OECTA Proposal to OCSTA and the Crown:
[Highlights mine.]
Note: Public info independently provided courtesy your teacher free speech site!
As determined by the Association, should any of the 2012-14 collective agreements contain superior provisions to any central term(s) or conditions, those superior provisions shall endure and prevail.
As determined by the Association, should any of the 2012-14 collective agreements contain superior provisions to any central term(s) or conditions, those superior provisions shall endure and prevail.
Eliminate all existing superior provisions from local
agreements and replace with central terms
(This provision will negatively impact every collective agreement in the
province)
Term • 3 years – September 1, 2014 to August 31, 2017
Salary Grids • All teachers move through and across the
salary grid as per the collective agreement • Increase all grids, allowances,
rates by COLA +3% each year of the agreement
Hiring Practice • OT to LTO to permanent hire
continuum with seniority and qualifications as the key factors
Occasional Teacher Roster Cap • Minimum threshold
established with opportunity for local ‘fine tuning’
Assessment, Evaluation and Reporting • No additional
requirements, restrictions or limitations placed on teachers • Teachers
exercise their professional judgment
Return to the Bargaining Unit • Status Quo
Preparation/Planning and Workload • Prep and Planning time
is teacher directed • Assigned in minimum 40 minute blocks during the 300
minute instructional day • Prep teachers teach only subjects/programs with
reportable strands • Number of subjects/programs assigned to Prep teachers
shall be kept at a minimum as determined by the JSC • For FDK teachers 1 of
the 9 PA Days shall be allocated for FDK preparation and planning activities •
All teaching timetables and supervision/on call assignments shall be assigned
in a fair and equitable manner • All on-calls or supervision assigned to an OT
shall be credited to the absent teacher • Divisional, Department or similar
meetings restricted and scheduled by the teachers involved • IEP
consultation/completion release time to be provided • All teacher absences
replaced by an OT
Preparation, Planning and Professional Time –
Occasional Teachers • Status Quo
System Principals • Status Quo
Maternity Leave – Status Quo • Minimum 8 weeks at
100% of salary for teachers or LTOs dependent on term of their contract
Paid Leaves of Absence
• Status Quo
All other leaves •
Status Quo
Sick Leave and Short Term Leave and Disability (STLDP)
• Definition of illness includes absence for valid health related reasons
including appointments with health care professionals and the illness of a
person other than the teacher if the person is a member of the teacher's
immediate family or the person is someone for whom the teacher is the primary
care giver • Increase Sick Leave available to 15 days (pro-rated) at 100% of
daily rate • Maintain STLDP at 120 days (pro-rated) at 90% of daily rate •
Unused Sick Leave is carried forward to the next school year to “top-up” STLDP
days • Same Sick Leave and STLDP for LTO teachers (pro-rated) • No third
party adjudication required for access STLDP days • Absences due to illness or
injury of 5 working days or more may require a note from a medical practitioner
• Unless there is an allegation that an absence is culpable, the absence shall
be deemed to be an absence due to illness • WSIB claimants have access to Sick
Leave and STLDP as above
Long Term Disability and Extended Health/Life/ Dental
Benefit Plans • Board-paid LTD plans are maintained in DufferinPeel, Huron-Superior
and London District • The Association shall be the policy holder of the
benefit plans for all teachers in Catholic schools • The Boards/Crown shall
contribute the necessary funding on an FTE basis to maintain/enhance the OECTA
teacher benefit plans
Sick Leave/Short Term
Disability Plan – Occasional Teachers •
Same sick leave and STLDP for LTO teachers as permanent teachers (see previous
sick leave and short term leave disability plan proposal slide 7)
WSIB Top-Up • To
100% salary.
Working Conditions and Workload • Full Day Kindergarten
class caps (same as Primary Classes) • Address the issue(s) of combined
grades, class size and composition • Special Education including completion of
IEPs, funding of programming, replacement if absent, assignments taken over by
part-time administrators, etc…
Staffing • Timing of surplus and redundancy notices •
E-learning – Staffing and Working Condition Equivalencies • Credit bearing
courses – Staffing and Working Conditions Equivalencies
Dispute Resolution/Enforcement Mechanism • Expedited,
binding arbitration to resolve any differences arising from the interpretation,
application or administration of any central term
Recall Rights • A teacher declared redundant shall have
indefinite right of recall
Changes in Full-Time Equivalent Status • Establish
processes to bring clarity to increases and decreases in FTE status
Supported Schools • Funds generated for Supported Schools
to be spent on Supported Schools
Joint Board level
Staffing Committee (JSC) • Role clarified and reinforced
Occupational Health and Safety • Equity in training for OTs
and regular day school teachers • Building keys provided to OTs as required •
Process for dealing with Harassment Complaints to be established •
Information, assessment and reporting on Risks of Violence in the
Workplace
Job Security • No ‘contracting out’ of Bargaining Unit work
Early Retirement
Incentive Program • $25,000 for early retirement
Attendance Recognition Program • One day salary for using
less than 6 sick days
COMMENTS:
COMMENTS: