 2659 2739 Step5 2755 2838 2923 Step 6 2940 3028 3119 Step 7 3100 3193 3289 Step 8 3276 3375 3476

(b) Designated markers will be paid according to Article 1601 (a)

bull A full time marking assignment is 1 03 papers per week

bull Examination papers shall be paid at the rate of $560paper for one examination only per course

bull A Committee of markers and the Manager will meet bi-weekly to monitor and make internal adjustments as mutually agreed to re

bull total volume of papers bull ebb and flow of papers bull other related matters

bull Extra papers for designated markers and other Continuing Education Instructors will be paid out at the rate of $560paper for designated markers after December totals and for other instructors according to time sheets All extra marking subsequent to December to be paid on timesheets bi-weekly subject to ebb and flow

bull The Board will make adjustments to designated marking staff as required after consultation with the Union

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EXAMPLE MARKING CALCULATIONS bull MARKING CALCULATIONS I

FULL TIME MARKER 103 PAPERS HALF TIME MARKER 56 PAPERS HALF TIME MARKER 47 PAPERS (15 Hrs) (125 Hrs) I

103 QaQers + 5 =206 =21 56 QaQers + 1 =112 =11 Qa(2ersday 47 (2aQers + 5 =94 = 9 Qa~ersday QaQersday miss 1 day miss 1 day miss 1 day I

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206 X 2 = 412 = 41 (aQersday 112 X 2 =224 = 22 QaQersday miss 94 X 2 = 188 = 19 l2aQersday miss miss 2 days 2 days 2 days I

112 X 3 =336 = 34 l2aQersday miss 94 X 3 = 282 = 28 QaQersday miss miss 3 days 206 X 3 =618 = 62 Qal2ersday

3 days 3 days I 112 X 4 =448 =45 QaQersday miss 94 X 4 = 376 = 38 128Qersday miss

miss 4 days 206 X 4 = 824 = 82 l2al2ersday

i4 days 4 days 112 X 5 = 56 = 56 Qal2ersday miss 206 X 5 = 103 =103 l2al2ersday 94 X 5 = 47 = 47 12812ersday miss

I5 days 5 days miss 5 days I

I of QaQers to be marked full time [2er of QaQers to be marked full time Qer of Qagers to be marked fun time Qer day day 15 hrs day (125 hrs) 5 days = 103 5 days = 56 5 days = 47 ~

4 days = 38 3 days = 62 4 days = 82 4 days =45

3 days = 34 3 days = 28 2 days = 41 2 days =22 2 days =19 1 day = 21 1 day = 91 day =11

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1602 Instructors shall begin at Step one and shall move to the next step every September of employme~t contingent upon satisfactory performance I

1603 Each full year of teaching in an educational institute deemed acceptable by the Board will be rec~gnized as a full years experience for the purpose of placement on the salary grid It shall be the sole responsibility of the teacher to provide satisfactory proof to the Board in writing

1604 Paid Staff Meeting

Continuing Education Instructors shall receive one paid hour per month for staff meeting purposes1

1605 Coordinator I

I 1606 The occasional staff replacing an instructor on leave shall be paid at the occasional hourly rate on the grid

After working 15 days the instructor who is replacing the instructor on leave shall be paid at grid stbp 1

1607 A member of the Bargaining Unit may be assigned by the Board to be a Teacher-In-Chargefor abJences of 1 day or greater The Teacher-In-Charge shall be paid a premium of $25 per day i

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I January 1 1995

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bullbull ARTICLE 17 PROFESSIONAL ACTIVITY

1701 The Board shall provide information to the Bargaining Unit President about Board sponsored workshops courses and currculum meetings Continuing Education Instructors may participate on a voluntary basis subject to availability of space

ARTICLE 18 RELATIONS COMMITTEE

1801 The Labour Management Committee shall be composed of two (2) members representing the Administration and two (2) members representing the Bargaining Unit

1802 Meetings shall be held at the request of either Party

1803 The Committee shall discuss conditions of employment and any other matter that is a concern to the Instructors or to the Board

ARTICLE 19 PAYDATES

Salary shall be paid according to the schedule published annually by Payroll Timesheets must be received by the payroll department as set out in this schedule

ARTICLE 20 HEALTH AND SAFETY

2001 When duties are reqired to be performed by Instructors as Health and Safety representatives andor a Joint Health and Safety Committee member on the Bargaining Unit Health and Safety Committees those duties will be performed with no loss of salary

2002 The Board shall provide and maintain at no cost to the Instructor personal protective eqUipment clothing or devices required by the Occupational Health and Safety Act

2003 All activities of the Joint Health and Safety Committee will be governed as per the agreed guidelines established under the Health and Safety Act

2004 The Board shall provide to the Bargaining Unit President and the Bargaining Unit Health and Safety Officers all relevant health and safety information and committee recommendations for posting and filing

2005 The Board shall provide to the Bargaining Unit President and the Bargaining Unit Health and Safety Officers reports of lost time andor accidents requiring medical attention pertaining to individuals governed by this contract

ARTICLE 21 LEAVE OF ABSENCE

21 01 Leave of Absence without loss of salary

Leave of Absence without loss of salary and without loss of sick leave credits shall be granted to Instructors by the Board on application to the Principal or designate for the following reasons

(a) Bereavement Leave

This covers an absence from duty due to a bereavement in the Instructors immediate family of up to but not exceeding five (5) work days on anyone occasion When used herein immediate family shall

13

I

e _ I include father mother sister brother spouse (including common law and same sex partner) ~on

daughter father-in-law mother-in-law grandparents grandchildren legal guardian sister-in- iaw and brother-in-law i

I An instructor shall be granted a leave of up to one (1) work day on anyone occasion to attend the funeral of a member of the family not identified above or to attend the funeral of a close persdnal friend

(b) Compassionate Leave I

This covers an absence from duty due to a severe illness in the Instructors immediate family of up to but not exceeding five (5) work days per school year When used herein immediate family shall include father mother sister brother spouse (including common law and same sex partners) son daughter father-in-law mother-in-law grandparents grandchildren legal guardian sister-in-law and brother-in-law i

(c) Jury Duty and Witness I I

This covers the absence of an instructor from duty for a period of time required to fulfil the abltgtve requirements Remuneration gained from jury duty or witness responsibilities shall be the property of Lakehead District School Board I

(d) Professional Development or In-Service Training

This covers the absence of an instructor for the stated cause Such professional developme~t or inshyservice training will meet the requirements and guidelines of the Board curriculum indicators Ministry initiatives and school needs I

(e) Union Activity

This covers the absence of an instructor for the stated cause Such cost to the Board will be I compensated to the Board upon accounting to the Instructor Bargaining Unit of OSSTF District 6A Two working days notification is required for such absence I

(f) Absence fOr Other Reasons I I

i An instructor may be absent from duty for a reason not set out in this article when such leaveiis granted by the Manager of Human Resources or deSignate

I2102 Leave of Absence with Loss of Salary I

(a) A leave of absence from the Bargaining Unit may be granted for a period of up to one school ~ear The leave shall be at the discretion of the Principal or designate and the Manager of Human i Resources or designate Any extension(s) w~1 only be granted under exceptional circumstances

(i) If the leave of absence is for the purpose of employment as a teacher with the Lakehe1ad District School Board seniority will be maintained but not accrue and grid level placement shall be as if the leave had not occurred I

(ii) If the leave of absence is for the purpose of other employment with the Lakehead District School Board or another employer seniority will be maintained but not accrue I

(iii) If the leave of absence is taken for any other purpose placement on the Instructors ~eniority list will be maintained but not accrue

i (iv) Seniority placement shall be adjusted on a month per month basis for each full monthof

absence I I

14

bull(v) Notification of return from a leave of absence shall be made in writing to the Principal of t1 Continuing Education or designate and the Manager of Human Resources or designate by May 31 st

(b) A leave of absence from duty may be granted for a reason not set out in this article when such leave is granted by the Superintendent of Human Resources or designate

2103 Deferred Salary Leave

21031 Description

The Deferred Salary Leave Plan has been developed to afford staff covered by this agreement the opportunity of taking a one (1) year or a six (6) month leave of absence and through deferral of salary finance the leave

21032 Qualifications

Any employee having at least three (3) years seniority on permanent staff with The Board is eligible to participate in the plan

21033 Application

210331 An employee must make written application to the Superintendent of Education (Human Resources) on or before May 1 st requesting permission to participate in the plan

210332 Written acceptance or denial of the request with explanation will be forwarded to the applicant by the last school day in the school year the original request is made

210333 Approval of individual requests to participate in the plan shall rest solely with the Board Salary deferral will commence on the first pay of the next school year (September)

21034 Payment Formula and Leave of Absence

The payment of salary fringe benefits and the timing of leave of absence shall be as follows

210341 (a) In each year of the plan preceding the year of the leave the employee will be paid a reduced percentage of the employees annual salary

The remaining percentage which cannot exceed 33 13 of the annual salary will be deferred and shall be retained for the instructor by the Board to finance the year of leave

(b)The calculation of interest under terms of this plan shall be done monthly (not in advance) The interest paid shall be calculated by averaging the interest rates in effect on the last day of each month for a true savings account oneshyyear term deposit a three-year term deposit and a five-year term deposit The rates for each of the accounts identified will be those quoted by the bank with which the Board deals

Interest shall be calculated as above and credited to the employees account on the day prior to the last regular working day of each month

Example

i Rates in effect at end of month x true savings account 912 1 year term deposits 10 3 year term deposits 934

15

5 year term deposits 934bull Average 934

ii Amount of salary pi u s interest on accou nt in month x ~ $1 000 I

iii Interest earned $1000 x 9 34 + 12 =$812 I

(c) Any interest generated shall be paid to the employee in the taxation y~ar during which it was accrued

210342 (a) While an employee is enrolled in the plan and not on leave any b~nefits tied to salary level shall be structured according to the salary the errployee would have received had the employee not been enrolled in the plah

I

I

(b) Fringe benefits will be maintained by the Board during the leave ofi absence however the premium costs of all fringe benefits during tl1le leave shall be paid by the employee

I (c)While on leave any benefits tied to salary level shall be structured I

according to the salary the employee would have received in the year prior to taking the leave had the employee not been enrolled in the plan

(d)While on leave monies accumulated will be paid in accordance with the normal pay schedule I

I (e) Although it is not recommended an individual may withdraw the total

monies accumulated in the fund upon the commencement of the le~ve Since this option is not recommended you are advised to contact y6ur local Union Executive prior to selecting a lump sum withdrawal of payme~t

i I21035 Terms of Reference I I

210351 The leave of absence period must not be less than six consecutive months I I

210352 The leave must commence no later than six years after the date of the first deferral of salary I

I

210353 An employee on leave may not receive any remuneration from the Lakenead Board during the period of the leave other than the amount of salary deferred plus interest accrued as per Article 21341 i

210354 An employee returning from leave must remain in the employ of the Boa~d for a period of time at least equal to the period of time the employee was on Ieave

210355 Should an employee elect not to take the leave within the six-year periodj as indicated in Article 21352 the salary plus interest accrued shall be paiq to the employee no later than the end of the first taxation year after the expiration of the six-year period in Article 21352

210356 An employee may withdraw from the plan any time prior to March 1 st of the

I

calendar year in which the leave is to be taken

Repayment shall be made within 60 calendar days immediately fOllowind the date of the employees written request to withdraw from the plan is submitted to the Superintendent of Human Resources or designate Any exceptions to th~ aforesaid shall be at the discretion of the Board I

I

16

210357bullSick leave credits will not accumulate during the leave nor will the previous d accumulation be reduced For leaves less than a year sick leave credits will be prorated as per the leave

210358 Pension deductions are to be continued according to the current rulings of the Teachers Pension Plan Commission or the OMERS board

210359 In the event that a suitable replacement cannot be hired for an employee who has been granted a leave the Board may defer the year of the leave In this instance an employee may choose to remain in the plan or receive repayment as per Article 21356 However the conditions of Article 21352 and 21341 (b) would continue to apply

2103510 Should an employee die while participating in the plan any monies accumulated plus interest accrued (see 21341(braquo at the time of death will be paid to the deceaseds estate

2103511 All employees wishing to participate in the plan shall be required to sign a contract supplied by the Board before final approval for participation will be granted

2103512 On return from leave an employee will be aSSigned to the same position or if said position no longer exists the employee will be governed by the provisions of Article 14 effective the date of the employees scheduled return to work

2103513 (a) Employees laid off in accordance with Article 14 must withdraw from the plan

(b) In such case the employee shall be paid a lump sum adjustment equal to any monies deferred plus interest accrued to the date of withdrawal from the plan

ARTICLE 22 CRIMINAL BACKGROUND CHECKS

2201 (a) The Board will cover the cost of the criminal background check for all incumbent Teachers who participate in the check offered by the Ontario Education Services Corporation If the Teacher wishes to obtain a criminal background check on his or her own the Teacher will be responsible for this expense

(b) The Board shall collect and manage personal documents relating to criminal background checks and offence declarations in a secure manner that provides for confidentiality and privacy Access to such records and information shall be limited to the Superintendent responsible for Human Resources and lor Employee Relations and I or deSignate The Superintendent shall upon request advise the Bargaining Unit President of the names of those so deSignated Such personnel shall not be members of the Bargaining Unit

(c) Any diSCiplinary action related to Criminal Background Check or Offence Declaration may be subject to a grievance

(d) The Board shall release and report information to the College of Teachers only as required under government Acts and Regulations

ARTICLE 23 PERFORMANCE APPRAISAL

2301 In the event that employee evaluations are carried out such evaluation shall be placed on the employees personnel file A copy of such evaluation shall be provided to the employee

17

I I

IARTICLE 24

DISCIPLINE AND DISCHARGE I

Nu eJrtpluyee tetll be denuted disciplined ur discharged wj~hout Just cause I I

2402 The Board recognizes the right of the OSSTF to represent a member at any disciplinary meeting when the conduct or competence of the member is being considered

ARTICLE 25 OMERS

2501 In accordance with plan provisions and eligibility employees shall participate in either the Teachers Pension Plan or OMERS

18

Signing Page

Dated at Thunder Bay Ontario this Iq~ day o~ 2004

In Witness Whereof the Parties have hereto affixed their corporate seals attested by their respective proper officers in that behalf

Signed Sealed and Delivered in the presence of

For the Board~ I amp~

Chair

~jlo~g Witness

For the Continuing Education Instructors Bargaining Unit District 6A of OSSTF

19

I APPENDIX A

PREGNANCYPARENTAL LEAVES AND BENEFITS

This chart highlights the recent changes to the Unemployment Insurance Benefits and the Emplo~ment Standards Act regarding benefits for parents I

ONTARIO TOTAL BENEFITS (Employmentmiddotlnsurance

FEDERAL (Employment Standards Act)

Benefits)

bull allows up to 17 weeks of leave bull benefits are the lesser of 55 ofbull two week waiting period gtshy salary or the maximum established (no EI benefits ) ()

bull 15 weeks of EI benefits by EI iz laquo bull Lakehead District School Board pays z equivalent to EI benefits d~ring thelt

w two week waiting period Ia a bull EI pays for 15 weeks following

waiting period I I I

bull mother and father MAY share up to benefits

bull up to 37 weeks of leave bull up to 35 weeks of EI bull for natural or adoptive parents a combined total of 35 weekslof EI

benefits (at the lesser of 55of parents

bull mother AND father are eligible bull for natural or adoptive salary or maximum established by

bull mother OR father OR EL) shared bull benefit plans including vision

extended health pension PlaS life 700 hours of insurable bull parent must have had

insurance and dental will be

earnings in the last 52 maintained if the employee continues weeks if babys birthdate to pay hisher portion of the benefits prior to December 31 2000

bull must have been hired by employer at bull the Lakehead Board may all~w an 600 hours of insurable

bull parent must have had least 13 weeks before due date and unpaid leave of absence overiand

5() must give at least 2 weeks notice above the legislated time frames If

if babys birthdate is after earnings in last 52 weeks

the employee wishes to contihue bull seniority accumUlates during the I

benefits the employee must pay both leave~ December 30 2000 the employees and employer~s share

Z combined sickness o maximum of 50 weeks of bull reinstatement to position held before

leave is guaranteedo() maternityparental bull employer will continue to pay its

share of the parents benefits if the parent continues to pay hisher share I

If you contemplate accessing any of the above benefits contact Human Resources for clarificatio~ The above chart is meant as a guide and is not to be considered definitive I

I

20

APPENDIX B lt4

Supplemental Unemployment Benefits Plan

Effective September 12002 employees of The Lakehead District School Board who are eligible for federal maternity leave benefits and apply for such will qualify for the following

Supplemental Employment Benefits (SEB)

Employees who are eligible and whul make application for Maternity Benefits as outlined under Federal legislation will receive pay equivalent to EI benefits as outlined under the collective agreement during the two (2) week waiting period Proof of receipt must be forwarded to the Human Resources

Post Delivery (Maternity Leave)

Employees are also eligible to top-up their EI benefits up to a maximum of six (6) weeks (from their sick leave earnings bank or from the STD plan) To receive this supplement an employee must supply Human Resources with adequate information from HRDC reflecting their weekly wage rate The top-up pay will be the difference between what an employee receives from Employment Insurance and their normal pay including any payments generated from the SEB plan Pay will not however exceed 100 of the employees normal weekly earnings

Employees who do not qualify for EI Payments will be paid sick leave benefits up to a maximum of 6 weeks To receive such pay the employee must provide adequate proof to Human Resources

Until HRDC regulation 38 is changed top-up pay will not be deducted from the employees accrued sick leave credits

-Note1 Teachers and Ten Month employees shall only be paid for the time that falls in their normal scheduled work period

21

APPENDIX C middot

Letter of Agreement

between

Lakehead District School Board

and

OSSTF District 6A Continuing Education Instructors Bargaining Unit

Re Benefits

I I I

The parties agree that any changes to the Extended Health and Dental plans negotiated by the Disrict 6A Secondary School Teachers and the Board shall also apply to the Continuing Education Instructors Distrrct 6A

For the Board For the Union

22

APPENDIX iD~

Letter of Agreement

between


and


Re Job Descriptions

The parties shall meet and attempt to reach an agreement on job descriptions for members of the Bargaining Unit The committee shall provide a progress report to their respective parties no later than February 1 2002


~~~-~~~ ~

23

bull bull I APPENDIX E

Letter of Understanding Between

Lakehead Public Schools And


Re Enhanced Severance Package Closure of Balmoral Centre Job Loss

The Parties hereto agree that should the Balmoral Centre and or the programs associated with its i operation cease the following enhanced severance package shall be extended to all employees that are actively on staff and who are negatively impacted through job loss I

1) Employees actively on staff shall receive severance payments in accordance with the Employment II

Standards Act of Ontario I I

2) In calculating the pay associated with this severance payment the multiple used shall be one and oha half (1 1h) weeks for each year of service

24

bull APPENDIX R~




Re Pensionable Earnings

The hereto parties agree to further examine the issue of pensionable earnings and credits associated with OMERS and TPP

For the Union

~~~~~

~

25

I I

I APPE~DIX G

I Letter of Understanding

Between

j

I

The Lakehead District School Board

And

OSSTF District 6A on behalf of its Continuing Education Instructors Bargaining Unit

I Re Performance Appraisals

I The Board and the Bargaining Unit agree to continue the joint consultation process for performance appra~als through the Labour Management Committee I

I It is understood that Bargaining Unit members shall not provide input regarding the performance of other OSSTF membeffi i

I

I For the Board

26

bull ~

APPENDIXHi BENEFITS SUMMARY

This is a summary only For further information call the Benefits Clerk at the Board Office

Extended Health Extended Health Care other than the services of a dentist must be ordered by the a doctor

HOSPITAL INSURANCE 1 Covers the difference between ward coverage and semi-private

MEDICAL SUPPLEMENT 1 $10 deductiblesingle $20 deductiblefamily per year 2 Covers

Prescription drugs that are available only by prescription are covered A Doctors charges other hospital services excluding room charges and other medical services outside

of Canada are included (see detailed information) B Private nursing care (not in hospital) C Professional services licensed masseurs chiropractors osteopaths naturopaths podiatrists speech

therapists psychologists with some limitations (see your benefit booklet) D Dentists for accidental damage to teeth E Rented medical equipment F Licensed ambulance service G Physiotherapists - maximum of $750personschool year H Laboratory services I Radiotherapy J Private room (difference between semi-private and private room) K Hearing Note This coverage requires you to pay the total costs and submit receipts for reimbursement

Dental Benefits 1 General Benefits - 100 Payment of

A Oral Examination - One complete every 24 months - Recall twice a calendar year with a 5 month interval Effective January 1 2001 recall every 9 months

for members and depmdents 19 years of age and over - Emergency or specific examinations - Radiographs and radiographic interpretations once every 24 months - Bite wing radiographs two per year with a 5 month interval Effective January 1 2001 recall every 9

months for members and dependents 19 years of age and over - Radiograph to diagnose a symptom oral exam a particular course of treatment - Oral hygiene instruction Once every 5 months for dependents under 19 up to a maximum of 2

sessions per benefit year and once every 9 months for persons age 19 and over A Required consultation with another dentist B Prophylaxes and topical examinations - two a year with a five month interval Effective January 1

2001 recall every 9 months for members and depmdents 19 years of age and over C Emergency or palliative services D Diagnostic testing and laboratory examinations E Removal of impacted teeth and related anaesthesia F Provision of spacers for missing primary teeth

2 Restorative and Surgical Procedures - 100 Payment of A Fillings B Removal of teeth C Preformed stainless steel crowns and repairs to preformed stainless steel crowns D Endodontics root canal therapy and fillings

treatment of disease of the pulp tissue A Periodontics treatment of the disease of gums and other supporting tissues to the

teeth 8 Repairs to bridges and dentures

27

~ Rebase orreline or mr adjustment of an existing partial or come denture 3 Coverage for the following items will be subject to 75 of the cost with annual maximum of $1000

A Inlays and onlays B Crowns and repairs to crowns other that repairs to preformed crowns C Construction and insertion of bridges D Replacement - once every five years to replace equivalent bridge (see detailed information) I

4 Collection of benefits I Claims forms available at the school or Board office File claims within 90 days Claims over $500 mu~t be pre-authorized by Sun Life I

Long Term Disability I 1 Eligibility - Continuous disability for six months 2 Monthly benefit - 70 of pre-disability monthly earnings to a maximum of $5300 per month 3 During rehabilitation programs Long Term Disability benefits will be reduced by only 50 of your

rehabilitative earnings 4 Reoccurrence of the same disability within a six month period will be treated as the original disabilityIAfter six

I

months it will be treated as a new disability 5 During disability Basic and Optional Group Life continues and premium contributions are waived 6 LTD claimants must participate in LTD rehabilitation programs subject to appropriate medical approval

I I

Group Life BASIC GROUP LIFE - payable by the Board

A Two times Cat IV Maximum or two times annual salary whichever is greater

OPTIONAL GROUP LIFE - payable by employee Self

steps of $10000 up to a maximum of $500000 II

election to join the optional plan when initially employed or at a later date subject to medical certification available to permanent employees at least half-time or more rates are unisex with age bands and smokernon-smoker designations

Spouse steps of$1000 up to maximum of $200000

IChildren I$10000 per child up to age 21 or age 25 if attending college or university full time (One rate cov1ers all children in family regardless of number)

During LTD Disability i No cost in premium I

Upon Retirement I Teachers retiring before age 65 may continue the group coverage and the optional coverage with the full

cost being borne by the retiree I

Coverage ends at age 65

Vision Care A Beginning Sept 1 st 1991 unlimited claims up to a maximum of $250 per person every 24 months B Dependents under 18 may claim $250 every 12 months I

I I

NOTE PLEASE SEE APPENDIX C bull LETTER OF AGREEMENT RE BENEFITS

28

I TABLE OF CONTENTS bull

BENEFITS (ARTICLE 15) middot9

CHECK-OFF (ARTICLE 7) 2

CORRESPONDENCE (ARTICLE 9) 3

CRIMINAL BACKGROUND CHECKS (ARTICLE 22) 17

DISCIPLINE AND DISCHARGE (ARTICLE 24) 18

DEFINITIONS (ARTICLE 3) 1

EFFECTIVE PERIOD AND RENEWAL (ARTICLE 5) 2

EXTERNAL VACANCIES (ARTICLE 13) 9

GRIEVANCE ARBITRATION PROCEDURE (ARTICLE 10) 3

HEALTH AND SAFETY (ARTICLE 20) 13

LEAVE OF ABSENCE (ARTICLE 21) 13

MANAGEMENT RIGHTS (ARTICLE 4) 2

NO DISCRIMINATION (ARTICLE 6) 2

OMERS (ARTICLE 25) 18

PAY DATES (ARTICLE 19) 13

PERFORMANCE APPRAISAL (ARTICLE 23) 17

PREGNANCY LEAVE (ARTICLE 14) 9

PROFESSIONAL ACTIVITY (ARTICLE 17) 13

PURPOSE (ARTICLE 1) 1

RECOGNITION (ARTICLE 2) 1

RELATIONS COMMITIEE (ARTICLE 18) 13

REPRESENTATION (ARTICLE 8) 3

SALARIES (ARTICLE 16) 11

SENIORITY AND QUALIFICATIONS (ARTICLE 11) 6

SIGNING PAGE 19

STAFFING (ARTICLE 12) 7

Appendix A PregnancyParental Leaves and Benefits 20

Appendix B Supplemental Unemployment Benefits Plan 21

Appendix C Letter of Agreement Benefits22

Appendix D Letter of Agreement - Job Descriptions 23

Appendix E Letter of Understanding - Severance 24

Appendix F Letter of Understanding - Pensionable Earnings 25

Appendix G Letter of Understanding - Performance Appraisals 26

Appendix H Benefits Summary 27

















1

bull eARTICLE 4 I











ARTICLE 7 CHECK-OFF




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3

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1004 Step 1

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ARTICLE 12 STAFFING





7


1202 Term Position

















0- 1 4 2

2 - 8 6 3

9 -15 8 4

16 - 24 10 5

25 and over 12 6


8












ARTICLE 15 BENEFITS








9










1505 Vacation Pay


0- 1 4 2 - 8 6 9-15 8 16-24 10


1506 Mileage i







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11




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15






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17

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IARTICLE 24




ARTICLE 25 OMERS


18

Signing Page





Chair

~jlo~g Witness


19

I APPENDIX A





Benefits)























I

20

APPENDIX B lt4










21

APPENDIX C middot

Letter of Agreement

between


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Re Benefits

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22

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23










24

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26

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28

















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I


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I














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I


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ARTICLE 12 STAFFING





7


1202 Term Position

















0- 1 4 2

2 - 8 6 3

9 -15 8 4

16 - 24 10 5

25 and over 12 6


8












ARTICLE 15 BENEFITS








9










1505 Vacation Pay


0- 1 4 2 - 8 6 9-15 8 16-24 10


1506 Mileage i







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ARTICLE 16 SALARIES











11




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I January 1 1995

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15






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17

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IARTICLE 24




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18

Signing Page





Chair

~jlo~g Witness


19

I APPENDIX A





Benefits)























I

20

APPENDIX B lt4










21

APPENDIX C middot

Letter of Agreement

between


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Re Benefits

I I I



22

APPENDIX iD~

Letter of Agreement

between


and


Re Job Descriptions



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23










24

bull APPENDIX R~






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~~~~~

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25

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26

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27






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28

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3

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1004 Step 1

I


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I






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I














5


11 01 Seniority







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I


6










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ARTICLE 12 STAFFING





7


1202 Term Position

















0- 1 4 2

2 - 8 6 3

9 -15 8 4

16 - 24 10 5

25 and over 12 6


8












ARTICLE 15 BENEFITS








9










1505 Vacation Pay


0- 1 4 2 - 8 6 9-15 8 16-24 10


1506 Mileage i







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ARTICLE 16 SALARIES











11




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14




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15






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ARTICLE 25 OMERS


18

Signing Page





Chair

~jlo~g Witness


19

I APPENDIX A





Benefits)























I

20

APPENDIX B lt4










21

APPENDIX C middot

Letter of Agreement

between


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Re Benefits

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22

APPENDIX iD~

Letter of Agreement

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Re Job Descriptions



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23










24

bull APPENDIX R~






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25

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26

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28










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11 01 Seniority







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ARTICLE 12 STAFFING





7


1202 Term Position

















0- 1 4 2

2 - 8 6 3

9 -15 8 4

16 - 24 10 5

25 and over 12 6


8












ARTICLE 15 BENEFITS








9










1505 Vacation Pay


0- 1 4 2 - 8 6 9-15 8 16-24 10


1506 Mileage i







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ARTICLE 16 SALARIES











11




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15






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18

Signing Page





Chair

~jlo~g Witness


19

I APPENDIX A





Benefits)























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20

APPENDIX B lt4










21

APPENDIX C middot

Letter of Agreement

between


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Re Benefits

I I I



22

APPENDIX iD~

Letter of Agreement

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and


Re Job Descriptions



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23










24

bull APPENDIX R~






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~~~~~

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25

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Documents

-e'· and... · 2017-05-25 · PERFORMANCE APPRAISAL (ARTICLE 23). ... Lakehead District School Board in its Continuing Education Program. ... above the rank of Principal of Adult