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COLLECTIVE AGREEMENT

between

CUPE LOCAL 997(hereinafter called the “Union” or the “Local”)

representing

Office, Clerical and Technical Personneland Educational Assistants

(hereinafter called the “Bargaining Unit”)

and

Trillium Lakelands District School Board(hereinafter called the “Board” or “Employer”)

NOTE: This document contains both the central and Local Terms

Should a provision in Part A: central Terms conflict with aprovision in Part B: Local Terms, the Central Terms will apply.

i

I Lrillittm-r September 1, 2014—August 31, 2017 CUPELairelands

Dltllc1CHOL

TABLE OF CONTENTS

CUPE—PARTA: CENTRALTERMS

CLOD STRUCTURE AND ORGANIZATION OF COLLECTIVE AGREEMENT 1C1.1 Separate Central and thcal Terms 1C1.2 Implementation 1C1.3 Parties 1C1.4 Single Collective Agreement 1

CLOD DEFINITIONS 10.00 LENGTH OF TERM/NOTICE TO BARGAIN 2

C3.1 Term of Agreement 2C3.2 Term of Letters of Agreement/Understanding 20.3 Amendment of Terms 2C3.4 Notice to Bargain 2

C4.O0 CENTRAL DISPUTE RESOLUTION PROCESS 2C4.1 Statement of Purpose 2C4.2 Parties to the Process 2C4.3 Meetings of the Committee 3C4.4 Selection of Representatives 3C4.5 Mandate of the Committee 3C4.6 Role of the Central Parties and Crown 3C4.7 Referral of Disputes 3C4.S Carriage Rights 4C4.9 Responsibility to Communicate 4C4.1O Language of Proceedings 4C4.11 Definition of Dispute 4C4.12 Notice of Disputes 4C4.13 Referral to the Committee 4C4.14 Timelines SC4.15 Voluntary Mediation SC4.16 Arbitration 5

C5.OD BENEFITS S0.1 Funding 60.2 Cost Sharing 6CS.3 Payment in Lieu of Benefits 6

C6.00 SICK LEAVE 6C6.1 Sick Leave/Short Term Leave and Disability Plan 6

C7.O0 CENTRAL LABOUR RELATIONS COMMIUEE 11C7.1 Preamble 11C7.2 Membership 11C7.3 Co-Chair Selection 11C7.4 Meetings 11C7.5 Agenda and Minutes 11C7.6 Without Prejudice or Precedent 11C7.7 Cost of Labour Relations Meetings 11

C8.00 CUPE/SCFP MEMBERS ON PROVINCIAL COMMITTEES 11

Trillium Lakelands District School Board & CUPE Local 997SUBJECT TO ERRORS AND OMISSIONS

C9.O0 ATrENDANCE AT MANDATORY MEETINGS/SCHOOL EVENTS 12C10.00 CASUAL SENIORITY EMPLOYEE LIST 12C11.0D UNION REPRESENTATION AS IT RELATES TO CENTRAL BARGAINING 12C12.D0 STATUTORY LEAVES OF ABSENCE/SEB 12

C12.1 Family Medical Leave or Critically III Child Care Leave 12C13.O0 VESTED RETIREMENT GRATUITY VOLUNTARY EARLY PAYOUT 13C14.OO SPECIALIZED JOB CLASSES 13APPENDIXA 14

CUPE / COUNCIL OF TRUSTEES’ ASSOCIATIONS NOTICE Of CENTRAL DISPUTE 14APPENDIX B 15

Sick Leave Credit-Based Retirement Gratuities (where applicable) 15Other Retirement Gratuities 15

LEVIER OF UNDERSTANDING #1 RE: STATUS QUO CENTRAL TERMS 16LETtER OF UNDERSTANDING #2 RE: STATUS QUO CENTRAL ITEMS REQUIRING AMENDMENT ANDINCORPORATION 17LETtER OF UNDERSTANDING #3 RE: JOB SECURITY: PROTECTED COMPLEMENT 19LETtER OF UNDERSTANDING #4 RE: PROFESSIONAL DEVELOPMENT 21LETtER OF UNDERSTANDING #5 RE: SCHEDULED UNPAID LEAVE PLAN 22LEVIER OF UNDERSTANDING #6 RE: EDUCATION WORKER DIVERSE AND INCLUSIVE WORKFORCE COMMIHEE —

TERMS OF REFERENCE 24LErrER OF UNDERSTANDING #7 RE: LONG TERM DISABILITY (LTD) PLAN WORKING GROUP 26LETtER OF UNDERSTANDING #8 RE: SICK LEAVE 27LEVIER OF UNDERSTANDING #9 RE: BENEFITS 28APPENDIX A — HRIS FILE 36LEVIER OF UNDERSTANDING #10 RE: LIST OF ARBITRATORS 37LEVIER OF UNDERSTANDING #11 RE: CENTRAL LABOUR RELATIONS COMMITtEE 38LEVIER OF UNDERSTANDING #12 RE: EARLY CHILDHOOD EDUCATORS WORK GROUP (FDK) 39LEVIER OF UNDERSTANDING #13 RE: MINISTRY INITIATIVES 40LEVIER OF UNDERSTANDING #14 RE: PROVINICIAL HEALTH AND SAFETY WORKING GROUP 41LEVIER OF UNDERSTANDING #15 RE: VIOLENCE PREVENTION TRAINING 42LEVIER OF UNDERSTANDING #16 RE: ADDITIONAL PROFESSIONAL ACTI VIP’ (PA) DAY 43

CUPE OCTEA — PART B: WCAL TERMS

ARTICLE 1- PURPOSE 44ARTICLE 2- MANAGEMENT RIGHTS 44ARTICLE 3—RECOGNITION 44

3.01 Bargaining Unit 443.02 Non-Discrimination 45

ARTICLE 4-STRIKES AND LOCKOUTS 45ARTICLES- LABOUR, MANAGEMENT RELATIONS 45

5.01 Bargaining Committees 45ARTICLE 6- UNION SECURITY AND CHECK-OFF OF UNION DUES 46ARTICLE 7-UNION COMMITtEE AND STEWARDS 46ARTICLE 8- EMPLOYEER/UNION RELATIONS 46

8.01 Correspondence 468.02 Joint Labour/Management Committee 468.03 Copies of the Collective Agreement 47

Trillium Lakelands District School Board & CUPE Local 997. ii

SUBJECT TO ERRORS AND OMISSIONS

ARTICLES-GRIEVANCE AND ARBITRATION PROCEDURE 479.01 Intent and Definition of Grievance 479.02 Informal Stage 479.03 Step One 479.04 Step Two 48905 Step Three 489.11 Group, Policy, Employer Grievances 48

ARTICLE 10- TEMPORARY AND CASUAL EMPLOYEES 5010.06 Call-in Pay So

ARTICLE 11- PART-TIME EMPLOYEES 51ARTICLE 12- SENIORITY 51

12.07 Loss of Seniority 5112.08 Probationary Period 52

ARTICLE 13-JOB POSTINGS 5213.05 information on Postings 5313.06 Method of Making Appointments 5313.07 Debriefing 5313.08 Exchanges 54

ARTICLE 14- LAY-OFF AND RECALL 5414.03 Notice of Lay-off 5414.04 Definition of Lay-off 5414.10 Redeployment Committee 56

ARTICLE 15— TRANSFERS 5615.01 Transfers to and from Supervisory Positions 5615.02 Temporary Transfers to Higher-Rated Positions 5615.03 Transfers to Lower-Rated Positions 5615.04 Responsibility Pay 57

ARTICLE 16 - HOURS OF WORK 5716.08 Professional Activity Days 5816.09 Time off in Lieu 5816.10 No Lay-off to Compensate for Overtime 5816.12 Rest Periods 5816.13 Lunch Break 5816.14 Emergency Call-in 5816.15 Scheduled Call-in 5816.16 Attendance & Travel 59

ARTICLE 17 - PAID HOLIDAYS 59ARTICLE 18- VACATIONS 59ARTICLE 19- LEAVES OF ABSENCE 60

19.01 Special Leave of Absence 6019.02 Short Term Leave of Absence 6119.03 Bereavement Leave 6119.04 Quarantine, Jury and Witness Duty 6119.05 Pregnancy Leave 6219.06 Parental Leave 6219.07 Adoption Leave 6319.08 Compassionate/Personal Leave 63

Trillium Lakelands District School Board & CURE Local 997SUBJECTO ERRORS AND OMISSIONS

19.09 Leave for Union Functions .6419.10 Leave for Union Office 6419.11 Leave for Public Service 6419.12 Self-Funded Leave Plan 6419.13 Family Medical Leave 65

ARTICLE 20- SICK LEAVE 6520.06 Medical Certificate 6620.07 Sick Leave Retirement Gratuity 6620.08 S.U.B. Plan 67zo.og workplace Safety and Insurance Act 6820.10 Sick Leave to Bridge Long Term Disability Waiting Period 68

ARTICLE 21- WAGE RATES & METHOD OF PAY 68ARTICLE 22- GROUP BENEFITS 69ARTICLE 23 — GENERAL 70

23.01 Mileage 7023.02 Health & Safety 70

ARTICLE 24- DISCHARGE, SUSPENSION AND DISCIPUNE 7024.01 Warning 7024.02 Discharge Procedures 7024.03 Personnel Files 70

ARTICLE 25- BARGAINING UNIT SECURITY 71ARTICLE 26— PROFESSIONAL DEVELOPMENT 71ARTICLE 27- DURATION AND RENEWAL 71

LEUERS OF UNDERSTANDING:RE: Definition of OMERS Contributory Earnings 73Re: Work Year for Educational Assistants in 2011-12 75RE: Criminal Reference Checks 76

APPENDIX “A” — SALARY GRIDS 77APPENDIX “B — GROUP BENEFITS 80APPENDIX “C” — FAMILY OF SCHOOLS AND BUMPING SEQUENCE 81APPENDIX “D-l” — EDUCATIONAL ASSISTANT POSTING PROCESS 82APPENDIX “D-2” — EDUCATIONAL ASSISTANT POSTING PROCESS (PILOT) 84APPENDIX “E” — PROTOCOL AGREEMENT 86

SIGNATURE PAGE 95

Trillium Lakelands District School Board & CUPE Local 997 ivSUBJECT TO ERRORS AND OMISSIONS

CUPE — PART A: CENTRAL TERMS

C1.OO STRUCTURE AND ORGANIZATION OF COLLECTIVE AGREEMENT

C1.1 Separate Central and Local TermsThe collective agreement shall consist of two parts. Part “A” shall comprise those terms which are centralterms. Part “8” shall comprise those terms which are local terms.

C1.2 ImplementationPart “A” may include provisions respecting the implementation of central terms by the school board and theUnion. Any such provision shall be binding on the school board and the Union. Should a provision in Part Aconflict with a provision in Part B, the provision in Part A, Central Term will apply.

C1.3 Partiesa) The parties to the collective agreement are the school board or school Authority and the Union.

b) Central collective bargaining shall be conducted by the central employer and employee bargaining agenciesrepresenting the local parties.

C1.4 Single Collective AgreementCentral terms and local terms shall together constitute a single collective agreement for all purposes.

C2.OO DEFINITIONS

0.1 Unless otherwise specified, the following definitions shall apply only with respect to their usage in standard centralterms. Where the same word is used in Part B of this collective agreement, the definition in that part, or anyexisting local interpretation, shall prevail.

C2.2 The “Central Parties” shall be defined as the employer bargaining agency, the Council of Trustees’Associations/Conseil d’Associations des Employeurs (CTA/CAE) and the employee bargaining agency, the CanadianUnion of Public Employees/Syndicat Canadien de Ia Fonction Publique (CUPE/SCFP).CUPE/SCFP refers to the designated employee bargaining agency pursuant to subsection 20(1) of the SchoolBoards Collective Bargaining Act 2014 for central bargaining with respect to employees in the bargaining units forwhich CUPE/SCFP is the designated employee bargaining agency.

CTA/CAE refers to the designated employer bargaining agency pursuant to subsection 21(6) of the School BoardsCollective BorgainingAct, 2014 for central bargaining with respect to employees in the bargaining units for whichCUPE/SCFP is the designated employee bargaining agency. The CTA/CAE is composed of:

1. ACEPO refers to l’Association des conseils scolaires des écoles publiques de l’Ontario as the designatedbargaining agency for every French-language public district school board.

2. AFOCSC refers to ‘Association franco-ontarienne des conseils scolaires catholiques as the designatedbargaining agency for every French-language Catholic district school board.

3. OCSTA refers to the Ontario Catholic School Trustees’ Association as the designated bargaining agency forevery English-language Catholic district school board.

4. OPSBA refers to the Ontario Public School Boards’ Association as the designated bargaining agency for everyEnglish-language public district school board, including isolate boards.

PART A — Trillium Lakelands District School Board & CUPE Local 997 1SUBJECT TO ERRORS & OMISSIONS

C3.OO LENGTH OF TERM/NOTICE TO BARGAIN

C3.1 Term of AgreementIn accordance with Section 41(1) of the School Boards Collective Bargaining Act, 2014 the term of thiscollective agreement, including central terms and local terms, shall be from September 1, 2014 to August 31,2017, inclusive.

C3.Z Term of Letters of Agreement/UnderstandingAll central letters of agreement/understanding appended to this agreement, or entered into after theexecution of this agreement shall, unless otherwise stated therein, form part of the collective agreement, runconcurrently with it, and have the same termination date as the agreement.

C3.3 Amendment of TermsIn accordance with Section 42 of the School Boards Collective Bargaining Act, 2014, the central terms of thisagreement, excepting term, maybe amended at any time during the life of the agreement upon mutualconsent of the central parties and agreement of the Crown. It is understood the union will follow its internalapproval process.

0.4 Notice to Bargaina) Where central bargaining is required under the School Boards Collective Bargaining Act, 2014, notice to

bargain centrally shall be in accordance with Sections 31 and 28 of that Act, and with Section 59 of the LabourRelations Act, 1995.

b) Notice to commence bargaining shall be given by a central party:I. within 90 (ninety) days of the expiry date of the collective agreement; or

ii. within such greater period agreed upon by the parties; oriii. within any greater period set by regulation by the Minister of Education.

c) Notice to bargain centrally constitutes notice to bargain locally.

d) Where no central table is designated, notice to bargain shall be consistent with section 59 of the LabourRelations Act, 1995.

C4.OO CENTRAL DISPUTE RESOLUTION PROCESS

The following process pertains exclusively to disputes and grievances on central matters that have been referred to thecentral process. In accordance with the School Board Collective Bargaining Act, 2024 central matters may also be grievedlocally, in which case local grievance processes will apply. In the event that central language is being grieved locally, thelocal parties shall provide the grievance to their respective central agents.

C4.1 Statement of Purposea) The purposes of the Central Dispute Resolution Process (CDRP) shall include the expeditious processing and

resolution of disputes through consultation, discussion, mediation or arbitration, and the avoidance therebyof multiplicity of proceedings.

C4.2 Parties to the Processa) There shall be established a Central Dispute Resolution Committee (“The Committee”), which shall be

composed of equal representation of up to four (4) representatives each of the employer bargaining agencyand employee bargaining agency (“the central parties”), and up to three representatives of the Crown. TheCommittee will be co-chaired by a representative from each bargaining agency. All correspondence to thecommittee will be sent to both co-chairs.

PART A —Trillium Lakelands District School Board & CUPE Local 997 2SUBJECT TO ERRORS & OMISSIONS

b) The Central Parties and the Crown will provide a written list of representatives appointed to the Committeewith contact information every September. Any changes in representation will be confirmed in writing.

c) A local party shall not be party to the CDRP, or to the Committee, except to the extent its interests arerepresented by its respective central party on the Committee.

d) For the purposes of this section, “central party” means an employer bargaining agency or employeebargaining agency, and “local party” means an employer or trade union party to a local collective agreement.

C4.3 Meetings of the Committeea) The Committee shall meet at the request of one of the central parties.

C4.4 Selection of Representativesa) Each central party and the Crown shall select its own representatives to the Committee.

C4.5 Mandate of the CommitteeThe mandate of the Committee shall be as follows:

a) Dispute ResolutionA review of any dispute referred to the Committee respecting the interpretation, application, administration,alleged violation, or arbitrability of central terms in the agreement, [or the purposes of determining whetherthe dispute might be settled, withdrawn, referred to mediation/arbitration as a formal grievance, or referredto the local grievance procedure in accordance with this section.

b) Not AdjudicativeIt is clearly understood that the Committee is not adjudicative in nature. Unless otherwise agreed to by theparties, decisions of the committee are without prejudice or precedent.

C4.6 Role of the Central Parties and Crowna) The central parties shall each have the following rights:

i. To file a dispute with the Committee.

ii. To file a dispute as a grievance with the Committee.

iii. To engage in settlement discussions, and to mutually settle a dispute or grievance.

iv. To withdraw a dispute or grievance it filed.

v. To mutually agree to refer a dispute or grievance to the local grievance procedure.

vi. To refer a grievance it filed to final and binding arbitration.

vii. To mutually agree to voluntary mediation.b) The Crown shall have the following rights:

i. To give or withhold approval to the employer bargaining agency, to any proposed settlement.

ii. To participate in any matter referred to arbitration.

Hi. To participate in voluntary mediation.

C4.7 Referral of Disputesa) Either central party must refer a dispute to the Committee for discussion and review

PART A—Trillium Lakelands District School Board & CUPE Local 997 3suBiEcrTo ERRORS & OMISSIONS

C4.8 Carriage Rights

a) The parties to settlement discussions shall be the central parties. The Crown may participate in settlementdiscussions.

C4.9 Responsibility to Communicatea) It shall be the responsibility of a central party to refer a dispute to the Committee, or to arbitration, in a timely

manner.

b) It shall be the responsibility of each central party to inform their respective local parties of the Committee’sdisposition of the dispute at each step in the CDRP, including mediation and arbitration, and to direct themaccordingly.

C4.1O l.anguage of Proceedingsa) Where a dispute arises uniquely under a collective agreement in the French language, the documentation shall

be provided, and the proceedings conducted in French. Interpretative and translation services shall beprovided accordingly to ensure that non-francophone participants are able to participate effectively.

b) Where such a dispute is filed:i. The decision of the committee shall be available in both French and English.

ii. Mediation and arbitration shall be conducted in the French language with interpretative andtranslation services provided accordingly.

c) Arbitration decisions and settlements that may have an impact on French language school boards shall betranslated accordingly.

C4.11 Definition of Disputea) A dispute can include:

i. A matter in dispute between the central parties respecting the interpretation, application,administration, alleged violation, or arbitrability of central terms in the agreement.

C4.1Z Notice of DisputesNotice of the dispute will be submitted on the form provided in Appendix A and sent to the responding party, inorder to provide an opportunity to respond. The Crown shall be provided with a copy.

a) Notice of the dispute shall include the following:i. Any central provision of the collective agreement alleged to have been violated.

ii. The provision of any statute, regulation, policy, guideline, or directive at issue.

iii. A comprehensive statement of any relevant facts.

iv. The remedy requested.

C4.13 Referral to the Committeea) A central party that has a dispute regarding the interpretation, application, administration, alleged violation,

or arbitrability of a central term, shall refer it forthwith to the Committee by notice of dispute to the co-chairof the other central party, with a copy to the Crown, but in no case later than thirty (30) working days alterbecoming aware of the dispute. Where the responding party wishes to provide a written response prior tothe committee meeting, that response shall be forwarded to the other Central party and the Crown.

b) The Committee shall conduct a review of the dispute. The Committee will meet to review the dispute withintwenty (20) working days.


c) lithe dispute is not settled, withdrawn, or referred back to the local grievance procedure within twenty (20)working days of the Committee meeting, the central party submitting the dispute may file the dispute as agrievance, and refer it to arbitration/mediation within ten (10) working days.

C4.14 Timelinesa) Timelines may be extended by mutual consent of the parties.

b) Working days shall be defined as Monday through Friday excluding statutory holidays.

c) Disputes that arise during non-instructional days (Summer Months, Christmas Break, and March Break) willhave timelines automatically extended.

Local grievance timelines will be held in abeyance while the dispute is in the CDRP, in the event that the matter isreferred back locally.

C4.15 Voluntary Mediationa) The central parties may, on mutual agreement, request the assistance of a mediator.

b) Where the central parties have agreed to mediation, the cost shall be shared equally between the centralparties.

c) Timelines shall be suspended for the period of mediation.

C4.16 Arbitrationa) Arbitration shall be by a single arbitrator.

b) In order to have an expeditious process, the parties shall consider sharing prior to the hearing the following,“Written Briefs”, “Will Say Statements” “Agreed Statement of Facts” and the case law the parties intend torely on. The parties will make best efforts to respond to disclosure requests in a timely fashion prior to thehearing.

c) The central parties shall use the mutually agreed-to list of arbitrators set out in the Memorandum ofSettlement between CUP/SCFP and the CTA/CAE dated November 1, 2015. Arbitrators on the list will beused in rotation, based on availability, for the 2014-2017 collective agreement. On mutual agreement, theparties may add to or delete from the list during the term of the agreement, as required.

d) The Parties will rotate through the list to select an arbitrator subject to their availability to hear the matterwithin six (6) months, on a date convenient to the parties. If none of the arbitrators on the list are able toconvene a hearing within six (6) months, the parties shall appoint a mutually agreed to arbitrator.

e) The central parties may refer multiple grievances to a single arbitrator.

f) The cost of proceedings, including arbitrator fees and rental of space, shall be shared equally between thecentral parties.

g) This does not preclude either Party from proceeding to expedited arbitration under the Labour Relations Act.

0.00 BENEFITSParties have agreed to participate in the Provincial Benefit Trust set out in the appended Letter of Understanding subjectto 4.2.1(c). The date on which the benefit plan commences participation in the Trust shall be referred to herein as the“Participation Date”.


The Boards will continue to provide benefits in accordance with the existing benefit plans and terms of collectiveagreements in effect as of August 31, 2014 until the Employees’ Participation Date in the Trust.

Post Participation Date, the following shall apply:

C5.1 Fundinga) The funding per full-time equivalent will be calculated as per the appended Letter of Understanding.

C5.2 Cost Sharinga) The total funding in CS.la) shall be divided as per the existing employer and employee cost sharing

arrangements in terms of collective agreements in effect as of August 31, 2014.

b) Any other cost sharing or funding arrangements as per previous local collective agreements in effect as ofAugust 31, 2014 remain status quo.

C5.3 Payment in Lieu of Benefitsa) All employees not transferred to the Trust who received pay in lieu of benefits under a collective agreement in

effect as of August 31, 2014, shall continue to receive the same benefit.

C6.OO SICK LEAVE

C6.1 Sick Leave/Short Term Leave and Disability Plan

Definitions:

The definitions below shall be exclusively used for this article.

“Full year” refers to the ordinary period of employment for the position.

“Permanent Employees” — means all employees who are not casual employees, or employees working in a long-termsupply assignment, as defined below.

“Long Term Supply Assignment” means, in relation to an employee,i. a long term supply assignment within the meaning of the local collective agreement, or

H. where no such definition exists, a long term supply assignment will be defined as twelve (12) days ofcontinuous employment in one assignment.

“Casual Employees” means,i. A casual employee within the meaning of the local collective agreement,

H. If clause (i) does not apply, an employee who is a casual employee as agreed upon by the board and thebargaining agent, or

Hi. If clauses (i) and (H) do not apply, an employee who is not regularly scheduled to work.

Notwithstanding the above, an employee working in a Long Term Supply Assignment shall not be considered a casual employee forpurposes of sick leave entitlement under this article while working in the assignment.

“Fiscal Year” means September ito August 31.

“Wages” is defined as the amount of money the employee would have otherwise received over a period of absence.


a) Sick Leave Benefit Plan

The Board will provide a Sick Leave Benefit Plan which will provide sick leave days and short term disabilitycoverage to provide protection against loss of income when ill or injured as defined below. An employee, otherthan a casual employee as defined above, is eligible for benefits under this article.

Sick leave days may be used for reasons of personal illness, personal injury, personal medical appointments, orpersonal dental emergencies only.

Employees receiving benefits under the Workplace Safety and Insurance Act, or under a LTD plan, are not entitledto benefits under a school board’s sick leave and short term disability plan for the same condition.

b) Sick Leave Days Payable at 100% Wages

Permanent EmployeesSubject to paragraphs d), e) and f) below, Employees will be allocated eleven (11) sick days at one hundred percent(100%) of wages on the first day of each fiscal year, or the first day of employment.

Employees on Long Term Supply AssignmentsSubject to paragraph d) below, Employees completing a full-year long term supply assignment shall be allocatedeleven (11) sick days payable at one hundred percent (100%) of wages at the start of the assignment. An employeecompleting a long term supply assignment that is less than a full-year will be allocated eleven (11) sick days payableat one hundred percent (100%) reduced to reflect the proportion the long term supply assignment bears to thelength of the regular work year for the position.

c) Short-Term Disability Coverage — Days Payable at 90% WagesPermanent EmployeesSubject to paragraphs d), e) and f) below, permanent Employees will be allocated one hundred and twenty (120)short-term disability days at the start of each fiscal year or the first day of employment. Permanent Employeeseligible to access short-term disability coverage shall receive payment equivalent to ninety percent (90%) of regularwages.

Employees on Long Term Supply AssignmentsSubject to paragraph d) below, Employees completing a full-year long term supply assignment shall be allocatedone hundred and twenty (120) short-term disability days payable at ninety percent (90%) of wages at the start ofthe assignment. An employee completing a long term supply assignment that is less than a full-year will beallocated one hundred and twenty (120) short-term disability days payable at ninety percent (90%) of wagesreduced to reflect the proportion the long term supply assignment bears to the length of the regular work year forthe position.

d) Eligibility and Allocation

A sick leave day/short term disability leave day will be allocated and paid in accordance with current Local practiceAny changes to hours of work during a fiscal year shall result in an adjustment to the allocation.

Permanent Employees

The allocations outlined in paragraphs b) and c) above will be provided on the first day of each fiscal year, or thefirst day of employment, subject to the exceptions below:

Where a permanent Employee is accessing sick leave and/or the short-term disability plan in a fiscal yearand the absence continues into the following fiscal year for the same medical condition, the permanentEmployee will continue to access any unused sick leave days or short-term disability days from the previousfiscal year’s allocation.

A new allocation will not be provided to the permanent Employee until s/he has returned to work and completedeleven (11) consecutive working days at their regular working hours. The permanent Employee’s new sick leave

PART A—Trillium Lakelands District School Board & CUPE Local 997 7SUBJECT TO ERRORS & OMISSIONS

allocation will be eleven (11) days at 100%-wages. The permanent Employee will also be allocated one hundredand twenty (120) short term disability days payable at ninety percent (90%) of regular salary reduced by any paidsick days already taken in the current fiscal year.

If a permanent Employee is absent on his/her last regularly scheduled work day and the first regularly scheduledwork day of the following year for unrelated reasons, the allocation outlined above will be provided on the first dayof the fiscal year, provided the employee submits medical documentation to support the absence, in accordancewith paragraph (h).

Employees on Long Term Supply Assignments

Employees completing long term supply assignments may only access sick leave and short term disability leave inthe fiscal year in which the allocation was provided. Any remaining allocation may be used in subsequent long termsupply assignments, provided these occur within the same fiscal year.

Employees employed in a Long Term Supply Assignment which is less than the ordinary period of employment forthe position shall have their sick leave and short term disability allocations pro-rated accordingly.

Where the length of the long term supply assignment is not known in advance, a projected length must bedetermined at the start of the assignment in order for the appropriate allocation of sick leave/short term disabilityleave to occur. If a change is made to the length of the assignment, an adjustment will be made to the allocationand applied retroactively.

e) Refresh Provision for Permanent EmployeesPermanent Employees returning from LTD or workplace insurance leave to resume their regular working hoursmust complete eleven (11) consecutive working days at their regular working hours to receive a new allocation ofsick/short-term disability leave. If the Employee has a recurrence of the same illness or injury, s/he is required toapply to reopen the previous LTD or WSIB claim, as applicable.

The Local union and Local school board agree to continue to cooperate in the implementation and administrationof early intervention and safe return to work processes as a component of the Short Term Leave and Long TermDisability Plans.

In the event the Employee exhausts his/her sick/short-term disability leave allocation from the previous year andcontinues to work part-time, their salary will be reduced accordingly and a pro-rated sick/short-term allocation forthe employee’s working portion of the current year will be provided. The new pro-rated sick/short-term leaveallocation may not be used to top-up from part-time to full-time hours. Any changes to hours of work during afiscal year shall result in an adjustment to the allocation.

For the purposes of d) and e) of this article, eleven (11) consecutive working days of employment shall not includea period of leave for a medical appointment, which is related to the illness/injury that had been the reason for theemployee’s previous absence, but days worked before and after such leave shall be considered consecutive. It shallbe the employee’s obligation to provide medical confirmation that the appointment was related to theillness/injury.

f) WSIB&LTDAn Employee who is receiving benefits under the Workplace Safety and Insurance Act, or under a LTD plan, is notentitled to benefits under a school board’s sick leave and short term disability plan for the same condition unlessthe employee is on a graduated return to work program then WSIB/LTD remains the first payor.

For clarity, where an employee is receiving partial benefits under WSIB/LTD, they may be entitled to receivebenefits under the sick leave plan, subject to the circumstances of the specific situation. During the interim periodfrom the date of the injury/incident or illness to the date of the approval by the WSIB/LTD of the claim, theemployee may access sick leave and short term leave and disability coverage. A reconciliation of sick leave


deductions made and payments provided, will be undertaken by the school board once the WSIB/LTD hasadjudicated and approved the claim. In the event that the WSIB/LTD does not approve the claim, the school boardshall deal with the absence consistent with the terms of the sick leave and short term leave and disability plans.

g) Graduated Return to WorkWhere an Employee is not receiving benefits from another source and is working less than his/her regular workinghours in the course of a graduated return-to-work as the Employee recovers from an illness or injury, the Employeemay use any unused sick/short-term disability allocation remaining, if any, for the portion of the day where theEmployee is unable to work due to illness or injury. A partial sick/short-term leave day will be deducted for anabsence of a partial day in the same proportion as the duration of the absence is to an employee’s regular hours.

Where an employee returns on a graduated return to work from a WSIB/LTD claim, and is working less than his/herregular hours, WSlB and LTD will be used to top up the employee’s wages, as approved and if applicable.

Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscalyear,

• and is not receiving benefits from another source;• and is working less than his/her regular hours of work;• and has sick leave days and/or short term disability days remaining from the previous year

The employee can access those remaining days to top up their wages proportional to the hours not worked.

Where an employee returns on a graduated return to work from an illness which commenced in the previous fiscalyear,

• and is not receiving benefits from another source,• and is working less than his/her regular hours of work,• and has no sick leave days and! or short term disability days remaining from the previous year

The employee will receive 11 days of sick leave paid at 100% of the new reduced working hours. When theemployee’s hours of work increase during the graduated return to work, the employee’s sick leave will be adjustedin accordance with the new schedule. The Employee will also be allocated one hundred and twenty (120) shortterm disability days payable at ninety percent (90%) of regular salary proportional to the hours scheduled to workunder the graduated return to work. The new pro-rated sick/short-term leave allocation may not be used to top-upfrom part-time to full-time hours.

h) Proof of IllnessA Board may request medical confirmation of illness or injury and any restrictions or limitations any Employee mayhave, confirming the dates of absence and the reason thereof (omitting a diagnosis). Medical confirmation isrequired to be provided by the Employee for absences of five(s) consecutive working days or longer. The medicalconfirmation may be required to be provided on a form prescribed by the Board.

Where an Employee does not provide medical confirmation as requested, or otherwise declines to participateand/or cooperate in the administration of the Sick Leave Benefit Plan, access to compensation may be suspendedor denied. Before access to compensation is denied, discussion will occur between the Union and the school board.Compensation will not be denied for the sole reason that the medical practitioner refuses to provide the requiredmedical information. A school Board may require an independent medical examination to be completed by amedical practitioner qualified in respect of the illness or injury of the Board’s choice at the Board’s expense.

In cases where the Employee’s failure to cooperate is the result of a medical condition, the Board shall considerthose extenuating circumstances in arriving at a decision.

I) Notification of Sick Leave Days

PARTA —Trillium Lakelands District School Board & CUPE Local 997 9SUBJECT TO ERRORS & OMISSIONS

The Board shall notify employees and the Bargaining Unit when they have exhausted their 11 days allocation ofsick leave at 100% of-salary.

j) Pension Contributions While on Short Term DisabilityContributions for OMERS Plan Members:

When an employee/plan member is on short-term sick leave and receiving less than 100% of regularsalary, the Board will continue to deduct and remit OMERS contributions based on 100% of theemployee/plan member’s regular pay.

Contributions for OTPP Plan Members:i. When an employee/plan member is on short term sick leave and receiving less than 100% of regular

salary, the Board will continue to deduct and remit OTPP contributions based on 100% of theemployee/plan member’s regular pay.

ii. If the plan employee/plan member exceeds the maximum allowable paid sick leave before qualifying(or Long Term Disability (LTD)/Long Term Income Protection (LTIP), pension contributions will cease.The employee/plan member is entitled to complete a purchase of credited service, subject to existingplan provisions for periods of absence due to illness between contributions ceasing under a paidshort term sick leave provision and qualification for Long Term Disability (LTD)/Long Term incomeProtection (LTIP) when employee contributions are waived. if an employee/plan member is notapproved for LTD/LTIP, such absence shall be subject to existing plan provisions.

Ic) Top-up ProvisionsEmployees accessing short term disability leave will have access to any unused sick leave days from their last fiscalyear worked for the purpose of topping up wages to one hundred percent (100%) under the short term disabilityleave.

This top-up is calculated as follows:Eleven (11) days less the number of sick leave days used in the most recent fiscal year worked.

Each top-up from 90% to 100% requires the corresponding fraction of a day available for top-up.

In addition to the top-up bank, top-up for compassionate reasons may be considered at the discretion of the boardon a case by case basis. The top-up will not exceed two (2) days and is dependent on having two (2) unused ShortTerm Paid Leave Days/Miscellaneous Personal Leave Days in the current year. These days can be used to top-upsalary under the short term disability leave.

When employees use any part of a short term disability leave day they may access their top up bank to top up theirsalary to 100%.

I) Sick Leave to Establish El Maternity BenefitsIf the Employee will be able to establish a new El Maternity Benefit claim in the six weeks immediately followingthe birth of her child through access to sick leave at 100% of her regular salary, she shall be eligible for up to sixweeks leave at 100% of her regular salary without deduction from the sick days or short term disability leave days(remainder of six weeks topped-up as SEB).


C7.OO CENTRAL LABOUR RELATIONS COMMITtEE

C7.1 PreambleThe Council of Trustees’ Associations (CTA) and the Canadian Union of Public Employees (CUPE) agree to establisha joint Central Labour Relations Committee (Committee) to promote and facilitate communication between roundsof bargaining on issues of joint interest.

C7.2 MembershipThe Committee shall include four (4) representatives from CUPE/SCFP and four (4) representatives from the GA.The parties may mutually agree to invite the Crown and/or other persons to attend meetings in order to providesupport and resources as required.

C7.3 Co-Chair SelectionCUPE/SCFP and GA representatives will each select one co-chair. The two Co-Chairs will govern the group’sagendas, work and meetings.

C7.4 MeetingsThe Committee will meet within sixty (60) calendar days of the ratification of the central terms of the collectiveagreement. The Committee shall meet on agreed upon dates three (3) times in each school year, or more often asmutually agreed.

C7.5 Agenda and Minutesa) Agendas of reasonable length detailing issues in a clear and concise fashion will be developed jointly between

the co-chairs, translated into the French language and provided to committee members at least ten (10)working days prior to the scheduled date of the meeting. Agenda items should be of general concern to theparties as opposed to personal concerns of individual employees. It is not the mandate of the Committee todeal with matters that have been filed as central disputes. With mutual consent, additional items may beadded prior to, or at the meeting.

b) The minutes will be produced by the GA and agreed upon by the parties on an item-by-item basis. Theminutes will reflect the items discussed and any agreement or disagreement on solutions. Where the matter isdeferred, the minutes will reflect which party is responsible for follow-up. The minutes will be translated intothe French language and authorized for distribution to the parties and the Crown once signed by arepresentative from both parties.

C7.6 Without Prejudice or PrecedentThe parties to the Committee agree that any discussion at the Committee will be on a without-prejudice andwithout-precedent basis, unless agreed otherwise.

C7.7 Cost of Labour Relations MeetingsThe parties agree that efforts will be made to minimize costs related to the committee.

C8.OO CUPE/SCFP MEMBERS ON PROVINCIAL COMMITTEES

CUPE/SCFP appointees to Provincial Committees will not have their participation charged against local collective agreementunion release time or days.

PART A — Trillium Lakelands District School Board & CUPE Local 997 11SUBJEGTO ERRORS & OMISSIONS

C9.OO ATtENDANCE AT MANDATORY MEETINGS/SCHOOL EVENTS

Where an employee is required through dear direction by the board to attend work outside of regular working hours, theprovisions of the local collective agreement regarding hours of work and compensation, including any relevantovertime/lieu time provisions, shall apply.

Required attendance outside of regular working hours may include, but is not limited to school staff meetings,parent/teacher interviews, curriculum nights, Individual Education Plan and Identification Placement Review Committeemeetings, and consultations with board professional staff.

C1O.OO CASUAL SENIORITY EMPLOYEE LIST

On or before September 1,2016, School Boards shall establish a seniority list for casual/temporary employees, where a listdoes not currently exist. This will be a separate list from permanent employees and shall have as its sole purpose to tracklength of service with the Board. Further, the list shall have no other force or effect on local collective agreements otherthan those that may already exist for casual/temporary employees in the 2008-12 local collective agreement.

C11.OO UNION REPRESENTATION AS IT RELATES TO CENTRAL BARGAINING

Negotiations CommitteeAt all central bargaining meetings with the Employer representatives the Union will be represented by the OSBCCnegotiations committee.

The union will be consulted prior to the tendering process for the broader central bargaining location. The tenderingprocess shall be conducted in accordance with the OPS Procurement Directive.

C12.OO STATUTORY LEAVES OF ABSENCE/SEB

C12.1 Family Medical Leave or Critically III Child Care l.eavea) Family Medical Leave or Critically Ill Child Care leaves granted to an employee under this Article shall be in

accordance with the provisions of the Employment StondardsAct, as amended.

b) The employee will provide to the employer such evidence as necessary to prove entitlement under the ESA.

c) An employee contemplating taking such leave(s) shall notify the employer of the intended date the leave is tobegin and the anticipated date of return to active employment.

d) Seniority and experience continue to accrue during such leave(s).

e) Where an employee is on such leave(s), the Employer shall continue to pay its share of the benefit premiums,where applicable. To maintain participation and coverage under the Collective Agreement, the employee mustagree to provide for payment for the employee’s share of the benefit premiums, where applicable.

f) In order to receive pay for such leaves, an employee must access Employment Insurance and theSupplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employeewho is eligible for El. is not entitled to benefits under a school board’s sick leave and short term disabilityplan.

Supplemental Employment Benefits (SEa)g) The Employer shall provide for permanent employees who access such Leaves, a SEB plan to top up their E.l.

Benefits. The permanent employee who is eligible for such leave shall receive 100% salary for a period not toexceed eight(s) weeks provided the period falls within the work year and during a period for which thepermanent employee would normally be paid.

PART A —Trillium Lakelands District School Board & CUPE Local 997 12SUBJECT To ERRORS & OMISSIONS

Fi) The SEB Plan pay will be the difference between the gross amount the employee receives from E.l. and theirregular grass pay.

i) Employees completing a term assignment shall also be eligible for the SEB plan with the length of the benefitlimited by the length of the assignment.

j) SEB payments are available only to supplement El. benefits during the absence period as specified in this plan.

k) The employee must provide the Board with proof that he/she has applied for and is in receipt of employmentinsurance benefits in accordance with the Employment Insurance Act, as amended, before SEB is payable.

C13.OO VESTED RETIREMENT GRATUITY VOLUNTARY EARLY PAYOUT

C13.l a) An Employee eligible for a Sick Leave Credit retirement gratuity as per Appendix B shall have the option ofreceiving a payout of his/her gratuity on the employee’s first pay date in the 2016/2017 school year, or onthe employee’s normal retirement date.

b) The employee must declare his/her intention to receive the earlier gratuity payout by June 30, 2016.

Pursuant to b) above, the following will apply:c) The earlier payout shall be equivalent to the present discounted value of the payout as per Appendix B. The

present value shall be based on a discount rate of 7.87% and on the average retirement age of 61 less theemployee’s age as at June 30, 2016. The average retirement age shall be based on the 2015 OMERS NRA6Sdata for all CURE members in district school boards.

d) If an Employee is older than the average age noted in c) above as at June 30, 2016, the retirement gratuitypayout will be discounted by 2% if they chose the early gratuity payout.

e) Where the employee opts for an early payout of the retirement gratuity, an employee may request theretirement gratuity, or a portion thereof, be transferred to an RRSP or OMERS AVC (Additional VoluntaryContribution) account. The employer will transfer the retirement gratuity, or portion thereof, to an RRSP orOMERS AVC account based on appropriate documentation and forms, completed by the employee, fromtheir financial institution. The payout, whether transferred as described above or paid directly to theemployee, is subject to withholdings in accordance with CRA requirements.

C14.OO SPECIALIZED JOB CLASSESWhere there is a particular specialized job class in which the pay rate is below the local market value assessment of that jobclass, the parties may use existing means under the collective agreement to adjust compensation far that job class.


APPENDIX A

CUPE I COUNCIL OF TRUSTEES’ ASSOCIATIONSNOTICE OF CENTRAL DISPUTE

Name of Board where Dispute Originated:

CUPE Local & Bargaining Unit Description:

Policy 3roup Jllvidual Ilirievor’s Name (if applicable):Date Notice Provided to Local School Board/CUPE Local:Central Provision Violated:

Statute/Regulation/Policy/Guideline/Directive at issue (if any):

Comprehensive Statement of Facts (attach additional pages if necessary):

Remedy Requested:

Date: Signature:

Committee Discussion Date:

Withdrawn III Resolved r Referred to Arbitration IIIDate: Co-Chair Signatures:This form must be forwarded to the Central Dispute Resolution Committee Co-Chairs no later than 30 working days after becomingaware of the dispute.


APPENDIX B

Sick Leave Credit-Based Retirement Gratuities (where applicable)1) An Employee is not eligible to receive a sick leave credit gratuity after August 31, 2012, except a sick

leave credit gratuity that the Employee had accumulated and was eligible to receive as of that day.

2) lIthe Employee is eligible to receive a sick leave credit gratuity, upon the Employee’s retirement, thegratuity shall be paid out at the lesser of,

a) the rate of pay specified by the board’s system of sick leave credit gratuities that applied tothe Employee on August 31, 2012; and

b) the Employee’s salary as of August 31, 2012.

3) If a sick leave credit gratuity is payable upon the death of an Employee, the gratuity shall be paid outupon death consistent with the rate in accordance with subsection (2).

4) For greater clarity, all eligibility requirements must have been met as of August 31, 2012 to be eligiblefor the aforementioned payment upon retirement, and except where there are grievances pending,the Employer and Union agree that any and all wind-up payments to which Employees without thenecessary years of service were entitled to under Ontario Regulation 01/13: Sick Leave Credits andSick Leave Credit Gratuities, have been paid.

5) For the purposes of the following board, despite anything in the board’s system of sick leave creditgratuities, it is a condition of eligibility to receive a sick leave credit gratuity that the Employee have10 years of service with the board:

i. Near North District School Boardii. Hamilton-Wentworth District School Boardiii. Huron Perth Catholic District School Boardiv. Peterborough Victoria Northumberland and Clarington Catholic District School BoardV. Hamilton-Wentworth Catholic District School Boardvi. Waterloo Catholic District School Boardvii. Umestone District School Boardviii. Conseil scolaire de district catholique Centre-Sudix. Conseil scolaire Viamonde

Other Retirement GratuitiesAn employee is not eligible to receive any non-sick leave credit retirement gratuity (such as, but not limited to,service gratuities or RRSP contributions) after August 31, 2012.

PART A — Trillium Lakelands District School Board & CUPE Local 997 15SUBJECT To ERRORS & OMISSIONS

LETtER OF UNDERSTANDING #1

BETWEEN

The Canadian Union of Public Employees(Hereinafter ‘CUPE’)

AND

The Council of Trustees’ Associations(Hereinafter the ‘CTA/CAE’)

Re: Status Quo Central Items

The parties agree that the following central issues have been addressed at the central table and that the languagerelating to these provisions shall remain status quo. For further clarity, if language exists, the following items are tobe retained as written in the 2008-2012 collective agreements, subject to modifications made during localbargaining in 2012-2013, if any. The issues listed below shall not be subject to local bargaining or to amendment bythe local parties.

Issues:Paid Vacations and Holidays (including statutory holidays)Work weekWork year (excluding local arrangements related to summer scheduling)Hours of WorkPreparation TimeStaffing levels (including staffing levels related to permits and leases and replacement staffing)Job Security as it Relates to Technological ChangeAllowances


LETTER OF UNDERSTANDING #2

BETWEEN


AND

The Council of Trustees’ Associations(Hereinafter the ‘CFA/CAE’)

Re: Status Quo Central Items Requiring Amendment and Incorporation

The parties agree that the following central issues have been addressed at the central table and that the provisionsshall remain status quo. The following language must, however, be aligned with current local provisions in order toreflect the provisions of CUPE’s 2012-2013 MOUs. The following issues are not subject to local bargaining oramendment by the local parties. Any disputes arising from these provisions may form the subject of a centraldispute.

PREGNANCY/PARENTAL LEAVES OF ABSENCE/SEBThe following pregnancy/parental/SEB language provides a change from an entitlement of six (6) weeks to anentitlement of eight (8) weeks.

Common Central ProvisionsMaternity Benefits/SEB Plan

a) A full-time and part-time permanent Employee who is eligible for pregnancy leave pursuantto the Employment Standards Act, shall receive 100% salary through a SupplementalEmployment Benefit (SEB) plan for a total of eight (8) weeks immediately following the birthof her child with no deduction from sick leave or the Short Term Leave Disability Program(STLDP).

b) Full-time and part-time permanent Employees not eligible for a SEB plan as a result of failingto qualify for Employment Insurance will be eligible to receive 100% of salary from theemployer for a total of eight(s) weeks with no deduction from sick leave or STLDP.

c) Where any part of the eight(s) weeks falls during the period of time that is not eligible forpay (i.e. summer, March Break, etc.), the full eight (8) weeks of top up shall continue to bepaid.

d) Full-time and part-time permanent Employees who require longer than the eight (8) weekrecuperation period shall have access to sick leave and the STLDP subject to meeting therequirements to provide acceptable medical verification.

e) Employees completing a long term supply assignment of 6 months or more shall be eligiblefor the SEB as described herein for a maximum of eight(s) weeks or the remaining numberof weeks in their current assignment after the birth of her child, whichever is less.

f) Employees not defined above have no entitlement to the benefits outlined in this article.

SHORT TERM PAID LEAVES


The parties agree that the issue of short term paid leaves has been addressed at the central table and theprovisions shall remain status quo to the provisions in current local collective agreements. For clarity, any leave ofabsence in the 2008-2012 local collective agreement that utilized deduction from sick leave, for reasons other thanpersonal illness shall be granted without loss of salary or deduction from sick leave, to a maximum of 5 days perschool year. For further clarity, those boards that had S or less shall remain at that level. Boards that had S ormore days shall be capped at 5 days. These days shall not be used for the purpose of sick leave, nor shall theyaccumulate from year to year.

Short term paid leave provisions in the 2008-12 collective agreement that did not utilize deduction from sick leaveremain status quo and must be incorporated into the 2014-17 collective agreement.

Provisions with regard to short term paid leaves shall not subject to local bargaining or amendment by localparties- However, existing local collective agreement language may need to be revised in order to align with theterms herein.

WSIB TOP-UPIf a class of employees was entitled to receive WSIB top-up on August 31, 2012 deducted from sick leave, theparties must incorporate those same provisions without deduction from sick leave. The top-up amount to amaximum of four (4) years and six (6) months shall be included in the 2014-17 collective agreement.

Employees who were receiving WSIB top-up on September 1,2012 shall have the cap of four (4) years and six (6)months reduced by the length of time for which the employee received WSIB top-up prior to September 1,2012.

RETIREMENT GRATUITIESThe issue of Retirement Gratuities has been addressed at the Central Table and the parties agree that formulaecontained in current local collective agreements for calculating Retirement Gratuities shall govern payment ofretirement gratuities and be limited in their application to terms outlined in Appendix B - Retirement Gratuities.

The following language shall be inserted unaltered as a preamble to Retirement Gratuity language into everycollective agreement:

“Retirement Gratuities were frozen as of August 31, 2012. Employees are not eligible to receive a sickleave credit gratuity or any non-sick leave credit retirement gratuity (such as, but not limited to, servicegratuities or RRSP contributions) after August 31, 2012, except a sick leave credit gratuity that theEmployee had accumulated and was eligible to receive as of that day. The following language applies onlyto those employees eligible for the gratuity above.”

SICK LEAVE TO BRIDGE LONG TERM DISABILITY WAITING PERIODBoards which have Long Term Disability waiting periods greater than 131 days shall ensure there is language thataccords with the following entitlement:

An Employee who has applied for long-term disability is eligible for additional short term disability leavedays up to the maximum difference between the long-term disability waiting period and 131 days. Theadditional days shall be payable at 90% and shall be used only to bridge the employee to the long-termdisability waiting period if, under a collective agreement in effect on August 31, 2012, the employee wasrequired to wait more than 131 days before being eligible for benefits under a long-term disability planand the collective agreement did not allow the employee the option of reducing that waiting period.



BETWEEN

The Canadian Union of Public Employee5(Hereinafter ‘CUPE’)

AND

The Council of Trustees’ Associations(Hereinafter the ‘CrA/CAE’)

Re: Job Security: Protected Complement

The parties acknowledge that education workers contribute in a significant way to student achievement and wellbeing.

Effective as of the date of central ratification, the Board undertakes to maintain its ProtectedComplement, except in cases of:a. A catastrophic or unforeseeable event or circumstance;b. Declining enrolment;c. Funding reductions directly related to services provided by bargaining unit members; ord. School closure and/or school consolidation.

2. Where complement reductions are required pursuant to 1. above, they shall be achieved as follows:a. In the case of declining enrolment, complement reductions shall occur at a rate not greater than the

rate of student loss, andb. In the case of funding reductions, complement reductions shall not exceed the amount of such

funding reductions, andc. In the case of school closure and/or school consolidation, complement reductions shall not exceed

the number of staff prior to school closure/consolidation at the affected location(s).

Local collective agreement language will be respected, regarding notification to the union of complementreduction. In the case where there is no local language the board will notify the union within twenty (20)working days of determining there is to be a complement reduction.

3. For the purpose of this Letter of Understanding, at any relevant time, the overall protected complement isequal to:a. The FUE number (excluding temporary, casual and/or occasional positions) as at date of central

ratification. The FTE number is to be agreed to by the parties through consultation at the local level.Appropriate disclosure will be provided during this consultation. Disputes with regard to the FTEnumber may be referred to the Central Dispute Resolution Process.

b. Minus any attrition, defined as positions that become vacant and are not replaced, of bargaining unitmembers which occurs after the date of central ratification.

4. Reductions as may be required in 1. above shall only be achieved through lay-off after consultation withthe union on alternative measures, which may include:a. priority for available temporary, casual and/or occasional assignments;b. the establishment of a permanent supply pool where feasible;c. the development of a voluntary workforce reduction program (contingent on full provincial

government funding).

PART A — Trillium Lakelands District School Board St CUPE Local 997 19SUBJECT TO ERRORS & OMISSIONS

5. The above language does not allow trade-offs between the classifications outlined below:a. Educational Assistantsb. DECEsc. Secretariesd. Custodianse. Cleanersf. Information Technology Staffg. Library Techniciansh. Instructorsi. Supervisors

j. Central Administrationk. ProfessionalsI. Maintenance/Trades

6. The parties agree that where local collective agreement language currently exists that provides a superiorbenefit specifically with regard to protected complement FTE number, that language will prevail.

7. This Letter of Understanding expires on August 30, 2017.


1iTER OF UNDERSTANDING #4

BETWEEN


AND

The Council of Trustees’ Associations(Hereinafter the ‘aA/cAE’)

Re: Professional Development

The parties acknowledge the important skills and expertise that education workers contribute to Ontario’s publiclyfunded schools and their commitment to improving student achievement.

Where the Ministry provides funds to local school boards specifically to provide professional development toemployees represented by CUPE, local school boards shall consult with local CUPE representatives prior tofinalizing and delivering the funded professional development.


LETtER OF UNDERSTANDING #5

BETWEEN

The Council of Trustees’ Associations/Le Conseil d’associations d’employeurs

(hereinafter called ‘CTA/CAE’)

AND

The Canadian Union of Public Employees(hereinafter called ‘CUPE’)

RE: Scheduled Unpaid Leave Plan

The following Scheduled Unpaid Leave Plan (SULP) replaces the current Voluntary Leave of Absence program(VLAP) and is available to all permanent employees for the 2015-2016 and 2016-2017 school years. Employeesapproved for SULP days shall not be replaced.

For employees who work a 10-month year a school board will identify:1) up to two (2) Professional Activity days in the 2015-2016 school year;2) two (2) Professional Activity days in the 2016-2017 school year;

that will be made available for the purpose of the SULP.

For employees whose work year is greater than ten (10) months, a school board will designate days, subject tosystem and operational requirements, which will be available for the purpose of the SULP in each of the 2015-2016and 2016-2017 school years. These employees will be eligible to apply for up to two (2) days leave in each of theseyears.

For the 2015-2016 school year, the available day(s) will be designated no later than thirty (30) days after centralratification. All interested employees will be required to apply, in writing, for the leave within ten (10) days of localratification, or within ten (10) days from the date upon which the days are designated, whichever is later. For the2016-2017 school year, the days will be designated by June 15, 2016. All interested employees will be required toapply, in writing, for leave for the 2016-2017 school year by no later than September 30, 2016. Approval of theSULP is subject to system and operational needs of the board and school. Approved leave days may not becancelled or changed by the school board or the employee. Exceptions may be considered with mutual consent.Half day leaves may be approved, subject to the system and operational needs of the board and school.

For employees enrolled in the OMERS pension, the employer will deduct the employee and employer portion ofpension premiums for the unpaid days and will remit same to OMERS.

The following clause is subject to either Teacher Pension Plan amendment or legislation:

Within the purview of the Teachers’ Pension Act (TPA), the Minister of Education will seek an agreementfrom the Ontario Teachers’ Federation (OTF) to amend the Ontario Teachers’ Pension Plan (OTPP) toallow for adjusting pension contributions to reflect the Scheduled Unpaid Leave Plan (SLaP) with thefollowing principles:i) Contributions will be made by the employee/plan member on the unpaid portion of each unpaid

day, unless directed otherwise in writing by the employee/plan member;ii) The government/employer will be obligated to match these contributions;


iii) The exact plan amendments required to implement this change will be developed in collaborationwith the OTPP and the co-sponsors of the OTPP (OTF and the Minister of Education); and

iv) The plan amendments will respect any legislation that applies to registered pension plans, such asthe Pension Benefits Act and Income Tax Act.

This Letter of Understanding expires on August 30, 2017.


LETfER OF UNDERSTANDING #6

BETWEEN


AND


AND

The Crown

Re: Education Worker Diverse and Inclusive Workforce Committee — Terms of Reference

PREAMBLE:The parties recognize the importance of embracing diversity and moving beyond tolerance and celebration toinclusivity and respect in our workplaces. Organizations are strengthened when employers can draw upon a broadrange of talents, skills, and perspectives. The parties further recognize that a diverse and inclusive workforce maycontribute to student success.

I. MANDATE OF THE COMMIHEEThe mandate of the Education Worker Diverse and Inclusive Workforce Committee is to jointly explore and identifybest practices that support diversity, equity, inclusion and to foster diverse and inclusive workforces reflective ofOntario’s diverse communities.

II. DELIVERABLESThe Education Worker Diverse and Inclusive Workforce Committee (Committee) will produce a summarydocument that will identify and promote best practices that support diversity, equity, and inclusion.

The summary document, once endorsed by the Canadian Union of Public Employees (CUPE) and the Council ofTrustees’ Associations (CTA), will be translated into the French language and distributed to all school boards wherethere are CUPE-represented members employed and to all corresponding CUPE/SCFP locals no later than October31, 2016.

IlL SCOPEThe Committee will explore and identify best practices that promote the continued development of positive,respectful work environments committed to equity, inclusion and diversity.

All best practices identified in the summary document should be based on evidence of positive results/impact.

The committee’s scope will include identifying best practices related to recruitment, promotion and retention of adiverse workforce. As part of their work the committee will consider relevant resources applicable to theeducation sector, such as PPM 119 of April 2013, and the-recommendations of the Ontario First Nation, Métis,Inuit Education Policy Framework, 2007.

The committee’s scope will not include employment equity and/or pay equity.


IV. MEMBERSHIPThe Committee shall include nine (9) members - five (5) representatives from CUPE/SCFP and four (4)representatives from the CIA. Up to two (2) advisors from the Ministry of Education shall act in a resource capacityto the committee. Other persons may attend meetings in order to provide support and resources as mutuallyagreed. Up to one (1) representative from each of the four (4) employee bargaining agencies at the othereducation workers tables will be invited to participate on the Committee.

V. CO-CHAIR SELECTIONCUPE/SCFP and CTA representatives will each select one co-chair. The two Co-Chairs will govern the group’s workand meetings.

VI. MEETINGSThe Committee will meet within sixty (60) calendar days of the ratification of the central terms of the collectiveagreement. The Committee will meet three (3) times during its term, or more if mutually agreed. The term of theCommittee shall end on or before October 31, 2016 unless mutually agreed to by the Parties to extend.

VII. OTHERThe parties agree that if there is a dispute between the parties regarding whether or not the committee has beenproperly established within the required timeframes, this dispute maybe grieved through the central grievanceprocess, and that this is the only dispute related to the committee and the work it is undertaking that could be thesubject of a grievance.


LEVIER OF UNDERSTANDING #7

BETWEEN


AND


Re: Long Term Disability (LTD) Plan Working Group

The parties acknowledge that increases in premiums for LTD plans are a significant issue.

The parties agree to review the issue of affordability of LTD plans for both boards and employees who pay LTDpremiums (in whole or in part) in support of existing LTD plan arrangements.

A joint central committee of board staff and CUPE members shall be established to review options related tosustainability and affordability of LTD plans. Options may include, but are not limited to:

i) Exploring a common plan through a competitive tendering processii) Exploring other delivery options through a competitive tendering processiii) Reviewingjoint proposals from local boards and units to effect changes to plan design to reduce

costs.

The central parties agree that local boards and units may discuss and mutually agree, outside of the context ofcollective bargaining, to make plan design changes with a view to reducing premiums.

PART A — Trillium Lakelands District School Board & CUPE Local 997 26SUBJECt TO ERRORS & OMISSIONS


B ETWEEN


AND


Re: Sick Leave

The parties agree that any existing collective agreement provisions with respect to the items listed below, that donot conflict with the clauses in the Sick Leave article in the Central Agreement, shall remain status quo for the termof this collective agreement:

1. Responsibility for payment for medical documents.2. Sick leave deduction for absences of partial days.

The parties further agree that any graduated return to work plans that are approved no later than 30 days afterthe ratification of local collective agreement terms shall not be negatively impacted by the provisions of ArticleC6.1 g) for the fiscal year in which they were approved.

PART A — Trillium Lakelands District School Board & CUPE Local 97 27SUBJECTTO ERRORS& OMISSIONS

LEHER OF UNDERSTANDING #9BETWEEN

The Ontario Public School Board Association(hereinafter called ‘OPSBA’)

ANDThe Ontario Catholic School Trustee5 Association

(hereinafter called ‘OCSTA’)AND

L’Association des conseils scolaires des écoles publiques de I’Ontario(hereinafter called ‘ACEPO’)

ANDL’Association franco-ontarienne des conseils scolaires catholiques

(hereinafter called ‘AFOCSC’)AND

The Canadian Union of Public Employees I Syndicat canadien tie Ia fonction publique(hereinafter called ‘CUPE’)

ANDThe Crown

RE: Benefits

The parties agree that, once all employees to whom this memorandum of settlement of the central terms appliesbecome covered by the Employee Life and Health Trust (ELHT) contemplated by this Letter of Understanding, allreferences to life, health and dental benefits in the applicable local collective agreement shall be removed fromthat local agreement.The employee representatives, the employer representatives, and the Crown, intend to establish an EducationSector EU-IT, (hereinafter, the “Trust”), to provide benefits to education workers in the Province of Ontarioemployed by District School Boards, District School Area Boards and Public School Authorities (hereinafter, the“Boards”) in accordance with section 144.1 of the income ToxAct (Canada) (“ITA”). Boards’ benefit plans can onlybe moved into the Trust, such that the Trust will be in compliance with the ITA and Canada Revenue Agencyadministrative requirements for an ELHT (the “ELHT Requirements”). It is intended that the Trust be effective nolater than February 1,2017 and that benefit plans will participate in this Trust no later than August 31, 2017. Thedate on which a benefit plan commences participation in the Trust shall be referred to herein as the “ParticipationDate”.

The Trustees, as defined in 2.1.0, shall consult with other Trusts and Boards to move all employee groups into theTrust(s) at the same time, subject to the Trust being ready to accept the employee group(s).

The parties acknowledge that the establishment of the Trust represents a substantial commitment both within andbeyond the term of the current collective agreement. This letter of understanding is conditional upon its termscontinuing in full force and effect beyond the termination date of the collective agreement, and is made indetrimental reliance upon such continuation. The terms of this letter of understanding will form the basis for atrust agreement setting out the terms of the ELHT to be approved by the parties.

1.0.0 PRINCIPLES1.1.0 The Trust will be governed by the employee representatives and the employer representatives,

together with the Crown;1.2.0 The Trust will be responsible for the delivery of benefits on a sustainable, efficient and cost

effective basis;1.3.0 Services provided by the Trust to be available in both official languages, English and French; and


1.4.0 other employee groups in the education sector may join the Trust. The Trust will develop anaffordable benefits plan that is based on the funding available to the employee groups.

2.0.0 GOVERNANCE2.1.0 Board of Trustees2.1.1 The Board of Trustees will be comprised of 9 voting members that include S CUPE employee

representatives and 4 employer representatives, including the Crown. The Board of Trustees willinclude among its members 2 independent experts, 1 appointed by the employer representativesand 1 appointed by the employee representatives. CUPE will be responsible for the appointmentand termination of the employee Trustees, and the employer representatives will be responsiblefor the appointment and termination of the employer Trustees.

2.1.2 The appointed independent experts will:a. Be retained from outside of the following organizations: the Trust, the shared services office

supporting the Trusts, the union, the Boards, the CTA and the Crown;b. Have no conflict of interest in their role as trustee on the Benefit Plan Trust; andc. Be accredited from one of the following fields: actuarial science, law or accounting; or in lieu

of such affiliation hold the Certified Employee Benefit Specialist (CEBS) designation; andhave demonstrated experience with employee benefit plans.

2.1.3 Other experts may be invited to the Trust in an advisory capacity and will not maintain any votingrights.

2.1.4 All voting requires a simple majority to carry.2.1.5 CUPE shall determine the initial term and subsequent succession plan for their Trustees. The CTA

and the Crown acting together, shall determine the initial term and subsequent succession planfor their Trustees. A succession plan will be designed for the Trustees so that the terms of nomore than three Trustees expire in any twelve month period. The term of a Trustee shall belimited to a maximum of 9 years.

3.0.0 ELIGIBILITY and COVERAGE3.1.0 The following employees represented by CUPE are eligible to receive benefits through this

Trust:3.1.1 The Trust will maintain eligibility for CUPE represented employees in accordance with

the Local Collective Agreement (“CUPE represented employees”) as of August 31,2014. The Trust will also be permitted to provide coverage to other employee groupsin the education sector with the consent of their bargaining agents and employer or,for non-union groups, in accordance with an agreement between the Trustees and theapplicable Board. These groups must request inclusion in the Trust, and must agree tocomply with the Trust’s financial, data and administrative requirements.

3.1.2 Retirees who were, and still are, members of a Board benefit plan at August 31, 2013based on the prior arrangements with the Board.

3.1.3 Retirees who became members of a Board benefit plan after August 31, 2013 andbefore the Board participation date are segregated in their own experience pool, andthe premiums are fully paid by the retirees.

3.1.4 No individuals who retire after the Board participation date are eligible.3.1.5 Retirees that join are subject to the provisions in 3.1.2 through 3.1.4.

3.2.0 The benefit plan may provide coverage for health (including but notlimited to vision and travel),life and dental benefits including accidental death and dismemberment (AD&D), medical secondopinion, and navigational support, subject to compliance with section 144.1 of the TA. After theinitial establishment of the Trust, other employee benefit programs may be considered forinclusion, only if negotiated in future central collective agreements.

3.3.0 Each Board shall provide to the Trustees of the Education Sector ELHT directly, or through itsInsurance Carrier of Record, Human Resource Information System (HRIS) information noted in

PART A — Trillium Lakelands District School Board & CUPE Local 997 29SUBJECTTO ERRORS&OMISSIONS

Appendix A within one (1) month of notification from the Trustees, in the format specified by theTrustees.

4.0.0 FUNDING4.1.0 Start-Up Cost54.1.1 The Government of Ontario will provide:

a. A one-time contribution to the Trust equal to 15% of annual benefit costs to establish aClaims Fluctuation Reserve (“CER”). The amount shall be paid to the Trust on September1, 2016.

b. A one-time contribution of a half month’s premium cost (4.15% of annual benefit costs) tothe Trust, to cover start-up costs and/or reserves.

4.1.2 The one-time contributions in 4.1.1 (a) and (b) will be based on the actual cost per year forbenefits (i.e. claims, premiums, administration, tax, risk or profit charges, pool charges, etc.) asreported on the insurance carrier’s most recent yearly statement for the year ending no laterthan August 31, 2015.

4.1.3 The Crown shall pay to CUPE $3.Smillion of the startup costs referred to ins. 4.1.1 (b) on the dateof ratification of the central agreement and shall pay to CUPE a further $3.5 million subject to themaximum amount referred to in s 4.t1 (b) by June 1,2016. The balance of the payments, ifrequired under s. 4.1.1(b), shall be paid by the Crown to CUPE on the day the Trust becomeseffective.

4.1.4 On the day the Board commences participation in the Trust, or as soon as reasonably andfeasibly possible thereafter, all eligible and available surpluses in board-owned defined benefitplans will be transferred to the Trust in an amount equal to each employee’s pro rata sharebased on the amount of the employee’s co-share payment of each benefit. The remainingportion of the Board’s surplus will be retained by the Boards.

4.1.5 Where there are active grievances related to surpluses, deposits and/or reserves, the amount indispute shall be internally restricted by the Board until the grievance is settled.

4.1.6 All Board reserves for Incurred But Not Reported (“IBNR”) claims and CFR, will remain with theexisting carriers until those reserves are released by the carriers based on the terms of existingcontracts.

4.1.7 Upon release of each Board’s IBNR and CFR by the carriers, the reserves will be retained by theapplicable Board. For the Administrative Services Only plans (ASO), a surplus (including anydeposits on hand) that is equal to or less than 15% of the Board’s annual benefit cost will bedeemed to be a CFR and IBNR and will be retained by the applicable Board upon its release bythe carriers. Where a surplus (including deposits on hand) exceeds 15% of the annual benefitcost, the remaining amount will be apportioned to the Board and the Trust based on theemployers’ and employees’ premium share.

4.1.8 For policies where the experience of multiple groups has been combined, the existingsurplus/deficit will be allocated to each group based on the following:

a. If available, the paid premiums or contributions or claims costs of each group; orb. Failing the availability of the aforementioned financial information by each group, then

the ratio using the number of Full Time Equivalent positions (FTE) covered by eachgroup in the most recent policy year will be used.

The methodology listed above will be applicable for each group leaving an existing policy wherethe experience of more than one group has been aggregated. Policies where the existingsurplus/deficit has been tracked independently for each group are not subject to this provision.

4.1.9 Boards with deficits will recover the amount from their CFR and IBNR. Any portion of the deficitremaining in excess of the CFR and IBNR will be the responsibility of the board.

4.1,10 In order to ensure the fiscal sustainability of said benefit plans, the Boards will not make anywithdrawal, of any monies, from any health care benefit plan reserves, surpluses and/or depositsnor decrease in benefit plan funding unless in accordance with B-Memo B04:2015. It is the


parties understanding that the Ministry of Education Memo B04:2015 applies and will remain ineffect until Board plans become part of the Trust.

4.1.11 The Trust shall retain rights to the data and the copy of the software systems.

4.2.0 On-Going Funding4.2.1 For the current term the Boards agree to contribute funds to support the Trust as follows:

a. The Boards will continue to provide benefits in accordance with the existing benefit plansand co-pay arrangements until the Employees’ Participation Date in the Trust.

b. By January 31, 2016 for Board-owned defined benefit plans, the Boards will calculate theannual amount of i) divided by ii) which will form the base funding amount for the Trust;

i) “Total cost” means the total annual cost of benefits and related costs includingbut not limited to claims, administration expenses, insurance premiums,consulting, auditing and advisory fees and all other costs and taxes, as reportedon the insurance carrier’s most recent yearly statement, and if any, premiumcosts on other district school area board or public school authority statements,for the year ending no later than August 31, 2015. The aforementionedstatements are to be provided to the Ministry of Education.Total Cost excludes retiree costs.The average number of Full-Time Equivalent (FEE) positions in the bargainingunit as at October 3V and March 31’ for the period consistent with this clause.

ii) For purposes of (b) (ii) above, the FTE positions will be those consistent withAppendix H of the Education Finance Information System (Ens) for jobclassifications that are eligible for benefits.

c. All amounts determined in this Article 4 shall be subject to a due diligence review by CUPE.The Boards shall cooperate fully with the review, and provide, or direct their carriers orother agents to provide, all data requested by CUPE. If any amount cannot be agreedbetween CUPE and a Board, the parties to this agreement shall make every effort, in goodfaith, to resolve the issue using the data provided, supporting information that can beobtained and reasonable inferences on the data and information. If no resolution to theissue can be achieved, it shall be subject to the Central Dispute Resolution process.

i) In order that each party be satisfied that the terms of this LoA provide a satisfactorybasis to deliver benefits in the future, each party reserves the right to conduct athorough due diligence with respect to existing benefit arrangements (includingbenefit terms, eligibility terms, FEE positions in the bargaining unit, historic costsand trends). Prior to May 1, 2016 if either CUPE or the CEA concludes, in good faith,following its due diligence review, that the terms of the LoA do not provide asatisfactory basis for the provision of benefits, then either CUPE or the CTA maydeclare this LoA to be null and void, in which case no Participation Dates for anyBoards shall be triggered and the benefits related provisions of all local agreements,as they were before the adoption of this LoA, shall remain in full force and effect.

H) Prior to September 1, 2016, on any material matter, relating to Article 4.2.1 (a) or(b), CUPE or the CEA can deem this Letter of Understanding to be null and void. NoParticipation Dates for any Board shall be triggered and the benefits relatedprovisions of all local agreements, as they were before the adoption of this Letter ofUnderstanding, shall remain in full force and effect.

d. On the participation date, the Boards will contribute to the Trust the amount determined ins.4.2.1 (b) plus 4% for 2015-16 and 4% for 2016-17.

e. On the participation date, for defined contribution plans, the Boards will contribute to theTrust, the FTE amount indicated in the collective agreements for the fiscal year 2013-14, plus4% for 2015-16 and 4% for 2016-17.

f, An amount of $300 per FTE, in addition to (d) and (e) will be added to the base funding in2016-17.


g. With respect to 4.2.1 (b), and Cd) above, the contributions provided by the Boards wiltinclude the employees’ share of the benefit cost as specified by the Board’s collectiveagreement until such time that the employees’ share is adjusted as determined by the Trustand subject to the funding policy.

h. The terms and conditions of any existing Employee Assistance Program/Employee FamilyAssistance Program shall remain the responsibility of the respective Board and not the Trustmaintaining current employer and employee co-share where they exist. The Board shallmaintain its contribution to all statutory benefits as required by legislation (including but notlimited to Canada Pension Plan, Employment Insurance, Employer Health Tax, etc.).

i. The FTE used to determine the Board’s benefits contributions will be based on the averageof the Board’s FTE as of October 31st and March 31 of each year.

j. Funding previously paid under (b), (d), (e) and (f) above will be reconciled to the agreedOctober 3V’ and March 31st FTE and any identified difference will be remitted to the Trust ina lump sum on or before the last day of the month following reconciliation.

Ic. In the case ol a dispute regarding the FFE number of members for whom the provincialbenefits package is being provided, the dispute will be resolved between the Board andCUPE Central.

I. As of the day that a Board commences participation in the Trust, the Board will submit anamount equal to 1/12th of the negotiated funding amount as defined in s.4.2.1(b), (d), (e)and (f) to the Plan’s Administrator on or before the last day of each month.

m. The Trust will provide the necessary information needed by Boards to perform theiradministrative duties required to support the Trust in a timely and successful manner.

n, The Boards shall deduct premiums as and when required by the Trustees of the EducationSector ELHT from each member’s pay on account of the benefit plan(s) and remit them asand when required by the Trustees to the Trust Plan Administrator of the Education SectorELHT with supporting documentation as required by the Trustees.

o. Funding for retirees shall be provided based on the costs or premiums in 2014-15 associatedwith those retirees described in 3.1.2 plus 4% in 2015-16 and 4% in 2016-17. Employer andemployee co-shares will remain status quo per local collective agreements in place as ofAugust 31, 2014 or per existing benefit plan provisions.

p. Some CUPE members currently contribute to the payment of employee benefits at varyinglevels in accordance with local collective agreements, generally referred to as “Co-Pay”. Thisamount is often expressed as a percentage of premiums. Should the Trust choose to reduce oreliminate the “Co-Pay”, the Crown will provide funding equivalent to the reduction of the “CoPay” amount. The reduction to the percentage of premium, if any, will be converted to a perFTE amount based on the 2014-15 premiums. This election must be made by the last board’sparticipation date.

5.0.0 SHARED SERVICES5.1.0 CUPE agrees to adopt a shared services model that will allow other Trusts to join the shared

services model. The shared services office of the Trust is responsible for the services to supportthe administration of benefits for the members, and to assist in the delivery of benefits on asustainable, efficient and cost effective basis recognizing the value of benefits to the members.

s.i.i shared administrative services will be provided as determined by the Transition Committee for aperiod of three years from the commencement of the first participation date and will becompetitively procured within 4 years from the employee representative group’s lastparticipation date but shall be no later than August 31, 2021.

5.1.2 Any procurement of services to support the administration of benefits conducted by the sharedservices office should include the procurement of these services for all Trusts to ensure the mostefficient and cost effective service.


6.0.0 BOARD OF TRUSTEES’ RESPONSIBILITIES6.1.0 The Hoard of Trustees will be responsible for the operational and financial sustainability of the

Trust, including, but not limited to:a. The trustees’ selection of the Trust auditors and the Trust actuaries;b. The annual reports of the Auditors and actuaries;c. The actuarial report, including any report obtained under Section 7.0.0 regarding

recommendations on sustainability of the initial plan design. The first actuarial reportshall be received no sooner than six months and no later than twelve months followingthe implementation of the initial plan;

d. The actuarial report, including any report obtained under Section 7.0.0 regardingrecommendations on sustainability, of any subsequent changes to the plan design;

e. The design and adoption of the initial Benefit Plan and any amendments to the BenefitPlan;

f. Validation of the sustainability of the respective Plan Design;g. Establishing member contribution or premium requirements, and member deductibles if

any;h. Identifying efficiencies that can be achieved;

The design and amendment of the Funding policy;

j. The investment Policy and changes to the Investment Policy; andk. Procurement of adjudicative, administrative, insurance, consultative and investment

services.6.2.0 under the Funding Policy, Trust surpluses may not be refunded or distributed in cash, but may be

used, as determined by the Trust to:a. Fund future claims in conjunction with the fixed funding and term contained in the collective

bargaining agreement;b. Fund claims stabilization or other reserves;c. Improve plan design;d. Expand eligibility (subject to Section 3.1.2 through to 3.1.4); ande. Reduce member premium share if any.

6.3.0 under the Funding Policy, actual and projected funding deficiencies of the Trust will beaddressed no later than the next regular plan renewal (as of September 1st) using one or more ofthe following methods, as determined by the Trust:

a. Use of existing claims stabilization funds;b. Increased member share premium;c. Change plan design;d. Cost containment tools;e. Reduced plan eligibility;f. Cessation of benefits, other than life insurance benefits; andg. Identify other sources of revenue.

6.4.0 The Trustees shall adopt policies for the appointment, review, evaluation and, if necessary,termination, of their service providers.

6.5.0 The Trust shall provide “trustee liability insurance” for all Trustees.

7.0.0 ACCOUNTABILITY7.1.0 Actuaries and external auditors will be appointed by the Trust. Audited financial statements and

an actuarial evaluation report will be obtained for the Trust on an annual basis. The actuarialreport will include projections for the Trust for a period of not less than 3 years into the future.

7.2.0 The Funding Policy shall require the Trustees to take necessary actions or decisions during a periodin which the CFR is less than 8.3% of annual expenses over a projected three year period.If the motion to adjust the plan design does not pass, the Trust will increase member sharepremiums to restore the balance to at least 8.3% of total annual expenses.


7.3.0 Copies of the audited financial statements and the actuarial evaluation report requested insection 7.1.0 will be shared with CUR, OPSBA, OCSTA, ACEPO, AFOCSC and the Ministry ofEducation.

8.0.0 TRANSITION COMMITTEE8.1.0 A transition committee comprised of the employee representatives and the employer

representatives, including the Crown, will be established by ianuary 31, 2016 to address allmatters that may arise in the creation of the Trust.

9.0.0 PAYMENTS9.1.0 The Crown will make a recommendation to the Lieutenant Governor in Council to amend the

Grants for Student Needs funding regulation indicating that the funding amount provided forbenefit of the Trust must be provided to the Trust in accordance with the Letter ofUnderstanding.

10.0.0 ENROLMENT10.1.0 For new hires, each Board shall distribute benefit communication material as provided by the

Union to all new members within 15 to 30 days from their acceptance of employment.10.2.0 For existing members, the Board shall provide the Human Resource Information System ([iRIS)

file with all employment information to the Trustees as outlined in Appendix A.10.3.0 Where an HRIS file cannot be provided, the Board shall provide the required employment and

member information to the Trust Plan Administrator in advance of the member commencingactive employment or within the first 30 days of the employment date. The Board shall enter anysubsequent demographic or employment changes as specified by the Trust Plan Administratorwithin one week of the change occurring.

10.4.0 The benefit administration for all leaves, including Long-Term Disability where applicable, will bethe responsibility of the Trust Plan Administrator. During such leaves, the Board shall continue toprovide [iRIS information and updates as defined above.

10.5.0 Each Board shall provide updated work status in the HRIS file a minimum of 2 weeks in advanceof the leave or within the first 15 days following the start of the absence.

11.0.0 ERRORS AND OMISSIONS RELATED TO DATA11.1.0 Board errors and retroactive adjustments shall be the responsibility of the Board.11.2.0 If an error is identified by a Board, notification must be made to the Trust Plan Administrator

within seven (7) days of identification of the error.11.3.0 Upon request by the Trust Plan Administrator, a Board shall provide all employment and member

related information necessary to administer the provincial benefit plan(s). Such requests shallnot be made more frequently than twice in any 12 month period.

11.4.0 The Trust Plan Administrator has the right to have their representatives review employmentrecords related to the administration of the Trust a Board office during regular business hoursupon 30 days written notice.

12.0.0 C1.AIMS SUPPORT12.1.0 The Board shall complete and submit the Trust Plan Administrator’s Waiver of Life Insurance

Premium Plan Administrator Statement to the Trust plan Administrator for life waiver claimswhen the Trust Plan Administrator does not administer and adjudicate the LTD benefits.

12.2.0 Each Board shall maintain existing beneficiary declarations. When required, the Board shallprovide the most recent beneficiary declaration on file to the Trust Plan Administrator. Anychanges subsequent to the participation date shall be the responsibility of the Trust.


13.0.0 PRIVACY13.1.0 In accordance with applicable privacy legislation, the Trust Plan Administrator shall limit the

collection, use and disclosure of personal information to information that is necessary for thepurpose of providing benefits administration services. The Trust Plan Administrator’s policy shallbe based on the Personal Information Protection and Electronic Documents Act (PIPEDA).


Appendix A — HRIS File

Each Board may choose to provide to the Trustees of the Education Sector ELHT directly, or provide authorizationthrough its Insurance Carrier of Record to gather, the following information within one (1) month of notificationfrom the Trustees. The following information shall be provided in the formats agreed to by the Trustees of theEducation Sector ELHT and the employer representatives:

a. complete and accurate enrolment files for all members, member spouses and eligible dependents,including:

i. names;ii. benefit classes;

Hi. plan or billing division;iv. location;v. identifier;

vi. date of hire;vii. date of birth;

viii. gender;ix. default coverage (single/couple/family).

b. estimated return to work dates;

c. benefit claims history as required by the Trustees;

d. list of approved pre-authorizations and pre-determinations;

e. list of approved claim exceptions;

f. list of large amount claims based on the information requirements of the Trustees;

g. list of all individuals currently covered for life benefits under the waiver premium provision; and

h. member life benefit coverage information.



B ETWEEN

The Council of Trustees’ Associations(hereinafter the “CTA/CAE”)

AND

The Canadian Union of Public Employees(hereinafter “CUPE”)

RE: List of Arbitrators

The following is the list of Agreed-To Arbitrators for the Collective Agreement in effect from September 1,2014 —

August 31, 2017, as referenced in Article C4 of the Central Terms of the Collective Agreement.

English Language: French Language:Christopher Aibertyn Michelle FlahertyJohn Stout Brian KellerPaula Knopf Kathleen O’NeilMort Mitchnick Michel PicherBrian Sheehan Bram Herlich



BETWEEN


AND


Re: Central Labour Relations Committee

The parties agree that the Central Labour Relations Committee will discuss the following topics:• Provision of information relating to bargaining unit members, including scope, manner of disclosure and

timing, in order to assist the parties in preparation for the next round of central bargaining• Medical Intervention Training• Staffing for Supervision• Violence Prevention Training• Concerns, if any, regarding systemic issues relating to allocation or application of sick leave/short term

disability leave• Any other issues raised by the parties



BETWEEN

The Canadian Union of Public Employees(Hereinafter ‘CURE’)

AND

The Council of Trustees’ Associations(Hereinafter the ‘GA/CAE’)

AND

The Crown

Re: Early Childhood Educators Work Group (FDK)

The parties and the Crown agree that within sixty (60) days following central ratification, a work group consistingof equal numbers of CTA/Crown and CUPE representatives shall convene to consider and make recommendationsconcerning Early Childhood Educators including, but not limited to the following:

• Hours of work• Preparation time• FDK class size• Students with special needs• Staffing levels• Professional collaboration and development• the feasibility of establishing Itinerant Lead positions within the bargaining unit.

The work group shall make joint recommendations to the parties no later than June 30, 2016.

PART A — Trillium Lakelands District School Board & CURE Local 997 39SUBJECT TO ERRORS & OMISSIONS

LEUER OF UNDERSTANDING #13

BETWEEN


AND

The Council of Trustees’ Associations(Hereinafter the ‘CTA/CAE’)

AND

The Crown

Re: Ministry Initiatives

The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special NeedsStrategy, and other initiatives within the province of Ontario.

The parties further acknowledge the importance of initiatives being implemented within the provincial schoolssystem including but not limited to the addition of Mental Health Leads, and the protocol for partnerships withexternal agencies/service providers.

It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risksupports to school boards in partnership with existing professional student services support staff and other schoolpersonnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours ofwork.


LEHER OF UNDERSTANDING #14

BETWEEN


AND


AND

The Crown

Re: Provincial Health and Safety Working Group

The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purposeof the working group is to consider areas related to health and safety in order to continue to build and strengthena culture of health and safety mindedness in the education sector. Areas for discussion may include:

• Violence in the Workplace;• Occupational health and safety training, including training for CUPE members;• Caring and Safe Schools as it relates to CUPE members;• Health and safety considerations in high risk areas of the school; and• Any other health and safety matters raised by either party.

The Crown commits to convene a meeting of the Working Group prior to December 31, 2015.

CUPE will be entitled to equal representation on the Provincial Health and Safety Working group.

Where best practices are identified by the committee, those practices will be shared with school boards.



BETWEEN


AND


AND

The Crown

RE: Violence Prevention Training

CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase ofa training program on the prevention of violence for employees whose core duties require them to work directly incontact with students who may pose a safety risk. The Crown agrees to fund the development/purchase.

The Central Labour Relations Committee will consider the following points in developing the training moduleprogram including:

• Causes of violence;• Factors that precipitate violence;• Recognition of warning signs;• Prevention of escalation; and• Controlling and defusing aggressive situations.• Employee reporting obligations

The training program will be made available to boards and CUPE no later than November 30, 2016.

Local boards will consult with local unions regarding the implementation of the training program.


LEHER OF UNDERSTANDING #16

BETWEEN


AND

The Council of Trustees’ Associations(Hereinafter the ‘CTAICAE’)

AND

The Crown

Re: Additional Professional Activity (PA) Day

The parties confirm that should there be an additional PA Day beyond the currentS PA days in the 2015-16 and/orthe 2016-17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a resultof the implementation of these additional PA days. For further clarity, the additional PA day will be deemed anormal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstandingthese days may be designated as SULP days.


PART B - LOCAL TERMS

ARTICLE I - PURPOSE

1.01 The purposes of this Collective Agreement are to:

• establish, promote and facilitate an effective, harmonious and orderly relationship betweenthe parties;

• recognize the mutual value of joint discussions related to all matters pertaining to the workingconditions of members of the Bargaining Unit;

• promote morale, well-being and security of all members of the Bargaining Unit;• define procedures for the prompt and equitable disposition of grievances which arise under

the terms of this Agreement;• encourage efficiency in operation; and,• set out such terms and conditions of employment for members of the Bargaining Unit as have

been agreed upon by the parties.

1.02 It is understood and agreed that the provisions as set out in this Collective Agreement constitutethe entire negotiated Agreement between the parties.

ARTICLE 2 - MANAGEMENT RIGHTS

2.01 The Union acknowledges that, except as expressly modified by any other article of this CollectiveAgreement, it is the exclusive right and function of the Employer to:

(a) maintain order, discipline and efficiency and to make, alter and enforce rules andregulations to be observed by employees, provided such rules and regulations have beenposted or otherwise been brought to the attention of Bargaining Unit members;

(b) hire, assign, classify! evaluate, direct, transfer, promote, demote (including disciplinarydemotion), layoff, recall, discipline, suspend or discharge, provided that a claim that apermanent employee has been discharged or disciplined without just cause may be thesubject of a grievance and be dealt with as herein provided;

(c) determine the number of employees to be employed, including the qualifications, dutiesand responsibilities of the employees, the hours of work, the work year, and worklocation;

(d) generally to manage the service and operations in which the Employer is engaged and,without restricting the generality of the foregoing, to retain all residual rights ofmanagement to determine, alter and eliminate the number and location ofestablishments, services and programs, to determine the work to be performed and thescheduling of such work, and the methods and work procedures to be followed.

2.02 The Parties agree that they will exercise their rights in accordance with the terms and provisionsof this Collective Agreement and with the prevailing statutes and regulations of the Province ofOntario.

ARTICLE 3 - RECOGNITION

3.01 Bargaining Unit

The Employer recognizes the Canadian Union of Public Employees and its Local 997 as the soleand exclusive bargaining agent for all office, clerical and technical personnel and all educationalassistants employed by the Trillium Lakelands District School Board, save and exceptsupervisors and persons above the rank of supervisor.

PART B - Trillium Lakelands D.S.B. & CUPE Local 997— OCT/EA Collective AgreementSUBJECT TO ERRORS AND OMISSIONS Page 44

3.02 Non-Discrimination

The parties agree that there shall be no interference, discrimination, restriction or coercionexercised or practiced by either of the parties or their representatives against any person inregard to employment or terms or conditions of employment because the person exercises rightsunder this Agreement, or participates in the lawful activities of the Canadian Union of PublicEmployees or its Local 997,

3.03 No individual employee or group of employees shall undertake to represent the Union atmeetings with the Board without proper authorization of the Union. In order that this may becarried out, the Union will supply the Board with names of employees who are stewards or otherofficers of the Union. Similarly, the Board will, if requested, supply the Union with a list of itssupervisory or other personnel with whom the Union may be required to transact business.

3.04 There will be no solicitation for membership by the Union or by any of its members during anemployee’s working hours, nor will there be any assembly of employees during such hours for thepurpose of conducting meetings related to Union business, without the consent of the Employeror except as hereinafter provided.

ARTICLE 4- STRIKES AND LOCKOUTS

4.01 So long as this Agreement continues to operate, there shall be no lockout by the Employer, andthe Union will not cause or sanction any employee represented by it to participate in any strike,deliberate slowdown, or interference with work in or about the Board’s schools or premises.

4.02 In the event of any strike, slowdown or interference with work during the terms of this Agreement,the Union and its officers will make every effort to prevail upon the employees so engaged tocease and desist in such activities.

ARTICLE 5- LABOUR, MANAGEMENT RELATIONS

5.01 Bargaining Committees

The Bargaining Committees of the parties shall be comprised of not more than six (6) EmployerRepresentatives and not more than six (6) Union Representatives, one of whom shall be thePresident of CUPE Local 997. The Union and the Employer will advise the other of the names ofthe representatives. All of the Union representatives, other than the CUPE NationalRepresentative (if applicable), shall be permanent employees of the Employer.

5.02 The Employer recognizes the right of CUPE and its Local 997 to authorize any advisor, agent,counsel, solicitor or duly authorized representative to assist, advise or represent it in all matterspertaining to the negotiation and administration of this Agreement.

Subject to the authority of the Principal or appropriate Superintendent/Manager related to schooland Board premises, authorized representatives of the Union shall have reasonable access toBargaining Unit members, normally outside of working hours, for Union business at all schoolsand workplaces.

5.03 CUPE and its Local 997 recognizes the right of the Employer to authorize its externalorganization or any other advisor, agent, counsel, solicitor or duly authorized representative toassist, advise, or represent it in all matters pertaining to the negotiation and administration of thisAgreement.


ARTICLE 6 - UNION SECURITY AND CHECK-OFF OF UNION DUES

6.01 On each pay date on which a member of the Bargaining Unit is paid, the Employer shall deductfrom each employee such dues or assessments as are levied by the Union in accordance with itsconstitution and/or by-laws. The amounts to be deducted shall be determined by the Union, andwritten notice of the amount(s) or any change(s) thereto shall be forwarded to the Employer atleast thirty (30) days prior to the effective date.

6.02 Deductions shall be forwarded monthly to the Secretary-Treasurer of the Union not later than thefifteenth (15th) day of the month following the month in which the deductions were made. Themonthly remittance to the Union shall be accompanied by lists of the names and addresses,phone numbers, work site, job class, FTE status, wages paid for the period and the union duesdeducted for all employees from whose wages deductions have been made.

Employees shall be exempt from having union dues deducted while they are on full-time LongTerm Disability or while they are in receipt of full-time WSIB benefits for a period of greater thantwo (2) weeks.

6.03 The Union shall indemnify and save the Employer harmless from any and all claims, suits,attachments or any form of liability whatsoever as a result of any dues deductions which havebeen authorized by the Union.

ARTICLE 7 - UNION COMMITTEE AND STEWARDS

7.01 An employee shall not be eligible to act as a member of the Union Bargaining and/or GrievanceCommittee, or as a Steward, until completion of the probationary period.

7.02 The Union acknowledges that Stewards, members of the Union Bargaining and/or GrievanceCommittee, and such other Union Officers as may be chosen from among the Bargaining Unitmembership, have regular duties to perform as employees of the Board, and that such personswill not leave their regular duties for the purpose of presenting or discussing grievances, or for thepurpose of conducting any business on behalf of the Union, without first obtaining permission.Requests for such leave shall be submitted, in writing, for approval to the Senior Manager ofHuman Resources, with a copy to the immediate supervisor. Such requests will not beunreasonably denied. Upon resumption of regular duties, such employees will report to theirimmediate supervisor and will, if requested, give a reasonable explanation for the time spentaway from work.

7.03 In consideration of Stewards, members of the Union Bargaining and/or Grievance Committee,and other Union Officers who are employees in the Bargaining Unit, attending to the business setout in this Agreement, the Employer will pay such employees for the time spent in handlinggrievances or attending other meetings with Employer representatives during their regular hoursof work. Absences on account of Union business for the Bargaining Unit which exceed twenty(20) total days per year (i.e. September ito August 31) shall be reimbursed by the Union on acost recovery basis.

ARTICLE B - EMPLOYERIUNION RELATIONS

8.01 Correspondence

All correspondence between the parties hereto arising out of this Agreement or incidental theretoshall pass to and from the Human Resources Administrator and President of the Local Union,with a copy to the Senior Manager of Human Resources and Unit Chief Steward.

8.02 Joint Labour/Management Committee

At the request of either the Union or the Employer, up to four (4) representatives of each of theparties will meet from time-to-time during the term of this Agreement to discuss matters of mutual


concern, which are related to the workplace. Such issues would not normally include matterswhich are the subject of an active grievance, or which are being dealt with in collectivebargaining. By agreement, the parties may strike ad hoc sub-committees to discuss specificconcerns. The frequency of the meetings will be as determined by the parties, but will normallybe at least every three (3) months at a mutually agreed upon time and place. Such meetingsshall be scheduled in advance, normally no later than October 1St of each year.

8.03 Copies of the Collective Agreement

The Employer shall post the Collective Agreement on the CUPE 997 FirstClass site within sixty(60) days of the execution of a new Collective Agreement.

8.04 The Employer will provide buUetin board space for the use of the Union/Local at an appropriatelocation in each workplace, and upon which the Union/Local shall have the right to post noticesrelating to matters of interest to the Union/Local and members of the Bargaining Unit.

8.05 The Union/Local shall have access to the Employer’s courier system, e-mail, phones and mailboxes for regular formal communication between it and Bargaining Unit members.

8.06 Inasmuch as paragraphs 8.04 and 8.05 recognizes the Local as an internal user for the purposesof bulletin boards, e-mail, courier, etc., the Union/Local, for its part, agrees to abide by anypolicies and procedures which are established by the Employer regarding the use of theseservices. The CUPE Bargaining Units Conference Site shall be a read only site’ on which theCUPE Local 997 web address shall be permanently posted. In addition, all CUPE position JobPostings, Seniority Lists, items relating to Payroll and/or Benefits, and other items which may beof interest to CUPE Local 997 bargaining unit members shall be posted by the Employer on theConference Site.

8.07 The President of the Local shall be provided with a copy of regular Board and Board Committeestaffing reports for the CUPE Bargaining Units, which detail all employment status decisionsrelated to Bargaining Unit members.

ARTICLE 9 - GRIEVANCE AND ARBITRATION PROCEDURE

9.01 Intent and Definition of Grievance

It is mutually agreed that it is in the spirit and intent of this Article to settle, in an orderly manner,grievances arising from the interpretation, application, administration or alleged contravention ofthis Agreement, including any question as to whether a matter is arbitrable.

9.02 Informal Stage

Any dispute to be recognized as a grievance must first be discussed by the employee and theemployee’s supervisor. If the grievor is unable to resolve the dispute, the Union may file a formalgrievance at Step One,

9.03 Step One

If the dispute is not deemed to be settled on the basis of the informal discussions as set outabove, the Union shall submit a formal grievance notice in writing within ten (10) working days ofthe employee becoming aware of the circumstances giving rise to the complaint, or after the datewhen the event could have reasonably been detected, to the Senior Manager of HumanResources. The written notice shall contain the complete grievance, list all clauses alleged tohave been violated by specific number, the settlement requested and shall not be subject tochange after the submission. The Senior Manager of Human Resources shall provide a writtenanswer within ten (10) working days of receipt of the grievance.


9.04 Step Two

If the grievance is not deemed to be settled on the basis of the answer given in Step One, theUnion shall, within ten (10) working days of receipt of the Step One answer, notify the HumanResources Administrator (or designate), in writing, that a grievance meeting is requested. TheHuman Resources Administrator (or designate), and other persons that the Human ResourcesAdministrator (or designate) deems appropriate shall meet with up to three (3) members of theUnion, within fifteen (15) working days of receipt of the notice. The Human ResourcesAdministrator (or designate) shall provide a written answer within five (5) working days of themeeting being held.

9.05 Step Three

If the grievance is not deemed to be settled on the basis of the answer given in Step Two, theUnion shall, within ten (10) working days of the receipt of the answer given in Step Two, notify theDirector of Education, in writing, of its desire to submit the grievance to arbitration.

The notice shall either:

a) Request that the grievance be heard by a sole arbitrator in accordance with clause 9.14 or;

b) Contain the name and address of the Union’s appointee to an Arbitration Board. The Directorof Education, or designate, shall, within ten (10) working days, inform the Union of theEmployer’s appointee to the Arbitration Board. The two appointees shall, within ten (10)working days, or such longer time as they may agree upon, appoint a third person who shallbe the Chairperson. If the recipient of the notice fails to appoint an Appointee or if the two (2)appointees fail to agree upon a Chairperson within the time limit, either the Union or theEmployer may request the appointment of a Chairperson by the Ministry of Labour.

9.06 The Arbitration Board shall hear and determine the grievance and shall issue a decision which isfinal and binding upon the Parties.

9.07 The decision of the majority is the decision of the Arbitration Board, but if there is no majority, thedecision of the Chairperson governs. The decision of the Arbitration Board shall be final andbinding and enforceable on the Parties.

9.08 The Arbitration Board shall not have the power to change, modify, extend or amend theprovisions of this Agreement.

9.09 Each Party shall bear the fee and/or expenses of its appointee to the Arbitration Board, and anyfees and/or expenses of the Chairperson shall be borne equally by the Parties. Each Party shallbear its own expenses respecting appearances at hearings of the Arbitration Board. Each Partyshall bear, at its own expense, the cost of counsel or advisors at each step of the grievanceprocedure.

9.10 All the time limits fixed herein for the grievance procedure may be extended only upon the writtenmutual consent of the Parties and subsection 48 (16) of the Labour Relations Act does not apply.One or more steps in the grievance procedure may be omitted in the processing of a grievanceonly upon the written mutual consent of the Parties.

9.11 Group. Policy, Employer Grievances

(a) If the Employer has a complaint against the Union, it shall submit its grievance inaccordance with the provisions of Step Two, except that the notice shall be given to thePresident of the Local or other designated executive officer of the Union.


(b) The Union may file a grievance on behalf of two (2) or more employees commencing atStep One, if specifically requested in writing to do so by said employees. The writtenrequest of said employees shall be attached to the grievance.

(c) Group grievances may only be filed within ten (10) working days of either Party becomingaware of the circumstances giving rise to the complaint, or within ten (10) working daysafter the event when the event could reasonably have been detected.

(d) When a dispute arises involving a question of general application or generalinterpretation of the terms of the collective agreement, a Policy Grievance may be filed byeither party at Step 2.

9.12 In all situations involving the discipline of a Bargaining Unit member, the disciplinary letter shallbe copied to the Union, and any grievance resulting therefrom shall be filed at Step Two.

9.13 Newly hired probationary employees shall not be entitled to grieve a termination during theprobationary period.

9.14 It is understood that the Parties may mutually agree in writing to submit the grievance to amutually agreed upon single Arbitrator at Step Three rather than an Arbitration Board. In theevent that the Parties are unable to agree upon a single Arbitrator, having previously mutuallyagreed to proceed with a single Arbitrator, the Parties may request the Minister of Labour to makethe appointment.

9.15 It is understood that an employee, through the Local, has the right to have a CUPE NationalRepresentative to assist the member at any formal stage of this grievance/arbitration procedure.

9.16 At any stage in the grievance procedure, the parties by mutual consent in writing may elect toresolve the grievance by using grievance mediation. The parties shall agree on the individual tobe the mediator and the time frame in which a resolution is to be reached.

The timelines outlined in the grievance procedure shall be frozen at the time the parties mutuallyagreed in writing to use the grievance mediation procedure. Upon written notification of eitherparty to the other party indicating that the grievance mediation is terminated, the timelines in thegrievance procedure shall continue from the point at which they were frozen. The fees for themediator shall be shared equally by the parties.

9.17 The Employer acknowledges the right of the Union to elect or otherwise appoint a GrievanceCommittee and/or Union Stewards, whose role is to assist Bargaining Unit members in relation tothe grievance/arbitration procedure.

9.18 The Union recognizes and agrees that members of the Grievance Committee, and Stewards,have regular duties to perform in connection with their employment. As a result, it is understoodthat the business of administering this agreement will be attended to, as much as possible,outside of regular working hours or, where that is not possible, with the least possible interferencewith regular duties.

9.19 A grievance committee member and/or steward will obtain permission from their immediatesupervisor before leaving regular duties and shall, if requested, provide a reasonable explanationas to the reason(s) for and length of time spent in the performance of regular union duties.Permission to leave regular duties to attend to Union business shall not be unreasonablywithheld.


ARTICLE 10 - TEMPORARY AND CASUAL EMPLOYEES

NOTE: Please refer to Part A, C6.0O Sick Leave, Part A, C1O.OO Casual Seniority Employee List,Part A, C12.OO Statutory Leaves of Absence!SEB and Part A, Letter of Understanding #2 foradditional information.

10.01 Temporary employees may be hired for a period of up to twenty-four (24) months, and notexceeding the duration of the absence, to replace an employee who is absent because of illness,leave of absence bereavement, time off in lieu of overtime, or vacation. In exceptionalcircumstances, where the absence being covered exceeds twenty4our (24) months, thetemporary employment may be appropriately extended, in consultation with the Union, and whenapplicable, the corresponding loss of seniority provision, paragraph 12.07 (e), shall be similarlyextended for the absent employee.

In addition, temporary employees may be hired for a period of up to six (6) months in the case ofspecial projects, relief work or to provide additional staffing during peak periods, or for up to one

(1) year for special project funding not included in the GSNs.

It is understood that the time periods noted above may be extended by mutual agreement.

10.02 Temporary employees are subject only to the following Articles/paragraphs:

• 6.01 - Dues Check-Off• 8.03 - Copies of the Collective Agreement• Article 9 - Grievance and Arbitration Procedure• Article 16- Hours of Work (except lieu time)• 19.03- Bereavement

10.03 No employee with seniority will be laid-off or remain on lay-off while temporary employees areretained at work, so long as the employee affected by the lay-off is willing to perform and has thenecessary qualifications and ability to perform the duties of the temporary position

10.04 Notwithstanding the above, a permanent employee who accepts a temporary assignment throughthe Posting procedure is not a temporary employee. In this regard, it is understood thattemporary postings, resulting from a permanent employee accepting a temporary assignment,shall be limited to two (2).

10.05 A casual employee in the OCT Occupational Group may be employed on a day-to-day basis. Aposition that is filled casually will be posted after forty (40) consecutive working days.

A casual employee in the EA Occupational Group may be employed in accordance with Appendix‘V’ — Educational Assistant Posting Process.

Casual employees are not subject to the terms of this Agreement, except as to Wage Rate(Article 21), Union Dues (Article 6) and clauses 10.05 and 10.06.

10.06 Call-in Pay

If a Casual employee has been either called out in error, or the assignment has been cancelledwithout the Casual employee having received a minimum of one (1) hours’ notice prior to thescheduled commencement of the assignment, the Casual employee, upon reporting for duties,shall be assigned duties for a minimum of fifty percent (50%) of the scheduled call-in shift at theappropriate hourly rate of pay. It is understood that this does not apply in the case of inclementweather.


ARTICLE 11 - PART-TIME EMPLOYEES

11.01 A part-time employee is defined as an employee regularly employed for less than seventeen andone-half (17.5) hours per week. A part-time employee may be engaged on an interim basis forseventeen and one-half (17.5) or more hours per week to replace an employee who is absentfrom regular duties. During such period, the part-time employee will continue to be covered bythe provisions of this Agreement as a part-time employee.

11.02 Where operationally possible, part-time employees shall be offered any available hours in theirassigned school(s) prior to a casual employee being assigned.

ARTICLE 12 - SENIORITY

12.01 Except for temporary and casual employees, all employees covered by this Agreement who havecompleted their probationary period shall have their names placed on the seniority list based onlast date of hire into a permanent position within the Bargaining Unit. In this regard, it isunderstood that there is no break in seniority in relation to ten (10) and eleven (11) monthemployees who are expected to return to work after the summer break.

12.02 The Employer shall maintain the seniority list, and the list shall be posted in each workplace andon the First Class CUPE 997 site, and forwarded to the President of the Local, in January of eachyear.

12.03 The list shall specify the name of the employee, occupational group, job title, work location andseniority date.

12.04 Should a tie occur, the tie will be broken by lot conducted by the Senior Manager of HumanResources, or designate, and the Unit Chief Steward(s), or designate.

12,05 Any dispute regarding the information on the seniority list shall be brought to the attention of theSenior Manager of Human Resources, and the President of the Local within fifteen (15) workingdays of posting.

12,06 Employees accepting and transferring to lobs outside the Bargaining Unit, or to lobs in otherBargaining Units, will maintain their Bargaining Unit seniority for up to twenty-four (24) months,but shall not accumulate seniority for their time spent outside the Bargaining Unit.

12.07 Loss of Seniority

An employee shall lose seniority in the event of:

(a) Discharge for just cause,

(b) Voluntary termination of employment (e.g. retirement or resignation) or abandonment of aposition.

(c) Absence from duties for more than three (3) consecutive days, or three (3) single days inany ninety (90) day period, without securing permission for the absence(s) or withoutproviding a reason satisfactory to the Employer.

(d) Lay-off for a period longer than twenty-four (24) months.

(e) Absence due to illness exceeding two (2) years, off-the-job accident exceeding two (2)years, or five (5) years in the case of occupational accident or injury, in circumstances whereit is clear that, due to the permanent nature of the illness/disability, there is no reasonableprospect of return to active employment.


(U Recall opportunity refusals in accordance with the lay-off/recall provisions of this Agreement.

Loss of seniority under (c) through (f) above will normally result in the termination of employment.

12.08 Probationary Period

New employees shall become eligible for seniority rights after sixty (60) working daysprobationary service. After successful completion of the probationary period, the seniority dateshall reflect the commencement of employment as a probationary employee.

Effective January 1,2016, new employees shall become eligible for seniority rights after workingeighty (80) days. After successful completion of the probationary period, the seniority date shallreflect the commencement of employment as a probationary employee.

12.09 For the purposes of clarification, a working day for probationary purposes is defined as a daywhen the employee is on the job for their regularly scheduled hours. A probationary periodinterrupted by the end of the school year shall be continued for the outstanding term at the start ofthe next school year, as long as there are no lay-offs.

12.10 Employees shall be eligible to participate in the Group Benefits Program (see Article 22) and SickLeave Plan (see Article 20) after the completion of the probationary period.

12.11 The Employer and the Union agree that when a position is posted in the Bargaining Unit and aprobationary staff member who had been laid off applies, the employee will be considered forvacancies prior to temporary or external staff for a period of six (6) months from the date of layoff. Such employees, if successful, shall serve their probationary period as of the date on whichthe employee starts work in the new position.

12.12 Probationary employees may apply for posted positions of greater hours or which are apromotion. Such employees, if successful, shall serve their probationary period as of the date onwhich the employee starts work in the new position.

Effective September 1, 2016, in a case where a probationary employee is the successfulapplicant for the same position but with greater hours, upon successful completion of theirprobationary period the employee’s seniority date will be back-dated to their original hire date to apermanent position.

ARTICLE 13-JOB POSTINGS

13.01 When a vacancy occurs or a new position is created, the Employer shall ensure that the notice ofthe position is posted on a Conference on the Employer’s internal email system for a minimum offive (5) working days in order that all employees will know about the position and be able to makewritten application. Simultaneously1 the Employer agrees to forward a copy of the posting to thePresident of CUPE Local 997.

Note #1: An increase in the number of working hours of a position is not considered to be a newjob or a vacancy.

Note #2: With respect to Educational Assistant postings, openings which arise during the schoolyear shall be handled in accordance with Appendix “D”.

13.02 The Employer and the Union agree that when a position is posted in the Bargaining Unit, and noemployee from the Bargaining Unit where the posting arises applies and is successful fromwithin, then applicants internal to the Board, including casual and temporary Bargaining Unitmembers, shall have the right to apply and be considered for the position before any externalhire.


13.03 In circumstances where the position is filled by a Bargaining Unit member from another CUPEBargaining Unit, that member will retain seniority in the original Bargaining Unit until completion ofthe probationary period. Upon successful completion of the probationary period the employeestotal qualifying service will be transferred to the new Bargaining Unit for the purposes of benefitsand vacation only; seniority shall accrue as of the new appointment date in the Bargaining Unit.

13.04 On some occasions, and with the mutual agreement of the parties to this Agreement, it may benecessary for openings to be advertised both internally and externally, simultaneously. In suchcases, first consideration shall be given to internal candidates (as above), prior to anyconsideration being given to external candidates.

13.05 Information on Postings

The postings shall contain the following information: job title, occupational group, summary ofduties, the normal requirements of the position including relevant experience, knowledge andeducation (or an acceptable combination of education and relevant experience), skills, location,shift or hours of work, wage rate, the application procedure, and whether or not the position istemporary or permanent, part-time or full-time.

13.06 Method of Making Appointments

In making staff changes, promotions or transfers, appointments shall be made of the applicanthaving the required qualifications. The successful applicant shall be placed on a trial period and,conditional on satisfactory service, the position will be declared permanent for the employee afterthree (3) months, with a three-month extension if it is felt to be necessary. In the event that thesuccessful applicant proves to be unsatisfactory in the position during the trial period, or if theemployee is not satisfied with the position during the trial period, the employee shall be returnedto the former position, wage or salary rate without loss of seniority. Any other permanentemployee promoted or transferred because of the rearrangement of positions shall also bereturned to the former position, wage and salary rate without loss of seniority.

As between two (2) or more applicants who have the ability to do the job and meet thequalifications for the position, and are relatively equal as to relevant experience, knowledge,education, and skills, the applicant with the most seniority shall be given the position.

An employee who has been successful in a job competition must, before applying for anotherposition, remain in the position for a minimum period of either:

(a) six (6) months from the date of appointment, or

(b) the balance of the school year for ten (10) month employees and August 3jst for twelve(12) month employees,

whichever is greater. This provision shall apply in the case of a promotion (including anincrease in hours), or a permanent employee who was or is presently in a temporary assignment,or in the case of an employee being appointed to their current position as a result of exercisingtheir rights under the bumping process, or if there is mutual agreement between the employee,the Local Union President or designate, and the Senior Manager of Human Resources.

13.07 Debriefing

Any unsuccessful applicants who have higher seniority standing than the successful applicant willbe informed in writing of the reasons for not being selected within ten (10) working days of theselection of the successful applicant. The Union President will receive a copy of any such letters.


13.08 Exchanges

Exchanges between employees, within the same classification, may be considered by the Boardif:

(a) Notice of the proposed exchange has been circulated.

(b) Employees with seniority are given preference.

(c) The exchange is mutually agreed upon by the employees involved in the exchange, andthis agreement is communicated in writing to the Senior Manager of Human Resources.

Employees who exchange shall have a thirty (30) consecutive working day trial periodcommencing from the first day of work in the new position. During this time, if either of theemployees or the Board are not satisfied, then the employees shall return to their former positionas soon as is practicable.

ARTICLE 14- LAY-OFF AND RECALL

14.01 Lay-offs shall be based on seniority, subject to the right of the Employer to retain a junioremployee if the senior employee does not have the skills required for the work available. Themost junior employee in the occupational group at the worksite shall be laid off first (subject to theforegoing proviso), and, similarly, employees shall be recalled from lay-off in the reverse order oftheir seniority in the occupational group provided that they have the skills required for the workavailable.

In the OCT/EA Bargaining Unit, Educational Assistants constitute one occupational group. Allother employees in the Bargaining Unit constitute the Office/Clerical/Technical occupationalgroup.

14.02 No new employees will be hired until those laid off have been considered for recall underparagraphs 14.07 and 14.08.

14.03 Notice of Lay-off

The Employer shall notify the Union and the employees who are to be laid off thirty (30) calendardays prior to the effective date of the lay-off. An employee who has not had the opportunity towork the days as provided in this Article shall be paid for the days for which work was not madeavailable. In addition, the Employer shall continue to pay its share of benefit premiums for theduration of the notice period.

Note: It is understood that, for less than twelve (12) month employees, pay and benefitsobligations would not arise in relation to days that the employee is not normally scheduled towork; eg. for ten (10) month employees who are not scheduled to work in the summer period,notice by July31 would be sufficient notice for a September lay-off, and no salary/benefitsobligations would arise.

14.04 Definition of Lay-off

A lay-off shall be defined as the elimination of a position (either temporarily or permanently), orany reduction in regular weekly hours.

14.05 No employee working in a permanent position shall be laid off where a casual or temporaryemployee is filling a temporary position/vacancy, except where the permanent employee is eitherunable or unwilling to perform the duties of the temporary position.

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14.06 An employee in receipt of notice of lay-off may choose, within two (2) working days of receipt ofthe notice,

(a) to accept the lay-off; or

(b) to opt to retire; or

(c) displace the most junior employee in a position in the same occupational group at the samehours and in the same salary classification in the following sequence (see Appendix “C’):(I) within their family of schools

(ii) within the next family of schools

(Hi) within the next family of schools.

Selection of (I), (ii) or (Hi) is at the choice of the employee.(d) failing sufficient seniority to bump under (c) above, displace the most junior employee in a

position in the same occupational group at higher hours and in the same salaryclassification, in the following sequence (see Appendix “C”):(i) within their family of schools

(H) within the next family of schools

(Hi) within the next family of schools.

Selection of (i), (H) or (iii) is at the choice of the employee.(e) tailing sufficient seniority to bump under (d) above, displace the most junior employee in a

position in the same occupational group at the closest lower number of hours and in thesame salary classification, in the following sequence (see Appendix “C”):(i) within their family of schools

(H) within the next family of schools

(iii) within the next family of schools.

Selection of (i), (ii) or (iH) is at the choice of the employee.(fl failing sufficient seniority to bump under (e) above, displace the most junior employee in a

position in the same occupational group on a Board-wide basis, in the following sequence:(i) at the same hours in the same salary classification; or(ii) higher hours in the same salary classification; or

(Hi) the closest lower number of hours in the same salary classification; or(iv) at the same hours in a lower salary classification; or(v) higher hours in a lower salary classification; or

(vi) the closest lower hours in a lower salary classification.

14.07 All permanent employees on lay-off shall have the opportunity of recall, subject to their ability toperform the duties of the job, before any casual/temporary employees are hired. An employeewho has been recalled to such temporary vacancy/posting shall not be required to accept suchrecall and may instead chose to remain on lay-off. Employees shall be recalled to temporarypositions in order of seniority.

14.08 The Senior Manager of Human Resources shall notify the employee of a recall opportunity bytelephone, at the last phone number on record with the Board. In this regard, the employee issolely responsible for ensuring that the proper and most current telephone number and mailingaddress is on record with the Board. The employee shall be advised of the job to which they areeligible for recall and the date that they will be expected to report to work if the recall is accepted.When contacted by phone, the employee has twenty-four (24) hours to accept or decline therecall opportunity. When the employee cannot be reached by telephone, the recall offer shall besent by external courier. The employee has twenty-four (24) hours from delivery to accept or

PART B - Trillium Lakelands 0.5.8. & CUPE Local 997— OCT/EA Collective AgreementSUBJECT TO ERRORS AND OMISSIONS Page 55

decline the recall opportunity. lithe employee does not contact the Employer within the twenty-tour (24) hour period, they are deemed to have refused the recall opportunity.

Recall will only be to positions in the employee’s geographic area unless the employee hasdeclared otherwise, in writing to the Senior Manager of Human Resources. The employee will benotified that they have an opportunity to declare their geographic preference, and the deadline formaking such declaration.

Three (3) refusals to recall opportunities to permanent jobs within the three (3) families of schoolsfrom which the employee was laid off (the employee’s geographic region — see Appendix C) shallresult in removal from the recall list and loss of seniority.

14.09 It is understood and agreed that the summer, Christmas and March break periods, for employeeswhose work requirements are for less than a school year, do not constitute a lay-off within themeaning of this Article.

14.10 Redeployment Committee

In any situation involving lay-offs, where notice is given under paragraph 14.03, the Employer andthe Union will work together, under the auspices of the Joint Labour/Management Committee, tominimize lay-offs through exploring, identifying and implementing (where feasible) attritionopportunities such as possible early retirements, unpaid leave, job sharing, voluntary lay-offs, etc.

In this regard, it is understood that the obligation to convene a Redeployment Committee meetingwould not normally arise in lay-offs related to the EA placement process, or lay-offs involvingfewer than 5.0 FTE, but would normally arise in any lay-off(s) involving the elimination of a jobcategory.

When the Redeployment Committee is convened, the Employer will provide the Committee withall pertinent staffing and financial information.

ARTICLE 15— TRANSFERS

15.01 Transfers to and from Supervisory Positions

(a) A bargaining unit employee accepting an excluded position shall be entitled to a leave ofup to twenty-four (24) months in order to accept the position. Seniority shall bemaintained but shall not accrue during the term of such leave. If a temporary position,such appointment shall be for a defined period of no less than sixty (60) working daysand no more than twenty-four (24) months. During such leave, the employee shallmaintain their group benefits.

(b) Employees who have always been excluded from the Bargaining Unit and at some timeare transferred to a position within the Bargaining Unit shall be given seniority dating onlyfrom the date of transfer to the Bargaining Unit.

15.02 Temporary Transfers to Higher-Rated Positions

In the event that a permanent employee is asked to temporarily replace another employee in thebargaining unit in a higher salary group, and this temporary transfer continues for a period ofmore than one (1) day1 the employee shall be paid in the higher salary group range, at the closeststep above their current hourly rate, for the entire period worked in such position.

15.03 Transfers to Lower-Rated Positions

(a) In the case of voluntary transfer to a position in a lower salary group, the rate of pay willbe decreased to the appropriate step, based on experience, of the salary group range ofthe position to which the employee is transferred.

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(b) In the event that an employee is transferred by the employer to a position in a rowersalary group, the employee’s rate of pay shall not be reduced to the lower rate until afterthirty (30) working days.

15.04 Responsibility Pay

In the event that a permanent employee is formally asked to replace an employee in the MiddleManagement Group, and this temporary transfer continues for a period of two (2) days or more toa maximum of sixty (60) working days, the employee shall be paid an hourly premium as follows:

• effective September 1,2014 $3.00 per hour;• effective September 1, 2016 $3.03 per hour;• effective February 112017 $3.05 per hour

in addition to their regular hourly rate. If the total number of hours regularly worked in thetemporary position is less than those regularly worked by the employee in their permanentposition, the employee’s regular number of hours worked shall not be reduced, although theirhours of work or shift may change.

ARTICLE 16 - HOURS OF WORK

NOTE: Please refer to Part A, C9.0O Attendance at Mandatory Meetingslschool Events foradditional information.

16.01 The Employer does not guarantee to provide work for normal hours or for any other hours.

16.02 The normal hours of work on a regularly scheduled work week for full-time Office/Clerical/Technical employees shall be thirty-five (35) hours per week, working five (5) days of seven (7)hours each, Monday to Friday inclusive.

16.03 The normal hours of work on a regularly scheduled work week for full-time Educational Assistantsshall be thirty-five (35) hours per week, working five (5) days of seven (7) hours each, Monday toFriday inclusive.

16.04 For those employees who are scheduled to work over the summer period, it is understood andagreed that flexible hour arrangements for the summer may be implemented under the auspicesof the Joint Labour Management Committee (paragraph 8.02). It is understood that any suchprogram would be agreed upon prior to April 30th of each year.

16.05 Time and one half (1 ½) shall be paid for all work performed on Monday to Friday over and aboveseven (7) hours per day or thirty-five (35) hours per week. All time worked on Saturday will bepaid at the rate of one and one half (1 ‘A) times the rate of pay for all hours worked. Double timeshall be paid for all work performed on Sundays and Statutory Holidays.

Note: Where an Educational Assistant is required to accompany students on a field trip,overtime will be recognized for hours of direct student supervision.

16.06 Permanent part-time employees who are asked to work more than their regularly scheduledhours shall be paid at their regular rate for hours up to seven (7) hours per day or up to thirty-five(35) hours per week, but at the appropriate overtime rate for any hours in excess thereof.

16.07 An employee will not be permitted to work overtime except with the prior approval of the Principalor Supervisor.


16.08 Professional Activity Days

(a) The Board shall designate the first Professional Activity Day of the school year as a daywhich Educational Assistants shall attend at their school for their regularly scheduled hoursand at their regular rate of pay.

(b) The Board shall designate three (3) Professional Activity Days which Educational Assistantsmay attend for the full day, regardless of their regularly scheduled hours. If they attend, theyshall be paid for the full day at their regular rate of pay for the purpose of Board-approvedprofessional development. Due to the fact that attendance is voluntary, employees shall notbe entitled to use sick leave accumulation, the Floating Holiday, Personal/CompassionateLeave and/or Short-Term Leave on this day.

16.09 Time off in Lieu

If an employee requests time off in lieu of payment for overtime and this request is approved bythe Supervisor, the time off shall be based on the appropriate overtime rate for each hour worked.

Lieu time may be accumulated, with the time off to be scheduled and taken at a time mutuallyagreeable to the employee and the immediate supervisor and, in any case, no later than theAugust 31’ following the month in which the time was accumulated. Any remaining accumulationat August 3151 will be paid out at the appropriate overtime rate on the next regular pay.

Provided sufficient notice is given, requests to take lieu time shall not be unreasonably denied.

16.10 No Lay-off to Compensate for Overtime

Employees shall not be laid-off during regular hours in order to equalize any overtime worked,

16,11 All authorized overtime must be worked on Board premises, except where otherwise expresslypermitted.

16.12 Rest Periods

Except in emergency situations and/or in the case of unexpected staffing circumstances,employees working six (6) hours a day or more will be allowed two (2) fifteen (15) minute restperiods. Employees working more than three (3) hours and less than six (6) hours will be allowedone (1) fifteen (15) minute rest period.

16.13 Lunch Break

No employee shall be required to work longer than five (5) consecutive hours without an unpaid,uninterrupted lunch period of at least thirty (30) minutes.

16.14 Emergency Call-in

When a member of the computing department staff is called back to work after completing a shift,the employee shall be paid the applicable overtime rate for a minimum of three (3) hours. Wherea call-back occurs on a Saturday, Sunday, or Statutory Holiday, the employee shall be paid theapplicable overtime rate for a minimum of three (3) hours, calculated from the time they leavetheir residence.

16.15 Scheduled Call-in

A minimum of three (3) hours at the applicable overtime rate or the actual time worked at theapplicable overtime rate, whichever is greater, will be paid to members of the computingdepartment for overtime call-in work which is scheduled in advance,


16.16 Attendance and Travel

When an employee participates in authorized professional development, either on or off of Boardproperty, pie-approved travel time to a maximum of four (4) hours each way to and from suchsessions, which result in an extended work day, shall be compensated at the employee’s regularrate of pay, based on straight time.

ARTICLE 17 - PAID HOLIDAYS

17.01 Each full-time probationary and permanent employee shall be paid a sum equivalent to theemployee’s current daily rate of pay (or part thereof in the case of a half-day holiday, or in thecase of a probationary employee who has not met the Employment Standards Act qualifyingperiod) for the following holidays:

• New Year’s Day• Good Friday• Easter Monday• Victoria Day• Canada Day• Civic Holiday• Labour Day• Thanksgiving Day• Half-day prior to Christmas• Christmas Day• Boxing Day• Half-day prior to New Year’s Day• Float Day• Any other day declared or proclaimed as a statutory holiday by the Ontario or Federal

government

provided the employee has completed hisIher last scheduled working day before the holiday andfirst scheduled working day after the holiday, or submits appropriate evidence to the SeniorManager of Human Resources, in support of not being at work on those days.

NOTE: The date of the Floating Holiday shall be at the employee’s discretion, subject to aminimum of two (2) weeks’ notice to the immediate supervisor. The float day may not becarried forward from year to year.

17.02 Part-time employees will receive their normal rate of pay for the hours that would have beenworked had it not been a holiday. Employees not scheduled to work in the school summervacation period will not be paid for any of the holidays falling within that period.

17.03 Where any of the listed holidays falls on a Saturday or a Sunday, the holiday shall normally beobserved on the Friday or the Monday (respectively), provided this does not interfere withscheduled teaching days.

17.04 For each school year, the Parties will meet to discuss the days to be attributed as the half-dayholidays specified in 17.01 for all ten-month employees.

ARTICLE 18 - VACATIONS

18.01 Every regular full-time employee shall be granted an annual vacation based on their term ofservice at their anniversary date in accordance with the following schedule:


Effective September 1, 1999:

• 2 weeks after the completion of one year of service• 3 weeks after the completion of four (4) years of service• 4 weeks after the completion of ten (10) years of service• 5 weeks after the completion of seventeen (17) years of service

plus one additional day for each completed year of service from twenty-one (21) years to twenty-five (25) years, to a maximum of five (5) additional days.

18.02 Calculation of vacation pay shall be at the rate effective immediately prior to the vacation periodand for the number of hours worked by the employee.

18.03 An employee shall have the right to carry forward a maximum of two (2) weeks vacation (non-cumulative) from one year to the next.

18.04 If a statutory holiday faIls within the employee’s holiday period, another day off with pay shall begranted contiguous with the vacation period or otherwise at a mutually agreeable time.

18.05 Subject to the provision of satisfactory documentation, where an employee is admitted to hospitalduring vacation, the time spent in hospital shall convert to sick leave and the vacation shall berescheduled.

18.06 Vacation schedules must be approved by the immediate supervisor, at least two months inadvance, and are subject to system and workplace staffing needs. It is understood that annualvacations are normally granted during the times when school is not in session.

18.07 In the event of conflict in proposed vacation times, consideration shall be given to theemployee(s) with greater seniority.

18.08 When an employee resigns, is laid off or dismissed, pay shall be received in lieu of earnedvacation. This shall be calculated as a percentage of gross pay for the current calendar year, inaccordance with years of service.

18.09 It is understood and agreed that, for employees whose regular work year is eleven (11) months orless, annual vacation pay shall be calculated as a percentage of gross pay, in accordance withyears of service, as part of the regular bi-weekly payroll.

ARTICLE 19 - LEAVES OF ABSENCE

19.01 Special Leave of Absence

A Special Leave of Absence may be granted, without pay and without loss of seniority, for one (1)term/semester or greater, to a maximum of one year to any employee, upon written request to theSenior Manager of Human Resources (copy to the immediate supervisor), for good and sufficientcause. The leave request shall specify the requested start and end date of the leave. Inexceptional circumstances, and at the sole discretion of the Director or designate, such leavemay be extended by a maximum of one year. There shall be no seniority accrual during a secondyear of Special Leave.

Employees are entitled to continue group benefits participation, at their own expense, for theduration of the Special Leave of Absence.


1902 Short Term Leave of Absence

(a) Employees whose regular work year is eleven (11) months or less are eligible for a shortterm leave of absence, not to exceed five (5) days, without pay, without interruption to sickleave entitlement, benefit coverage or seniority under the following conditions:

(i) Employee eligibility is limited to once every two (2) school years.

(H) The start or end date of the leave shall not extend the Christmas Break, the MarchBreak, or the Summer Break as defined in the school year calendar.

(Hi) The start or end date of the leave shall not abut any personal leaves as defined under19.05.

(iv) If the period of leave includes a paid statutory holiday, the total period of unpaid leaveshall not exceed four (4) days.

(v) The Float Day, as defined in Article 17.01, may be added to the period of leave,provided such addition will not extend a Break as defined in 19.02 (H) above.

(vi) The timing of the leave shall be mutually agreed between the Principal/Supervisor andthe employee. Such agreement shall not be unreasonably denied.

(vH) A qualified supply replacement is available.

(b) The employee shall make written application to the Human Resources Administrator at leasttwo (2) months in advance of the leave, indicating that the conditions for the leave as set outin 19.02 (a) have been met. The notice requirement may be waived for extenuatingcircumstances upon written request to the Human Resources Administrator. The HumanResources Administrator shall normally respond within ten (10) days of receipt of theapplication. Where an application is denied, reason(s) for denial shall be provided.

19.03 Bereavement Leave

An employee shall be granted up to five (5) days leave of absence with pay and withoutdeduction from sick leave in the case of the death of a parent, spouse and/or child. An employeeshall be granted up to three (3) days leave of absence with pay and without deduction from sickleave in the case of the death of a sibling, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandparent, grandchild and fiance(e). One (1) day with pay andwithout deduction from sick leave shall be granted in the case of the death of an aunt, uncle orgrandparent-in-law and, in the case of a close personal friend, up to one (1) day shall be grantedto attend the funeral.

It is understood that ‘spouse” includes legally recognized spousal equivalents.

At the discretion of the Director, or designate, up to two (2) additional days may be granted forspecial circumstances associated with any bereavement. In exceptional cases, at the solediscretion of the Director, additional days may be granted, on a paid or unpaid basis, in relation toa bereavement. Any such days shall not be charged against sick leave, nor againstCompassionate/Personal Leave.

Temporary employees, after the completion of three (3) consecutive months in a position, shall beentitled to bereavement leave, as defined above.

19.04 Quarantine. Jury and Witness Duty

(a) Leave, without loss of pay, benefits or deduction from sick leave shall be granted to anemployee who, because of exposure to a communicable disease, is quarantined or


otherwise prevented by order or recommendation of the medical health authorities fromattending to his or her duties.

(b) Employees shall be granted leave, without loss of pay, benefits or deduction from sickleave, to serve as a juror or when subpoenaed as a witness, including a Coroner’sInquest, in any proceeding to which the employee is not a party, provided the employeepays to the Employer any fees received as a juror or witness, exclusive of travellingallowances and living expenses.

(c) Where an employee in the employ of the Board is charged with an offence directly relatedto the employee’s employment, the employee shall not suffer a loss of pay for the timespent in court under a summons.

19.05 Pregnancy Leave

NOTE: Please refer to Part A, Letter of Understanding #2 for additional information

Pregnancy Leave shall be granted to any employee, having completed her probationary period,on the following basis:

(a) Such an employee is entitled to seventeen (17) weeks of unpaid leave of absence forpregnancy which may be extended up to two (2) years upon request.

(b) An employee who qualified for pregnancy leave cannot be terminated or laid-off because ofher pregnancy.

(c) This leave may commence at any time during the seventeen (17) weeks prior to theestimated date of delivery.

(d) An employee must receive six (6) weeks leave after the date of actual delivery. A shorterperiod of time may only be granted with the approval of her physician.

(e) An employee must give two (2) months’ notice in writing of the intended dates of the leave,together with the medical certificate estimating the date of delivery.

(f) When the employee returns to work, the Employer must reinstate her to the same job at thesame wages. If her original job is not available, she will be assured of reinstatement to acomparable job, subject to Article 14, Lay-off and Recall.

(g) While on pregnancy/parental leave an employee shall continue to accumulate seniority.During pregnancy/parental leave, an employee may continue to participate in the pensionplan, life insurance plan, extended health plan and the dental plan, during which time theEmployer shall continue to pay its portion of the costs of the employee’s benefit coverageaccording to this Agreement, unless the employee elects, in writing, not to do so.

(h) A request to extend the period of leave shall be submitted at least two (2) weeks prior to theoriginal termination date of the leave.

19.06 Parental Leave

Parental Leave shall be granted, upon written request to the Senior Manager of HumanResources (copy to the immediate supervisor), in accordance with the provisions of theEmployment Standards Act.


19.07 Adoption Leave

An employee adopting a child, who does not take Parental Leave in accordance with paragraph19.06 shall be entitled to three (3) days of Adoption Leave, without loss of pay, benefits ordeduction from sick leave.

ig.oe compassionate/Personal Leave

(a) For full-time employees, leaves of absence for other than personal illness may be grantedwithout reduction of salary up to a total of five (5) days per year as per 19.08 (b), subjectto approval of the Employer. It is understood that the total number of days for paidCompassionate/Personal Leave shall not exceed five (5) days per year. If the employee isrefused leave by the Employer, the employee has the right to appeal to the Director ofEducation. This leave of absence is not cumulative. Part-time employees shall be grantedup to a total of two (2) days per year under this paragraph.

(b) The Employer shall grant Compassionate/Personal Leave for:

1. Attending to the needs of an ill or injured member of the immediate family.(Immediate family refers to son, daughter, spouse or any relative for whom theemployee bears special responsibilities.)

2. Accompanying an immediate family member to a doctor’s office or hospital.

3. Needs directly related to the birth or adoption of a child.

4. Attending a wedding, either:(a) the employee’s;(b) the wedding of an immediate family member, as defined in 1. above; or(c) where the employee is part of the wedding party, to a maximum of two (2) days.

5. Attending graduation exercises, either:(a) the employee’s, or(b) the graduation of an immediate family member, as defined in 1. above.

6. Writing an examination from a post-secondary institution, including one-half daybefore the exam.

7. Moving the employee’s principal residence up to one (1) day per occurrence.

8. Legal appointments, up to one (1) day per occurrence.

9. Municipal business, up to one (1) day per occurrence.

10, For the observance of Holy Days for a religion which is recognized in the MarriageAct as being “permanently established both as to the continuity of its existence andas to its rights and ceremonies.”

11. Acting as a pallbearer at a funeral for which the employee is not eligible for aBereavement Leave under 19.03.

12. Attending an IPRC meeting for the employee’s son or daughter.

NOTE: Employees shall attempt to schedule appointments in such a way as to minimizethe absence.


(c) Leaves of absence may also be granted, by the Director or designate, forCompassionate/Personal Leave with pay, for reasons other than those provided for in19.08 (b).

(d) The Employer may grant additional Compassionate/Personal Leave, without pay, to amaximum of two (2) days per year.

(e) When requesting a Personal/Compassionate Leave, an employee shall obtain theEmployer’s approval.

19.09 Leave for Union Functions

Subject to reimbursement from the Union to the Employer for the cost of pay and benefits, andupon request to the Employer, an employee elected or appointed to represent the Union atconventions, seminars, or conferences, or to take part in CUPE-sponsored training programs,shall be allowed leave of absence with pay and without loss of benefits. Seniority shall continueto accrue during such leave. The President of CUPE Local 997 shall forward to the SeniorManager of Human Resources, such requests, a minimum of two (2) weeks in advance of theevent. Such requests will not be unreasonably denied.

19.10 Leave for Union Office

An employee who is elected or appointed to Union office shall be entitled to an unpaid leave ofabsence, part-time or full-time, for the term of office. Seniority shall accrue during such leave,and group benefits participation may continue, at the employee’s own expense. The leave maybe terminated by the employee with two (2) months’ written notice.

19.11 Leave for Public Service

(a) An employee who is elected as an MPP or MP shall be entitled to a full-time unpaid leaveof absence, for the term of office, to a maximum of five (5) years. Seniority shall notaccrue during such leave; group benefits participation may continue, at the employee’sown expense. The leave may be terminated by the employee with two (2) months’written notice.

(b) An employee who is elected to Public Office, other than specified in (a) above, shall begranted unpaid leave, full or part-time, appropriate to the needs of the office. Seniorityshall accrue during such leave; group benefits participation may continue, at theemployee’s own expense, pro-rated appropriately in the case of part-time leave. Theleave may be terminated by the employee with two (2) months’ written notice.

19.12 Self-Funded Leave Plan

(a) This plan has been developed to afford employees the opportunity of taking a one (1)year leave of absence with pay, by spreading salary over a longer period of time(example: 4 years’ salary over 5 years). The maximum period for a self-funded leaveplan shall be six (6) years.

(b) Any employee with one (1) year of service with Trillium Lakelands District School Boardis eligible to apply.

(c) Application shall be made, in writing, to the Director or designate on or before March 15,with a copy to the Bargaining Unit President and the immediate supervisor.

(d) Written acceptance or denial of the employee’s request, with explanation, shall beforwarded to the employee by April 15. An individual Self-Funded Leave Agreement shallbe completed by June 30.

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(e) The salary and any accrued interest shall be paid to the employee in the mannerspecified in the Self-Funded Leave Agreement governing the leave plan of thatemployee.

(f) The individual self-funded leave accounts shall be administered and invested by theSuperintendent of Business. The rate paid on the funds shall not be less than theinvestment rate that is available on the Boards general revenue bank account. Prior toOctober31, the Employer shall provide each plan participant with a personal statement ofaccount detailing transactions for the year ending August31 including interest earned forthe year.

(g) While on self-funded leave:

(i) the employee is entitled to participate, at the employee’s own expense, in theinsured benefit coverage as outlined in Article 22;

(ii) Pension Plan contributions shall be continued, at the employee’s own expense;

(Hi) sick leave credits shall be retained but shall not accumulate.

(h) An employee returning from a self-funded leave to active employment shall be reinstatedto the position which the employee held prior to the leave. If the position no longer exists,the member shall be placed in a comparable position in the system. Notwithstanding thisprovision, the employee’s return to active employment is subject to Article 14- Layoff andRecall.

(i) Should an employee die, resign from the Board, be laid-off under Article 14 - Layoff andRecall, or decide to withdraw from the plan, the Employer shall pay to the employee’sEstate or to the employee, as the case may be, within sixty (60) days, the amount ofsalary withheld up to that time along with any accrued interest.

An employee who is approved for self4unded leave on or after January 1, 2002 andsubsequently withdraws, shall be subject to a two-hundred dollar ($200.00) administrativefee. This fee may be waived by the Human Resources Administrator if there areextenuating circumstances which cause the employee to withdraw from the plan.

(k) These self-funded leave provisions are subject to Revenue Canada requirements.

19.13 Family Medical Leave

NOTE: Please referto PartA, C12.O0 Statutory Leaves of AbsencelSEBforadditional information.

An employee shall be eligible for Family Medical Leave, in accordance with the EmploymentStandards Act, 2000.

ARTICLE 20 - SICK LEAVE

NOTE: Please refer to Part A, C6.OO Sick Leave and Part A, Letter of Understanding #2 foradditional information.

20.01 For the purposes of this Article, “full-time” is as specified in paragraph 16.02 for the OCTOccupational Group, and as specified in paragraph 16.03 for the EA Occupational Group.

20.02 Effective September 1, 1999, each full-time member of the Bargaining Unit shall be eligible forsick leave credits of two (2) days for each unbroken month of service with the Board, such sickleave credits to be cumulative to a maximum of two hundred and seventy (270) days and to beusable from the end of the probationary period. Each employee scheduled to work less than full-

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time hours shall be entitled to sick leave credits equal to the ratio of hours worked to full-timehours as a portion of the entitlement set out in this paragraph. Employees scheduled to work forthe school year only will not be entitled to sick leave credits for July and August. Similarly,employees who commence empLoyment during the school year shall have their annual sick leaveentitlement appropriately pro-rated.

20.03 An unbroken month of service, for the purposes of paragraph 20.02 shall be one where anemployee is employed on all working days in the month and is not absent from duties other thanon account of Board-paid:

(a) illness(b) accident or illness recognized for WSIB purposes(c) authorized short term absences, e.g. short term leave of absence (paragraph 19.02),

bereavement (paragraph 19.03), personal/compassionate leave (paragraph 19.08), unionbusiness (paragraph 7.03 and 19.09), scheduled vacation (Article 18).

20.04 . Each employee’s bi-weekly electronic pay stub shall indicate the year-to-date balance remainingin their 11-day sick leave plan as of the end of the pay period noted. Each employee may reviewtheir usage of sick leave electronically.

20.05 Each eligible employee under paragraph 20.02 shall be entitled to receive their full rate of pay forany time lost due to illness for the number of normally scheduled hours on the day of absence tothe full extent of their sick leave credit at the time of such absence. The number of days ofabsence due to illness or for preventative medical or dental care shall be deducted from theemployee’s sick leave credits. Employees shall attempt to schedule appointments in such a wayas to minimize the absence.

20.06 Medical Certificate

(a) If an absence due to illness/injury extends beyond three (3) consecutive work days, anemployee shall provide a medical certificate from a duly qualified medical or dentalpractitioner, if requested.

(b) For longer absences, in extenuating circumstances, and/or as part of the Employer’sattendance management program, the Director (or designate) may require a medicalcertificate. This medical documentation shall indicate:

(i) that the employee is able to return to work on a full-time basis without restrictions; or(B) that the employee is able to return to work, with the nature and duration of any work

restrictions described; or(iii) that the employee is unable to return to work, and where possible, the date of the

review of his/her patient’s status.

The Employer shall reimburse the employee for the cost, if any, of the medical certificate.

20.07 Sick Leave Retirement Gratuity

NOTE: Please refer to Part A, Appendix B Sick Leave Credit-Based Retirement Gratuities, and PartA, Letter of Understanding #2 for additional information.

Retirement Gratuities were frozen as of August31, 2012. Employees are not eligible to receive asick leave credit gratuity or any non-sick leave credit retirement gratuity (such as, but not limitedto, service gratuities or RRSP contributions) after August31, 2012, except a sick leave creditgratuity that the Employee had accumulated and was eligible to receive as of that day. Thefollowing language applies only to those employees eligible for the gratuity above.

For all members of the Bargaining Unit who were eligible for a sick leave retirement gratuity as ofAugust31, 1999, such gratuity entitlement shall be retained as per the applicable Collective


Agreement with the predecessor Board, provided that there shall be no further sick leave accrualfor retirement gratuity purposes after that date, other than for the purpose of maintaining theAugust31, 1999 entitlement. For all Bargaining Unit members hired after August31, 1999, thereshall be no retirement gratuity entitlement.

20.08 SUB. Plan

NOTE: Please refer to Part A, Letter of Understanding #2 for additional information.

1. Maternity Benefits/SEB Plan

a) A full-time and part-time permanent Employee who is eligible for pregnancy leavepursuant to the Employment Standards Act, shall receive 100% salary through aSupplemental Employment Benefit (SEB) plan for a total of eight (8) weeksimmediately following the birth of her child with no deduction from sick leave or theShort Term Leave Disability Program (STLDP).

b) Full-time and part-time permanent Employees not eligible for a SEB plan as a resultof failing to qualify for Employment Insurance will be eligible to receive 100% ofsalary from the employer for a total of eight (8) weeks with no deduction from sickleave or STLDP.

c) Where any part of the eight (8) weeks falls during the period of time that is noteligible for pay (i.e. summer, March Break, etc.), the full eight (8) weeks of top upshall continue to be paid.

d) Full-time and part-time permanent Employees who require longer than the eight (8)week recuperation period shall have access to sick leave and the STLDP subject tomeeting the requirements to provide acceptable medical verification.

e) Employees completing a long term supply assignment of 6 months or more shall beeligible for the SEB as described herein for a maximum of eight (8) weeks or theremaining number of weeks in their current assignment after the birth of her child.

- whichever is less.

f) Employees not defined above have no entitlement to the benefits outlined in thisarticle.

g) To receive pay, the employee must provide the Board with verification of the approvedEl. claim, indicating the amount of El. paid to the employee. An application forpregnancy leave, as well as a medical certificate identifying the expected date of birth,is required prior to the employee taking their leave. On receipt of this information, theBoard will process a lump sum payment for the top-up of benefits owing to theemployee.

2. Parental Leave

An employee granted a parental leave pursuant to this Article shall be compensated bythe Employer under an Employment Insurance Commission of Canada (EIC) approvedsupplementary unemployment benefit plan for the two (2) week waiting period under EICat a weekly rate equal to ninety-five (95) percent of the EIC weekly insurable earnings forthe ten (10) day period provided that the employee:

(i) is eligible for parental leave benefits under EIC laws and regulations; and

(ü) makes a claim to the Employer on a form to be provided indicating the weeklyamount payable by EIC.


No supplementary benefit will be paid under this Plan for any week in the waiting periodwhich falls outside the employees normal employment period (i.e. July and August if ten(10) month employment).

20.09 Workplace Safety and Insurance Act

NOTE: Please refer to Part A, C6.OO Sick Leave, and Part A, Letter of Understanding #2 foradditional information.

An employee prevented from performing the employees regular work with the employer onaccount of an occupational accident that is recognized by the Workplace Safety and InsuranceAct as compensable within the meaning of the Insurance Act, shall receive from the employer thedifference between the amount payable by the Workplace Safety and Insurance Act and theemployee’s regular salary. This top-up of WSIB benefits shall be payable for a maximum of four(4) years and six (6) months with no deduction from sick leave.

Employees who were receiving WSIB top-up on September 1, 2012 shall have the cap of four (4)years and six (6) months reduced by the length of time for which the employee received WSIBtop-up prior to September 1 2012.

The Employer shall provide each employee filing a Form 7 with a notice advising the Employeeof the name and contact number(s) of the Employer’s and Union’s WSIB representative(s).

The Employer shall forward a copy of each WSIB Form 7 to the Union President immediatelyfollowing its completion and submission to the WSIB.

20.10 Sick Leave to Bridge Long Term Disability Waiting Period

The parties agree that this issue has been addressed at the central table and that the provisionsshall remain status quo. The 2014-2017 CUPE Collective Agreement requires that language inLOU #2 related to the Long Term Disability waiting period (greater than 131 days) be aligned withcurrent local provisions. As this issue is not subject to local bargaining or amendment by the localparties, it will continue to reflect language in the central agreement.

An Employee who has applied for long-term disability is eligible for additional short term disabilityleave days up to the maximum difference between the long-term disability waiting period and 131days. The additional days shall be payable at 90% and shall be used only to bridge theemployee through the long-term disability waiting period if, under a collective agreement in effecton August 31, 2012, the employee was required to wait more than 131 days before being eligiblefor benefits under a long-term disability plan and the collective agreement did not allow theemployee the option of reducing that waiting period.

ARTICLE 21 — WAGE RATES & METHOD OF PAY

21.01 All employees in the Bargaining Unit shall be paid wages in accordance with Appendix ‘A”, whichis attached hereto and which forms part of this Collective Agreement.

21.02 Wages shall be paid by direct deposit into each employee’s account at a financial institutionwhich has capabilities for electronic funds transfer.

21.03 Employees will be paid bi-weekly on Friday.

21.04 Each employee shall be provided with an itemized electronic statement of the wages anddeductions associated with each pay via the Board’s email system. Timesheet amendments shallbe communicated to the affected employees.

21.05 Temporary employees shall be paid the probationary rate of the lowest salary Band in thisagreement for their first 25 days of work. Commencing with the 26th day of work the rate of pay

PART B - Trillium Lakelands D.S.B. & CUPE Local 997— OCTIEA Collective AgreementSUBJECT TO ERRORS AND OMISSIONS Page 68

shall be the probationary rate of the position being filled. In the case of a temporary long termassignment, temporary employees shall be paid the probationary rate of the lowest salary Sand inthis agreement for their first 14 consecutive days of work. Commencing on the 1 5th consecutiveday of work the rate of pay shall be the probationary rate of the position being filled, retroactive tothe first day.

21.06 Full time or pad time employees filling a temporary assignment will receive the rate of pay for thejob, based on the job classification and the appropriate grid step.

21.07 A qualified permanent employee filling a temporary assignment will be placed at the closesthigher step on the salary grid of the position being filled, that is above their current hourly rateand will move through the grid steps, if applicable.

21.08 Pad-time employees shall receive the wages specified in this Agreement on a pro-rata basis.

ARTICLE 22 - GROUP BENEFITS

NOTE: Please refer to Part A, C5.OO Benefits, Part A, Letter of Understanding #9 re: Benefits, andPart A, Appendix A to Letter of Understanding #9 — HRIS File for additional information.

22.01 The Group Benefits Program for all eligible members of the Bargaining Unit shall be as set out inAppendix “B” of this Agreement, subject to the details set out below.

22.02 The Employer shall pay 100% of the premium costs associated with the Extended HealthProgram and Basic Life and AD&D coverage.

22.03 The Employer shall pay 75%, and eligible employees shall pay 25%, of the premium costsassociated with the Dental Plan. Effective January 1,2012 the Employer shall pay 80%, andeligible employees shall pay 20%, of the premium costs associated with the Dental Plan.

22.04 Eligible employees shall pay 100% of the premium costs associated with the Long Term DisabilityProgram and Optional Life coverage.

22,05 Participation in the Basic Life, AD&D, Long Term Disability, Extended Health and Dental Programis a condition of employment for all eligible employees. With the exception of Life and AD&Dcoverage, an employee on an approved leave of absence of greater than one month may opt outof the Group Benefits Program.

22.06 Notwithstanding 22.05 above, participation in the Long Term Disability program is not mandatoryfor those who had not opted into the program prior to April 1, 2000.

22.07 Sick leave credits are not available to augment benefits from Long Term Disability.

22,08 Part-time employees (as defined in Article 11) do not participate in the group benefits program.Note: Any pad-time employee who has been participating in the prior benefit program as ofFebruary 22, 2000 may continue to participate in the new program.

22.09 Upon request, the Employer shall provide the Union on an annual basis with all pertinentinformation regarding group insurance and extended health and dental benefit plans. This shallinclude each master contract with the benefits carrier(s), and any other contracts with consultantsor other benefits service providers, It being understood that group benefits for Bargaining Unitmembers are pooled for experience rating purposes with other employee groups, any valuation orutilization information which is provided will be limited to the CUPE Bargaining Units only.

22.10 It is agreed that the employees’ share of the El premium reduction rebates have been credited tothe Board in relation to the SUB program, effective January 1, 2003.


ARTICLE 23- GENERAL

23.01 Mileage

In respect of any travel on Board business which is required and authorized by the Board,employees shall be entitled to claim a mileage allowance, in accordance with BoardPolicy/Administrative Procedure.

23.02 Health & Safety

The parties hereto recognize their responsibilities under the Occupational Health & Safety Act,and hereby acknowledge that the role, responsibilities and obligations of the Joint Health andSafety Committees shall be as defined in Board Procedure.

ARTICLE 24 - DISCHARGE, SUSPENSION AND DISCIPLINE

24.01 Warning

Whenever the Employer deems it necessary to warn an employee in a manner indicating thatdismissal or discipline may follow any repetition of the act complained of or omission referred to,or may follow if such employee’s work is not brought up to a required standard by a given date,the employer shall, within five (5) working days thereafter, give written particulars of such warningto the employee involved with a copy to the President of CUPE Local 997.

Where the Employer intends to interview an employee for disciplinary purposes the Employershalt so notify the employee and the President of CUPE Local 997 in advance of the interview, toensure that the employee is aware of the right to have Union Representation at such meeting,and any subsequent meetings.

24.02 Discharge Procedures

An employee who has completed his probationary period may be dismissed only for just causeand only upon the authority of the Employer. When an employee is discharged or suspended, acopy of the letter to the employee stating the reasons shall be forwarded to the President ofCUPE Local 997 within five (5) working days.

24.03 Personnel Files

Employees shall have access to their personnel files in the presence of the Human ResourcesAdministrator or designee, at a mutually agreed time and location. Upon request, employees willbe given a copy of items in their files. There shall be one official personnel file for each employeeand such official file shall be maintained in the Human Resources Department.

It is understood that should there be mutual agreement between the Human ResourcesAdministrator or designee and the employee that an item in the file is inaccurate, the item shall becorrected. It is further understood that should there be no mutual agreement between theemployee and the Human Resources Administrator or designee, the employee shall have a rightof reply to the item which he/she believes is inaccurate. The written reply shall form part of theemployee’s official personnel file.

Where a minimum of two (2) years have elapsed since the recording of a disciplinary notation,counseling letter or letter of expectation on an employee’s file resulting from an employee’sinappropriate interaction with students, the employee may request that such disciplinary notation,counseling letter or letter of expectation be reviewed. Requests shall be made to the HumanResources Administrator, who may remove the disciplinary notation, counseling letter or letter ofexpectation from the file provided the personnel fire has been free of any written warning ordisciplinary action during the intervening period. A request for removal shall not be unreasonablydenied.


Counseling Letters, letters of expectation, letters of reprimand and/or suspension other thanthose referenced in paragraph 3 above will be removed from the record of an employee two (2)years following the receipt of such letter and/or suspension, provided the personnel file has beenfree of any written warning or disciplinary notation during the intervening period. The Employershall not rely on the removed documentation for the purpose of any future proceedings (if any),provided that the Union and/or the employee makes no claim that the employee has never beensubject to disciplinary action.

24.04 It is understood that counseling regarding job performance and/or the performance appraisalprocess (including debriefing) is not considered “disciplinary” for the purpose of this Article.

ARTICLE 25- BARGAINING UNIT SECURITY

25.01 Both parties acknowledge the significant roles which can be played by volunteers within theschool system; it is understood, however, that no permanent Employee will be laid-off, or havetheir hours of work reduced, as a result of the use of volunteers.

25,02 Except as otherwise agreed by the parties, Bargaining Unit work shall not be done under theauspices of the Ontario Works” (workfare) or similar programs.

25.03 Both parties recognize the importance of providing work opportunities for students under thevarious programs which are available from time-to-time (eg. OYAP, SEED, Co-op, etc.).Participation by the Board in such programs will be discussed with the Union and would be on thebasis that students would not replace Bargaining Unit members, in whole or in part. It isunderstood that this clause does not preclude the hiring of students, on a casual basis, forsummer projects.

25.04 It is understood by the parties hereto that supervisory duties in relation to persons who areperforming “community service” (under the auspices of a probation order), or students (underparagraph 25.03 above) shall be the responsibility of management personnel.

25.05 No permanent employee shall suffer any reduction in hours or earnings as a result of thecontracting out of bargaining unit work.

ARTICLE 26— PROFESSIONAL DEVELOPMENT

26.01 On September 1 of each year, the Board will provide an annual non-cumulative sum of $16,000(sixteen thousand dollars) for Professional Development purposes, which fund may be accessedby employees from both the Custodial/Maintenance, and Office Clerical, Technical andEducational Assistants Bargaining Units. The fund shall be administered in accordance with BoardAdministrative Procedure # HR-4500-AP, as may be amended from time-to-time in consultationwith the Union at the Joint Labour Management Committee.

26.02 The Secretary of the Fund shall provide the Director (copy to the Human Resources Administrator)on an annual basis, but not later than October 1st, with a detailed report on the disposition of thesefunds for the previous school year.

26.03 The balance of the Fund, as at August31, 2006 shall be carried forward from year to year until suchtime that it is expended.

ARTICLE 27 - DURATION AND RENEWAL

NOTE: Please refer to Part A, C3.O0 Length of TermINotice to Bargain for additional information.

27.01 This Agreement comes into force on the day it is ratified by both parties, and expires on August31, 2017. It shall continue automatically thereafter for annual periods of one year unless eitherParty notifies the other, in writing, within ninety (90) days prior to the expiration date that it desires


to negotiate with a view to renewal, with or without modifications of this Agreement, inaccordance with the provisions of the Ontario Labour Relations Act.

27.02 This Agreement shall supersede all previous Collective Agreements between the Parties andshall continue in force and effect until such time as it is superseded by a new Agreement underthe terms of the Ontario Labour Relations Act.

27.03 If either Party gives notice of its desire to negotiate in accordance with paragraph 27.01, theParties shall meet within fifteen (15) days from the giving of notice to commence negotiations forthe renewal of this Agreement in accordance with the Ontario Labour Relations Act.

27.04 No changes can be made to this Agreement without the mutual consent of the Parties.


LETTER OF UNDERSTANDING

- between -

CUPE LOCAL 997(hereinafter referred to as The “Union”)

- representing -

THE OFFICE, CLERICAL, TECHNICALIEDUCATIONAL ASSISTANTBARGAINING UNIT

(hereinafter referred to as the “Bargaining Unit”)

- and -

TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD(hereinafter referred to as the “Board” or the “Employee’)

Re: Definition of OMERS Contributory Earnings

The following definition of contributory earnings under the OMERS Pension Plan is provided forinformational purposes only and is non-grievable. Contributory earnings must include all regularearnings, as follows:

• base wages or salary;

• regular vacation pay if there is corresponding service;• normal vacation pay for other-than-continuous full-time members. Include vacation hours in credited

service;

• retroactive pay (including any pay equity adjustment) that fits with OMERS definition of earnings forall members, including active, terminated, retired and disabled members;

• lump sum wage or salary benefits which may vary from year to year but which form a regular part ofthe compensation package and are expected normally to occur each year (for example, paymentbased on organizational performance, some types of variable pay, merit pay, commissions);

• market value adjustments (for example, percentage paid in addition to a base wage as a result ofmarket conditions, including retention bonuses if they are part of your ongoing pay strategy and not atemporary policy);

• ongoing special allowances (for example, flight allowance, canine allowance);• pay for time oft in lieu of overtime;

• danger pay;

• acting pay (pay at a higher salary rate for acting in place of an absent person);• shift premium (pay for shift work);

• ongoing long service pay (extra pay for completing a specified number of years of service);• sick pay deemed to be regular wages or salary;

• salary or wage extension for any reason, provided service is extended (the member must be keptwhole for example, continuation of salary and benefits). If the member becomes employed in anotherposition and begins contributing to another registered pension plan (except CPP), the balance of theextension period becomes unpurchasable service;

• stand-by pay/call-in pay (pay for being on call, not pay for hours worked when called in) where thispay is in relation to duties that are an extension of the member’s normal job;

• living accommodation premiums provided (if paid as a form of compensation and not as a directexpense reimbursement);


ongoing taxable payments to pay for costs (for example, educational or car allowance);• taxable premiums for life insurance;

• taxable value of provided vehicle or car altowance (for example, if an employer provides an allowance(that is, expenses that are not reimbursed) then the allowance is considered pad of contributoryearnings. If an employer reimburses mileage, this reimbursement represents payment for gasoline,maintenance, insurance, wear and tear on the vehicle and licence fees and should not be included aspad of contributory earnings);

• payments for unused accumulated sick days or vacation time, only on retirement and only if creditedservice is extended.

Dated at the City of Kawadha Lakes, Ontario this 401 day of December, 2015.

On behalf of the Employer Union


LETTER OF UNDERSTANDING

- between -

CUPE LOCAL 997(hereinafter referred to as The “Union”)

- representing -

THE OFFICE, CLERICAL, TECHNICAL/EDUCATIONAL ASSISTANTBARGAINING UNIT

(hereinafter referred to as the ‘Bargaining Unit)

- and -

TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD(hereinafter referred to as the “Board’ or the “Employer”)

Re: Work Year for Educational Assistants in 2011-12

Effective the 2011-12 school year, the work year for Educational Assistants shall be 194 days, inclusive ofProfessional ActIvity Days as set out in clause 16.08 of the collective agreement.

Dated at the City of Kawartha Lakes, Ontario this 4th day of December, 2015.

7) A f4

On’bèhalfofthe’Employer On behalf of the Union


LEHER OF UNDERSTANDING

- between -

CUPE LOCAL 997(hereinafter referred to as The Union’)

- representing -

THE OFFICE, CLERICAL, TECHNICAUEDUCATIONAL ASSISTANTBARGAINING UNIT

(hereinafter referred to as the Bargaining Unit”)

- and -

TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD(hereinafter referred to as the “Board” or the “Employer”)

Re: Criminal Reference Checks

WHEREAS Regulation 521/01 of the Education Act requires the Employer to conduct criminal referencechecks for existing employees, as well as to collect annual offence declarations from employees;

IT IS THEREFORE UNDERSTOOD and agreed that:

1. All reference checks, offence declarations and related documentation which are obtainedpursuant to Regulation 521/01 shall be stored in a separate and secure location and maintainedin a confidential manner, Access to such records and information shall be strictly limited to theHuman Resources Administrator and the HR. Department staff, although this does not precludeconsultations with appropriate officials under paragraph 2 below.

2. Trillium Lakelands District School Board shall not release any information about an employeeobtained pursuant to Regulation 521(01 of the Education Act (or any subsequent regulation orlaw) without the permission of the employee, except for the purpose of considering arecommendation for disciplinary action against the employee or as otherwise required by law.Such consideration may involve only Senior Administration, the Board, legal counsel and/oradjudication advisors of the OESC, as appropriate.

3. The Bargaining Unit may grieve any disciplinary action taken against an employee based on orrelated to the information that the employee is required to provide to Trillium Lakelands DistrictSchool Board pursuant to the requirements of Regulation 521/01 of the Education Act, or anysubsequent regulation or law.

4. The Board shall consult with the Local regarding any changes to the Board’s policy or operatingprocedure with respect to criminal record checks, as well as any changes the Board makes to theelectronic offence declaration form.

5. This Letter of Understanding attached to this Collective Agreement, is part of the CollectiveAgreement and is subject to the Grievance Procedure in Article 9.

Dated at the City of Kawartha Lakes, Ontario this 4’ day of December, 2015.

On behalf of the Employer On behalf of the Union


APPENDIX “A”

CUPE OCTIEA SALARY GRID

PAGE 1

. EFFECTIVE SEPTEMBER 1, 2014Band Position After After After AfterStart Prob 1 Year 2 Years 3 Years

1 Receptionist— North 18.82 19.67 20.522 LRC Clerk— North 19.01 1985 20.703 Accounting Clerk — Receivable

LRC Clerk — SouthPurchasing Clerk 19.19 20.03 20.88

4 Accounting Clerk — PayableDispatcherElementary Assistant SecretaryLibraryTechnician 19.39 20.21 21.07

5 E-Learning SecretaryLRC Secretary — NorthReceptionist — Corporate Office 19.55 20.39 21.25

6 Educational AssistantPediculosis CoordinatorSecondary Secretary 19.72 20.56 21.42

7 AETC SecretaryHR ClerkLRC Technician — SouthTransportation Clerk 19.90 20.75 21.60

8 Elementary SecretaryPlant & Maintenance SecretaryProgram Administrative Assistant —

NorthSecondary Computer OperatorSpecial Education/Program Assistant 20.08 20.96 21.81

9 Purchasing AssistantREAL Program AssistantSenior Accounting ClerkSystem Software Support Specialist 20.32 21.17 22.04

10 Computer TechnicianE-Learning Design TechnicianE-Learning Support TechnicianHelp DeskOutdoor Education TechnicianPayroll Officer ISecondary Head Secretary 22.04 23.19 24.32 25.48

11 IS Admin Training & SupportNetwork TechnicianPayroll Officer II 23.98 25.27 26.55 27.85 29.13


APPENDIX “A”


PAGE 2

EFFECTIVE SEPTEMBER 1, 2016Band Position After After After AfterStart Prob 1 Year 2 Years 3 Years

1 N/A 19.01 19.87 20.732 N/A 19.20 20.05 20.913 Accounting Clerk — Receivable

LRC ClerkPurchasing Clerk 19.38 20.23 21.09

4 Accounting Clerk — PayableAETC Assistant SecretaryDispatcherElementary Assistant SecretaryLibrary ClerkResource Centre Clerk/HR Support 19.58 20.41 21.28

5 E-Learning SecretaryFacility Use CoordinatorLRC SecretaryReceptionist—Corporate Office 19.75 20.59 21.46

6 Educational AssistantSecondary Secretary 19.92 20.77 21.63

7 HR ClerkLRC TechnicianSEA ClerkTransportation Clerk 20.10 20.96 21.82

8 AETC SecretaryElementary SecretaryPlant & Maintenance SecretaryProgram Administrative AssistantSecondary Computer OperatorSenior Transportation ClerkSpecial Education/Program Assistant 20.28 21.17 22.03

9 Purchasing AssistantREAL Program AssistantSenior Accounting ClerkSenior Dispatcher & Attendance OfficerSystem Software Support Specialist 20.52 21.38 22.26

10 Computer TechnicianE-Learning Support TechnicianHelp DeskOutdoor Education TechnicianPayroll Officer ISecondary Head Secretary 22.26 23.42 24.56 25.73

11 Central Services Network TechnicianE-Learning Design TechnicianIS Admin Training & SupportNetwork TechnicianPayroll Officer II 24.22 25.52 26.82 28.13 29.42


APPENDIX “A”


PAGE 3

EFFECTIVE FEBRUARY 1, 2017Band Position After After After AfterStart Prob 1 Year 2 Years 3 Years








9 Purchasing AssistantREAL Program AssistantSenior Accounting ClerkSenior Dispatcher & Attendance OfficerSystem Software Support Specialist 20.62 21.49 22,37




APPENDIX “B”

GROUP BENEFITS

NOTE: Please refer to Part A, C5.OO Benefits, Part A, Letter of Understanding #9 re: Benefits, andAppendix A to Letter of Understanding #9 — HRIS File for additional information.

LIFE flat $80000AD&D flat $80000OPTIONAL LIFE • Employee paid

• Available in units of $10000 to a maximum of $100,000LONG TERM DISASILITY • 100% Employee paid

• Mandatory for new hires after February 22, 2000EXTENDED HEALTH CARE $10l$20 Deductible (excluding hospital & vision), Nil Co-pay• Semi-Private Yes, plus Private Convalescent $10/day, 120 days• Drugs Pay-direct! $8 dispensing fee cap, legally requiring a prescription• Fertility 6 month supply, $2,400 maximum per 24 months• Smoking Cessation Not covered• Vision $200124 months per person; effective August 1, 2006 a vision-care

program with a maximum of $275 per 24 month period, includingcoverage for eye exams with a maximum of $50 per exam

• Ambulance & Out-Patient Yes. Massage $500 per calendar year, $30/visit maximum• Chiropractor $500 per calendar year (secondary payer after CHIP); effective

August 1, 2006, chiropractic services to a maximum of $500 annuallywith a maximum of $25 per visit, payable from the first dollar

. Podiatrist/Chiropodist $500 per calendar year (secondary payer after CHIP); effectiveAugust 1, 2006, podiatrist/chiropodist services to a maximum of $500annually with a maximum of $25 per visit, payable from the first dollar

• Naturopath $500 per calendar year• Speech Pathologist $500 per calendar year• Physiotherapist $500 per calendar year• Osteopath $500 per calendar year (secondary payer after CHIP)• Private Duty Nursing $10,000 per calendar year• Hearing Aids $300160 months• Psychologists $35 initial visit, $20 subsequent, $500 per calendar year. Out-of-Country Liberty Health Deluxe Plan• Equipment & Other Services YesDENTAL Nil Deductible; current minus 1 year ODA Fee Guide, 6 month recall

for eligible children and 9 month recall for adults• Basic Restorative 100% co-insurance, $1,500 annual maximum• Major Restorative 50% co-insurance, $1,000 annual maximum; effective August 1,

2006, $1,500 annual maximum• Orthodontics (Braces) 50%, $1,500 lifetime maximum; effective August 1, 2006, $2,000

lifetime_maximum


APPENDIX “C” - OCTIEA FAMILY OF SCHOOLS AND BUMPING SEQUENCE

_____

1-START 2-NEXT 3-NEXT

______

LCVI I.E. WELDON 55 • FENELON FALLS 55Alexandra PS. Dunstord DES. ‘ Bobcaygeon P.S.Central Senior School Grandview P.S. • Fenelon AETCDr. George Hall P.S. Jack Callaghan P.S. - Fenelon Township P.S.King Albert P.S. Lady Eaton P.S. • Lady MacKenzie P.S.Leslie Frost P.S. Lindsay Corporate Office • Langlon P.S.Lindsay AETcNirtuat Learning Centre Queen Victoria P.S. - Ridgewood P.S.Mariposa ES. Rolling Hills P.S. • Woodville ES.Parkview P.S. St. David Street Maintenance Dept.

Scott Young P.S.• I.E. WELDON 55 • LCVI ‘ FENELON FALLS 55• Dunstord DES. • Alexandra P.S. • Bobcaygeon P.S.• Grandview P.5 • Central Senior School - Fen&on AETC. Jack Callaghan P.S. • Dr. George Hall P.S. • Fene!on Township P.S.• Lady Eaton P.S. • King Albert P.S. • Lady MacKenzie P.S.• Lindsay Corporate office • Leslie Frost P.S. - Langton P.S.• Queen Victoria P.S. • Lindsay AETCWirtual Learning Centre • Ridgewood P.S.• Rolling Hills P.S. - Mariposa ES. - Woodville ES.• SL David Street Maintenance Dept. • Parkview P.S.- Scott_Young_P.S.‘ FENELON FALLS 55 - I.E. WELDON 55 • LCVI‘ Bobcaygeon P.S. - Dunstord DES, • Alexandra P.S.• Fenelon AETC • Grandview P.S. • Central Senior School• Fenelon Township P.S. • Jack Callaghan P.S. • Dr. George Hall P.S.‘ Lady MacKenzie P.S. - Lady Eaton P.S. • King Albert P.S.• Langton P.S. • Lindsay Corporate Office • Leslie Frost P.S.. Ridgewood P.S. • Queen Victoria P.S. • Lindsay AETCNirtual Learning Centre• Woodville ES, - Rolling Hills P.S. ‘ Mariposa ES.

• St. David Street Maintenance Dept. • Parkview P.S.• Scott Young P.S.

• HALIBURTON HSS • Cardiff E.S.‘ Haliburton County Education Centre • Wiberforca ES.• Archie Stouffer ES,• Highlands AETCa J.D. Hodgson E.S.• Swan Baker ES.a HUNTSVILLE KS • BMLSS • GRAVENHURST HS• Huntsville AETC • Muskoka Education Centre • Glen Orchard P.S.- Huntsville P.S. • Bracebridge AETC • Gravenhurst AETC• Irwin Memorial P.S. • Bracebridge P.S. - Gravenhurst P.S.‘ Pine Glen P.S. ‘ Cedar Lane • K.P. Manson P.S.‘ Riverside P.S. - Macaulay P.S. • Muskoka Beechgrove P.S.‘ Spruce Glen P.S. - Monck P.S.• V.K. Greer P.S. • Muskoka Falls P.S.

• R,S. Claus Centre• WattP.S

a BMLSS • GRAVENHURST HS • HUNTSVILLE HS• Muskoka Education Centre • Glen Orchard P.S. • Huntsville AETC• Bracebridge AETC • Gravenhurst AETC ‘ Huntslle P.S.• Bracebridge P.S - Gravenhursi P.S. - Irwin Memorial P.S.• Cedar Lane - K.P. Manson P.S. - Pine Glen P.S.a Macaulay P.S. • Muskoka Beechgrove P.S. - Riverside P.S.a Monck P.S. ‘ Spruce Glen P.S.a Muskoka Falls P.S. • V.K. Greer P.S.a R.S. Claus Centre• Watt P.S.• GRAVENHURST KS - BMLSS • HUNTSVILLE HS• Glen Orchard P.S. - Muskoka Education Centre • Huntsville AETC• Gravenhurst AETC - Bracebridge AETC • Huntsville P.S.• Gravenhurst P.S. - Bracebridge P.S. • Irwin Memorial P.S.• K.P. Manson P.S. • Cedar Lane • Pine Glen P.S.• Muskoka Beechgrove P.S. • Macaulay P.S. • Riverside P.S.

‘ Monck P.S. • Spruce Glen P.S.a Muskoka Falls P.S. • V.1<. Greer P.S.‘ R.S. Claus Centrea Waft P.S.

NOTE: For employees working at Honey Harbour P.S., their family of schools is designated as BMLSS.For employees working at Yearley Outdoor EduCation Centre, their family of schools is

designated as Huntsvifle H.S.


APPENDIX “D-l”

EDUCATIONAL ASSISTANT POSTING PROCESS

The parties agree to limit disruption to the schools and students by having a Posting Process forEducational Assistants, two (2) times per year.

A Placement Meeting will take place for Educational Assistants which will include posting andbumping in:

(a) June at 4:30 p.m., for September placements(b) early January for January placements (to take effect commencing the start of semester 2

of the secondary panel)

and will be at no additional cost to the Board.

2. General

(a) The Employer is responsible for allocating Educational Assistant time to each school.

(b) The Employer shall provide to the Union the Educational Assistant Staffing Allocationsprior to the placement meetings. This allocation information, by school, will include: thenames of all current permanent Educational Assistants, the allocation for the upcomingperiod, and the name(s) of the most junior Educational Assistant(s) declared surplus toschool.

(c) The Principal will endeavour to take into consideration the Educational Assistant’s statedpreferences for assignment for the upcoming year.

(d) In the event there are redundancies within the school, the most junior person(s) will notreceive an assignment at that school.

(e) Permanent staff may choose to post into vacant positions at other schools during thePosting Process (see 1(a) and (b) above).

(f) Temporary staff shall be considered for any remaining open positions after the PostingProcess and prior to the consideration of external candidates. The Board shallendeavour to fill such positions by February 15 and September 15 each year.

(g) There are some Educational Assistant assignments that require specialized skills and/orknowledge and therefore, such positions will be assigned to those Educational Assistantswith the specialized skills and/or knowledge (i.e. sign language, Braille, etc.).

3. In June, placement meetings shall be held in the three (3) geographic areas: Haliburton County,District of Muskoka and City of Kawartha Lakes. It is at this placement meeting that permanentstaff will have the opportunity to apply for available positions. A permanent Educational Assistantlooking to move outside their geographic area would attend the placement meeting in the area towhich they wish to move. All positions will be posted only on the CUPE conference site in FirstClass prior to the placement day. Postings for the Placement Days will include existing vacantand newly created permanent positions, and temporary positions.

4. In early January, the following individuals will meet to determine placements for EducationalAssistants for January (to take effect commencing the start of semester 2 of the secondarypanel): the Supervising Principal of Special Education, the Senior Manager of HumanResources, the President of the Local, and the Educational Assistant Chief Steward. Prior to thismeeting, Educational Assistants interested in changing schools commencing in January (to takeeffect commencing the start of semester 2 of the secondary panel) shall complete and forward anEducational Assistant Information Form. This Form shall be available on the CUPE Conference


site in First Class and must be submitted to the Human Resources Department no earlier thanNovember and no later than January 1’ of each year. Educational Assistants who aredeclared surplus to their school shall receive from the Human Resources Department theEducational Assistant Information Form which must be completed and returned two (2) days priorto the placement meeting. At the meeting held in January, Educational Assistants who havesubmitted an Educational Assistant Information Form, and Educational Assistants who have beendeclared surplus to their school, shall be assigned in order of seniority and in accordance with thepreferences on the Information Sheets, and subject to Article 13.06.

Within one (1) week of the January meeting, all Educational Assistants who have submitted anEducational Assistant Information Form shall be notified as to whether or not their request couldbe accommodated. This notification will be sent to the Educational Assistant’s First Class e-mailaddress and to the affected Principals.

Educational Assistants who remain surplus will be contacted by the Human ResourcesDepartment. A bumping meeting in any of the three (3) geographic areas may be held after theJanuary meeting in order to complete the Recall/Lay-off process prior to the start of Semester 2.The Notice of bumping meeting(s) will be put on the CUPE Conference Site on First Class andsent to the schools by fax for posting.

5. No posting of vacancies during the school year will occur for Educational Assistant positions.

6. Vacant positions which occur during the school year will be filled by:

(a) a qualified Educational Assistant on the recall list;(b) temporary/casual Educational Assistants.

The position, if it still exists, will be posted at the Placement Meeting in January or June, asappropriate.

7. All decisions on individual Educational Assistant placements made at the placement meeUngsshall be final.


APPENDIX “D-2”

EDUCATIONAL ASSISTANT POSTING PROCESS

The following process will occur as a Pilot for the June 2016 placement meeting and the partiesmay continue to use this process for subseguent years of the 2015—2017 collective agreementwith mutual agreement only.

The parties agree to limit disruption to the schools and students by having a Posting Process forEducational Assistants, two (2) times per year.

Placement Meetings will take place for Educational Assistants which will include posting andbumping in:

(a) mid-June at 4:30 p.m. for September placements(b) mid-January at 4:30 p.m. for January placements (to take effect commencing the start of

semester 2 of the secondary panel)

and will be at no additional cost to the Board.

2, General

(a) The Employer is responsible for allocating Educational Assistant time to each school.(b) The Employer shall provide to the Union the Educational Assistant Staffing Allocations

prior to the placement meetings. This allocation information, by school, will include: thenames of all current permanent Educational Assistants, the allocation for the upcomingperiod, and the name(s) of the most junior Educational Assistant(s) declared surplus toschool.

(c) The Principal will endeavour to take into consideration the Educational Assistant’s statedpreferences for assignment for the upcoming semester.

(d) In the event there are redundancies within the school, the most junior person(s) will notreceive an assignment at that school.

(e) Permanent staff may choose to post into vacant positions at other schools during thePosting Process (see 1(a) and (b) above).

(f) Temporary staff shall be considered for any remaining open positions after the PostingProcess and prior to the consideration of external candidates. The Board shallendeavour to fill such positions by February 15 and September 15 each year.

(g) There are some Educational Assistant assignments that require specialized skills and/orknowledge and therefore, such positions will be assigned to those Educational Assistantswith the specialized skills and/or knowledge (i.e. sign language, Braille, etc.).

(h) Trillium Lakelands DSB will make their schools and computer systems available on thePosting meeting nights so that Educational Assistants wishing to make application to aposted position can use the employer’s internet. Educational Assistants are not requiredto use the employer’s facilities.

3. In January and June, posting meetings shall be held electronically. It is at this electronic postingmeeting that permanent staff will have the opportunity to apply for available positions. All roundone (1) positions will be posted on the CUPE conference site in First Class 3 working days priorto the posting day. Applications to first round postings will be required back by 4:00 pm on theday before the Posting Meeting date. Subsequent rounds of postings will occur electronicallycommencing at 4:30 p.m. on the evening of the Posting Meeting. Postings for the posting meetingwill include existing vacant and newly created permanent positions, and temporary positions.The dates, times and particulars about this electronic meeting will be posted on the CUPE 997site in the Board’s Intranet (ie First Class) a minimum of 2 weeks prior to each posting meeting


date. The following individuals will meet to determine placements for Educational Assistants forJanuary (to take effect commencing the start of semester 2 of the secondary panel) and June (totake effect commencing the start of the school year in September): the Supervising Principal ofSpecial Education, the Senior Manager of Human Resources, the President of the Local, and theEducational Assistant Chief Steward. Educational Assistants interested in applying for a postedposition shall complete and forward an electronic Educational Assistant Information Form at thetime of application Educational Assistants who are declared surplus to their school shall receivefrom the Human Resources Department the date of the Posting Meeting and an overview of theelectronic application process so that they can apply for positions of interest. All permanentEducational Assistants interested in a transfer and Educational Assistants who have beendeclared surplus to their school, shall be assigned in order of seniority and in accordance with thepreferences on the Educational Assistant Information Form, and subject to Article 13.06. Theform must be fully completed and include the preference order if applying for more than oneposition.

All Educational Assistants who were successful in their application for a position in one of therounds of posting shall be informed by Board First Class email prior to the commencement of thenext round of postings. It is understood that if you do not receive an email prior to the next roundof postings, your application was not successful.

Educational Assistants who remain surplus after the EA Posting Meeting will be contacted by theHuman Resources Department by Board email and given the date and time of the bumpingmeeting. A bumping meeting in any of the three (3) geographic areas may be held after theJanuary or June Posting meeting in order to complete the Recall/Lay-off process. The Notice ofbumping meeting(s) will be put on the CUPE Conference Site on First Class and shall indicate theseniority of those who are required to attend.

4. No posting of vacancies during the school year will occur for Educational Assistant positions.

5. Vacant positions which occur during the school year will be filled by:

(a) a qualified Educational Assistant on the recall list;(b) temporary/casual Educational Assistants.

The position, if it still exists, will be posted at the Posting Meeting in January or June, asappropriate.

6. All decisions on individual Educational Assistant placements made at the placement meetingsshall be final.

The above process will occur as a Pilot for the June 2016 placement meeting and the parties maycontinue to use this process for subseguent years of the 2014—2017 collective agreement withmutual agreement only. A determination to continue using this process will be made by October31, 2016 and communicated to staff on the CUPE 997 Conference Site.


APPENDIX “E”

PROTOCOL AGREEMENT

- between —

TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD(hereinafter referred to as the ‘Employer”)

- and —

CUPE LOCAL 997(hereinafter referred to as the ‘Union”)

1. PURPOSE

1,01 The parties hereto undertake and agree to work jointly co-operatively, and in good faith inestablishing and maintaining a joint Gender-Neutral Job Evaluation process, which is inaccordance with the requirements of the Pay Equity Act, and which will apply to theemployees in the Bargaining Units represented by CUPE Local 997.

2. IMPLEMENTATION: DEVELOPMENT OF JOB DESCRIPTIONS

2.01 It shall be the responsibility of the Employer, in consultation with the Union, to prepare jobdescriptions for all jobs within the Bargaining Units.

2.02 It is understood that, for jobs with more than one incumbent, the Employer and the Unionmay agree upon a generic job description.

2.03 It is understood that individual employees in jobs not covered by 2.02 (above) shall beafforded the opportunity to review the job description that has been developed for their job,and to discuss its adequacy in portraying the job with their immediate supervisor.

2.04 When the job description has been reviewed by the incumbent, he/she shall sign it toindicate that there has been an opportunity to review the job description.

2,05 The immediate supervisor shall also sign the job description, to indicate that there has beenan opportunity to review the job description.

3. IMPLEMENTATION: JOB ANALYSIS QUESTIONNAIRE

3.01 Subsequent to the completion of job descriptions for each job in the Bargaining Units, eachemployee shall be asked to complete a Job Analysis Questionnaire, which will summarizeeach job under the various factors and sub-factors.

3.02 The Job Analysis Questionnaire will then be submitted to the employee’s immediatesupervisor.

3.03 The employee’s immediate supervisor will review the contents of the Job AnalysisQuestionnaire. The supervisor will indicate their concurrence or include their commentson the form provided to them by the Joint Job Evaluation Committee. The completedquestionnaire, together with the immediate supervisor’s comments, will be forwarded to theSenior Manager of Human Resources.

3.04 It is understood that, for jobs with more than one incumbent, as well as in circumstanceswhere the employee and the supervisor disagree as to the content of the job analysisquestionnaire, the Joint Job Evaluation Committee may agree upon the contents of the jobanalysis questionnaire.

PART B-Trillium Lakelands D.S.B. & CUPE Local 997— OCT/EA Collective AgreementSUBJECT TO ERRORS AND OMISSIONS Page 86

4. THE JOINT JOB EVALUATION COMMIUEE

4.01 The Joint Job Evaluation Committee (JJEC) for each of the DCT/EA and C/M BargainingUnits shall have equal representation and participation from the parties, consisting of up tothree (3) representatives from the Employer and up to three (3) representatives from thelocal Union.

4.02 It is understood that when it is agreed that the two Joint Job Evaluation Committees willmeet together as the Joint Job Evaluation Steering Committee (JJESC), the combinedCommittee shall not exceed five (5) representatives from each of the parties. The LocalUnion President and the Senior Manager of Human Resources, shall co-chair the JJESC.

4.03 It is understood that the Employer will provide administrative support for the Joint JobEvaluation Committees.

4.04 It is understood that the CUPE National Representative may attend meetings as additionaladministrative support for the Union representatives.

4.05 The Employer and the Union shall each designate one of its representatives to act as cochairperson of each of the JJECs. The co-chairpersons are responsible for:

(a) chairing Committee meetings;(b) scheduling Committee meetings;(c) establishing the agenda for meetings.

4.06 Each party may appoint alternate representatives to serve as replacement for absentmembers. Alternate members shall have the right to vote only when replacing a regularCommittee member who is absent.

4.07 Committee members may participate in any discussion about their own job(s), but may notparticipate in any decision.

4.08 Union Committee members not already on time release shall be entitled to attend meetingswithout loss of pay or benefits and without deduction from sick leave.

4.09 Routine business decisions of the Committee shall be made by a simple majority. Jobrating decisions shall require a consensus and shall be final and binding on the parties,subject to the reconsideration procedure set out in Article 7.04.

4.10 The JJEC shall meet as necessary at a mutually agreed-upon time and place.

4.11 Either party to the agreement may engage advisors to assist its representatives on theJJEC. Any such advisor shall be entitled to voice, but not to vote, and shall not beconsidered to be a member of the Committee.

5. MANDATE OF THE JJEC

5.01 The committee shall implement and maintain the Job Evaluation Program by:

(a) evaluating all jobs;

(b) maintaining the integrity of the program through on-going review and re-evaluation,as contemplated;

(c) recommending to the parties changes to the Job Evaluation Program, itsprocedures or methods, as may be deemed necessary from time-to-time;


(d) recording all evaluation results and rationale, as necessary.

6. RATING PROCESS

6.01 The following general procedure shall be used to rate jobs:

(a) Step 1

A Job Analysis Questionnaire shall be completed by the incumbent(s) and thesupervisor in accordance with Article 3. The completed questionnaire shall besubmitted to the JJEC along with the copy of the current job description (if oneexists). The questionnaire should detail any changes to the job resulting from newor changed circumstances in the job.

(b) Step 2

Where a job description does not exist, the Committee shall draft an up-to-date jobdescription based on the information gathered. Where further information isrequired, interviews may be held with the incumbent(s) andt’or the supervisor. TheCommittee shall submit the job description to the incumbent(s) and the supervisorfor their mutual agreement. Amendments may be made to the proposed jobdescription, as deemed necessary by the Committee, from the response of theincumbent(s) and the supervisor. When agreed upon, the job description shall besigned by the incumbent(s) and the supervisor to signify their mutual agreement.

(c) Step 3

The job shall now be rated, based on the agreed-upon job description, inaccordance with the Job Evaluation Plan. The Committee shall also useinformation obtained from the completed questionnaire, any interviews with theincumbent(s) and/or supervisor and, if required, visits to the workplace. The planevaluates the skill, effort, responsibility, and working conditions involved in the job.Each of these factors is subdivided into sub-factors which provide a standardagainst which each job is rated to determine its relative worth.

(d) Step 4

When the Committee has completed the rating of all jobs, it will provide thesupervisor and the incumbent(s) with a copy of the job description and ratingresults (see Advice of Rating Form — Form 1).

7. MAINTENANCE

7.01 The parties acknowledge the importance of maintaining accurate job descriptions andrating new and/or changed jobs on an on-going basis.

7.02 Job Evaluation Procedures for Changed Jobs

Whenever the Employer substantially changes the duties and responsibilities of a job orthe incumbent(s)/Union feel that the duties and responsibilities of a job have beensubstantially changed, or that the job description no longer reflects the duties andresponsibilities of the job, the following procedures shall be followed:

(a) The incumbent(s)/Union or the supervisor/Employer may request a job evaluationreview by completing and submitting a Job Evaluation Reconsideration Form(Form “2”).


(b) Upon receipt of a completed Job Evaluation Reconsideration Form, the JJEC shallproceed to gather accurate, up-to-date information on the job in accordance withArticles 2 and 3. The gathering of information may involve requesting theincumbent(s) and supervisor to complete an up-to-date job analysis questionnaire.Where further information is required, interviews may be held with incumbentsand/or supervisors and/or visits to the job site. Based on this information, theCommittee shall update the job description as necessary.

(c) Where the job description has been changed, the Committee shall meet to rateeach sub-factor of the job, and to establish a new rating for the job and advise theincumbent(s) and/or supervisor of its decision.

7.03 Job Evaluation Procedures for New Jobs

Whenever the Employer wishes to establish a new job, the following procedures shallapply:

(a) The Employer shall prepare a draft job description for the job.

(b) The JJEC shall meet to review the draft job description and establish a temporaryrating for the job, based on the draft job description.

(c) The job shall be posted and any person appointed to the job shall be paid on atemporary basis upon the rate assigned.

(d) Six (6) months after appointment to the job, the incumbent(s) and the supervisorshall complete a Job Analysis Questionnaire. The questionnaire shall besubmitted along with a revised job description to the JJEC. The JJEC shall finalizethe job description and rate the job according to the procedure set out in Article 6.

(e) If the rating increases as a result of the six-month review, such rating shall beapplied retroactively to the effective date of his/her appointment to the job. In theevent that the rating of the job decreases as a result of this six-month reexamination of the job, the incumbent shall be entitled to red-circling protection forthe duration of his or her tenure in the job.

7.04 Reconsideration Process

Within sixty (60) days of any rating decision being communicated to the employee, thefollowing procedure shall apply:

(a) The incumbent(s)/Union and/or the supervisor/Employer may requestreconsideration of the job rating by completing and submitting a Job EvaluationReconsideration Form (Form 2), stating the reason(s) for disagreeing with therating of the job.

(b) The incumbent(s) and the supervisor may be invited to make a presentation to theCommittee.

(c) The JJEC shall consider the reconsideration request and make a decision whichshall be final and binding upon the parties and all employees affected.

(d) The Committee shall inform both the incumbent(s) and the supervisor of itsdecision using the Review Decision Form (Form 3).

8. SETTLEMENT OF DISAGREEMENTS

PART S - Trillium Lakelands D.SB. & CUPE Local 97— OCT/EA Collective Agreement

SUbJECT TO ERRORS AND OMISSIONS Page 89

8.01 In the event the JJEC is unable to reach agreement on any matter relating to theinterpretation, application or administration of the Joint Job Evaluation Program, the cochairpersons of the Committee shall request, within ten (10) working days, that each partydesignate an advisor to meet with the Committee and attempt to assist in reaching adecision.

If, after meeting with the two (2) advisors appointed pursuant to Article 8.01, the Committeeremains unable to agree upon the matter in dispute, the co-chairpersons shall advise, inwriting, the Union and the Employer of this fact, within fifteen (15) working days.

8.02 Either party may, by written notice to the other party, refer the dispute to a single arbitratorwho shall be selected by agreement of the parties. If the parties are unable to agree, eitherparty may request the Minister of Labour to appoint an arbitrator.

8.03 The arbitrator shall decide the matter upon which the JJEC has been unable to agree andhislher decision shatl be final and binding on the JJEC, the Employer, the Union and allaffected employees. The arbitrator shall be bound by these Terms of Reference and theJob Evaluation Plan and shall not have the power to modify or amend any of the provisions.The jurisdiction of the arbitrator shall be limited to the matter in dispute, as submitted bythe parties.

8.04 The Employer and the Union shall be the parties to the arbitration hearing and shall havethe right to present evidence and argument concerning the matter in dispute. The arbitratorshall have the powers of an arbitrator appointed pursuant to the collective agreement and,in addition, shall have the authority to require the parties to present additional informationand to require other person(s) to present evidence, as deemed necessary by the arbitrator.

8.05 The arbitrator’s fees and expenses shall be borne equally between the parties:

8.06 The time limits contained in this Article may be extended by mutual agreement of theparties.

9. FACTOR POINT VALUES AND RANGES

DEGREES# SUBFACTOR

1 2 3 4 5 6 7

I EducationlKnowledge 20 14.29 28.57 42.86 57.14 71.43 I 85.71 f 1002 Experience 20 25 50 75 100 #t

—i Complexity & Judgement 12 12 24 36 48 604 Mental Effort 5 6.25 12.5 18.75 255 Physical Activity 5 625 125 1875 256 Accountability 9 15 30 457 Responsibility for Confidential 9 15 30 45

& Sensitive Material P..8 Supervision of Others 5 6.25 12.5 18.75 259 Contacts 8 8 16 24 32 4010 Disagreeable Conditions 7 875 17 5 2625 35

TOTAL 100 500


BAND MIN-MAX BAND MIN-MAX1 l83orless 7 269—2852 184—200 8 286—3023 201—217 9 303—3194 218—234 10 320—3365 235—251 11 337—3536 252-268 12 354—370

10. AGREEMENT AND IMPLEMENTATION

10,01 This Protocol Agreement, together with the ultimate Job Evaluation Program and relatedmatters which are agreed upon, is subject to ratification by the respective parties hereto.

Dated at Lindsay this 28th day of September, 2001.

For the Employer: For the Union:

“E.A. Bartley” “Lynn Raback”

PART B - Trillium Lakelands D.S.B. & CUPE Local 997— OCT!EA Collective AgreementSUBJECT TO ERRORS AND OMISSIONS Page 91

APPENDIX “E” - FORM I

cm

rill1 ADVICE OF RATING FORM CUPELakelafldS

Employee Name:

Job Title:

This is to advise that the rating for your job is as follows:

Subfactor :r.. . Rating PoinftEducationExperienceComplexity and JudgementMental EffortPhysical_ActivityAccountabilityResponsibility for Confidential & Sensitive MaterialSupervision of OthersContactsDisagreeable Conditions

Total Points

Comments:

Employer Chairperson:

___________________________________

Date:

_________________________________

Union Chairperson:

_________________________________

Date:

_______________________________

Note: If you and/or your supervisor disagree with the rating established for the job, you and/or your supervisor mayrequest reconsideration of the job rating by filling out a Job Evaluation Reconsideration Form (Form 2) andsubmitting it to the Joint Job Evaluation Committee within sixty (60) days of receipt of this document.

Reasons for disagreeing with the job rating must be included in the Job Evaluation Reconsideration Form.


APPENDIX “E” - FORM 2

cm JOB EVALUATION

RECONSIDERATION FORM rCUPELkela 72 ci.DI$TIPCTICHO Cl •CAt I

Incumbent’s Name:

Job Title: J Current Salary Group:Department: Location:

REASON FOR REQUEST: INSTRUCTIONS:Attach Draft Job DescriptionU Creation of New Job

Attach completed Job Analysis Questionnaire and DraftU Six-month Review of New Job Job Description

Attach completed Job Analysis Questionnaire and JobU Change in Job Duties and/or DescriptionResponsibilities

Please explain rationale/reason for disagreement belowU Disagree with Rating and/or Job

DescriptionPlease specify and explain belowU Other

EXPLANATION OF REASON FOR RECONSIDERATION REQUEST:

REQUEST INITIATED BY: Qlncumbent(s) OSupervisor OEmployer ID UnionSignature: Date:

NOTE: PLEASE SEND ORIGINAL TO JOINT JOB EVALUATION COMMITTEE VIA HUMAN RESOURCES.HUMAN RESOURCES WILL FORWARD COPIES TO:

U Incumbent(s) ID Supervisor C Union


APPENDIX “E” - FORM 3

Cm

rzllzurn JOB EVALUATION REVIEW CUPELdkelãñ. DECISION FORM

DISTIICT OLIOAt D

Employer Co-Chairperson: Union Co-Chairperson:

Date: Date:

Incumbent’s Name:

Job Title: Current Salary group:Department: Location:

RATING RESULTS: U No Change U Change in Points U Change in BandCURRENT: Total Points:

_________

Salary group:

__________

ADJUSTED: Total Points:

_________

Salary group:

__________

Retroactive Date:

COMMENTS:

Joint Job Evaluation Committee/Human Resources to send copies to:

U Incumbent(s) U Supervisor U Union

PART B - Trillium Lakelands D.S.B. & CUPESUBJECT TO ERRORS AND OMISSIONS

Local 997— OCT/EA Collective AgreementPage 94

Dated at the City of Kawartha Lakes, Ontario this 4th day of December, 2015

On behalf of TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

C%7j %ddV Louise Crodd— Chairperson

)Mrn.W— Director of EducationLarrjd

On behalf of CUPE LOCAL 997, OFFICE, CLERICAL, TECHNICAL ANDBARGAINING UNIT:

EDUCATIONAL ASSISTANTS

William CampbeN— President CUPE Local 997

(%&LZkninr&pChar Monardo— CUPE S(pffRe’psentative

Lianne Barle — Negoti ing Committee Member

‘K-i

Lisa Wokral — Negotiating Committee Member

Debbie illan — Negotiati q C mmittee Member


GENERAL INFORMATION

CUPE Local 997

Mailing Address: Box 183, Bethany, ON LOA lAO

Telephone: (705) 934-2997Toll-free: 1-844-934-2997

Fax: 1-866-742-1741

President: William Campbell — email: presidentcupe997.ca

Website: www.cupe997.ca

Trillium Lakelands District School Board

Mailing Address: P.O. Box 420, 300 County Road 36Lindsay, Ontario K9V 454

Main Switchboard: (705) 324-6776 / 1-888-526-5552Voice Mail: (705) 324-5300Fax (Main): (705) 324-2036Fax (H.R. Dept.): (705) 324-8913

Frequently called numbers — Lindsay Office:

Superintendent of Employee Services, ext. 22101Employee Services Executive Assistant, ext. 22121Senior Manager of Employee Services, ext. 22123H.R. Data Systems/Benefits Officer, ext. 22174Attendance & Disability Management Officer, ext. 22143Payroll Supervisor, ext. 22176

EXTENSION AGREEMENT

BETWEENOntario Public School Boards Association (OPSBA)

AND

Ontario Catholic Schools Trustee Association (OCSTA)AND

L’Association des conseils des écoles publiques do l’Ontario (ACEPO)AND

L’Association franco-ontarienne des conseils scolaires catholiques (AFOCSC)hereinafter:

COUNCIL OF TRUSTEES’ ASSOCIATIONS/CONSEIL DES ASSOCIATIONS D’EMPLOYEURS“CTA/CAE”

AND

THE CANADIAN UNION OF PUBLIC EMPLOYEEShereinafter: “CUPE”

AND AGREED TO BY:

THE CROWN/IA COURONNE

1. The parties and the Crown agree that, subject to errors and omissions, and subject tothe ratification processes applicable for each party, this Extension Agreement forms thebasis of full and final settlement for an extension of collective agreement terms,inclusive of both central and local terms, with the effective date of September 1,2017to August 31, 2019. For further clarity, the ratification of this Extension Agreement isconditional upon the acceptance that local collective agreement terms remain statusquo for the period September 1,2017 to August 31, 2019. Ratification is alsoconditional upon legislative changes enabling ratification of an extension of collectiveagreement terms, as noted below. The parties and the Crown agree to recommend theterms of this Extension Agreement as set out herein to their respective principals.

Certain aspects of the terms described herein require legislative changes and as such aresubject to the legislative process. Such changes have not yet been made, nor introducedto the Legislature of Ontario. Therefore the content of this agreement should beconsidered to be subject to such changes, when and if made and if such enablingchanges are not made, or alter the terms of this agreement in any fashion, thisExtension Agreement shall be considered null and void.

SUBJECITO ERRORS AND OMISSIONS December 20, 2016 22h00 Page to 14

2. Ratification of the Extension Agreement by both parties and agreement of the Crownshall be deemed to have occurred on the date of ratification by CUPE and by the CTA,whichever is later, and by agreement of the Crown. The parties will endeavor tocomplete the central ratification and agreement processes by February 1, 2017, subjectto enabling legislation.

It is further understood that the following parties,

• Conseil scolaire de district catholique de I’Est ontarien and CUPE Local 4155.• Durham District School Board and CUPE Local 218 (Continuing Education Unit)

shall conduct their ratification vote of the central terms and conditions of thisagreement by February 1, 2017.

Upon completion of the 2014-2017 round of local bargaining, the parties noted aboveshall conduct their ratification vote. Thereafter, the parties noted above shall conducttheir ratification vote of the local terms and conditions of this extension agreement.

3. The terms of this E>ctension Agreement shall be effective on September 1, 2017 exceptas otherwise provided herein.

• The expiry date of Letters of Understanding (LOU) #3 and #5 shall be revised asnoted in Appendix land the terms of LOUs #3 and #5 shall continue in effect,uninterrupted, until August 30, 2019.

• LOU #16 as noted in Appendix 1, shall be amended such that “2015-16 and/orthe 2016-17” shall be replaced by “2017-18 and/or 2018-19”.

• The parties agree that it is desirable to deliver LTD benefits in a sustainable andaffordable fashion. Therefore, in the event that the parties, as set out in LOU #7,arrive at a mutually agreeable solution or options for the implementation ofsustainable and affordable LTD plans, such options may be put into place as soonas feasible.

• Letters of Understanding/Agreement contained in or pertaining to language fromthe 2014-17 collective agreements shall continue in force and effect for the termof this agreement. However, where there is reference to an expiry date, theexpiry date will be extended by two (2) years.

4. Prior to ratification by any party, it is agreed that this document will be translated intoFrench in order that parties are able to ratify in their language of operation.

SUBJECTTO ERRORS AND OMISSIONS December 20, 2016 22h0o Page 2 of 14

5. The collective agreement shall continue to consist of two parts. Provisions of Part A andPart B shall continue until August 31, 2019 without amendment, except as noted hereinand in Appendix 1 attached to this Extension Agreement.

6. COMPENSATION

School boards shall adjust their current salary grids, wage schedules and position ofresponsibility allowances only, in accordance with the following schedule:

• September 1, 2017• 1.5%

• September 1, 2018• 1%

• February 1, 2019• 1%

• August 31, 2019a 0.5%

Payment for September 1,2017 lump sum:

In recognition of potential expenses for professional development, supplies orequipment or for other professional expenses, all employees covered by this agreementwill be paid a lump sum of 0.5% of wages earned in the 2016-2017 school year. CUPEagrees that it will conduct a survey of its members on the usage of these funds andprovide the results to the Crown.

Method of payment for September 1, 2017 lump sum:

05% of earned wages earned in the 2016-17 school year as a lump sum payment to allemployees (including those on the casual list) of this bargaining unit who are employedor on an approved leave, paid sick leave or statutory leave as at September 5, 2017. Thisexcludes employees whose income replacement would be impacted while on leave.

Permanent employees on a statutory leave for any part of 2016-17 will not be adverselyaffected. The lump sum of 0.5% of annualized 2016-2017 salary/wages will be adjusted

SUB.IECTTO ERRORS AND OMiSSIONS December 20, 2016 22h0o Page 3 of 14

as if they earned their normal salary/wage for the period of the time on the statutoryleave.

Employees on an approved deferred salary leave in the 2017-2018 year on September 5,2017, (eg. 4 over 5) shall nevertheless receive a lump sum of 0.5% of wages paid in2016-2017.

The lump sum payment shall be provided by November 1, 2017.

The parties agree that, if the percentage increases in aggregate for general salary notedabove are less than the aggregate percentage increases for general salary agreed to atother teacher table(s) or education worker tablecs) for the years 2017-18 and 2018-19,the general salary increases for 2017-18 and 2018-19 agreed to at the other table(s) willbe allocated to CUPE education worker members. For greater clarity, this provisionapplies only to aggregate across the board increases to salary grids, wage schedules andposition of responsibility allowances as described in this article.

7. BENEFITS

Effective September 1, 2017, funding will be provided in the amount of $5,075 per FTEplus inflationary increases in each of the following years, adjusted to reflect the actualparticipation date:

• September 1, 2017 : 4%• September 1, 2018 :4%

These inflationary increases will result in a funding amount of $5,278.00 per FEEeffective September 1, 2017 and $5,489.12 per FTE effective September 1, 2018. Therewill be a reconciliation process based on the financial results for the year ending onAugust 31, 2019 equal to the lesser of the total cost of the plan per FTE and $5,489.12per FTE. This reconciliation will adjust the amount per FTE as of September 1,2019.

The parties agree that if the benefits inflationary increases noted above are less thanthe aggregate percentage increases agreed to at other teacher table(s) or educationworker table(s) for the years 2017-18 and 2018-19, the benefits inflationary increasesfor 2017-18 and 2018-19 agreed to at the other table(s) will be allocated to CUPEeducation workers.

&suBjEcT TO ERRORS AND OMISSIONS December 20, 2016 22h00 Page 4 of 14

8. INVESTMENTS IN SYSTEM PRIORITIES

a) Special Education Staff Amount

In recognition of the role that education assistants, child and youth workers/counsellorsand professional student services personnel play in supporting special education, theCrown will, conditional upon the approval by the Lieutenant-Governor-in-Council (ifapplicable), make a system investment in 2017-2018 which will continue in the 2018-2019 school year, to be utilized for special education needs. The amount for CUPE is$26,078,257 province wide in each year.

The school board’s share of the special education staffing amount shall be allocated foreach CUPE bargaining unit based on the RE of that bargaining unit for the followingstaffing categories: educational assistants, child and youth workers and professionalstudent services personnel compared to the board’s total FTE of educational assistants,child and youth workers and professional student services personnel. The attached chart(Appendix 2) provides an estimation of the funding as a result of this system investment.

b) Other Staffing Amount

In recognition of the role that office, clerical and technical, and custodial andmaintenance employees play in promoting safe, healthy and caring schools, the Crownwill, conditional upon the approval by the Lieutenant-Governor-in-Council (if applicable),make a system investment in 2017-2018, which will continue in the 2018-2019 schoolyear. The amount for CUPE is $31,360,432 in each year.

The school board’s share shall be allocated for each CUPE bargaining unit based on theFTE of that bargaining unit for the following staffing categories: office, clerical andtechnical, custodial and maintenance education workers compared to the board’s totalFTE of office, clerical and technical, custodial and maintenance education workers. Theattached chart (Appendix 2) provides an estimation of the funding as a result of thissystem investment.

For each a) and b) above, the following shall apply:

• No later than May 15, 2017, each board and local shall meet and engage inconsultation to discuss the use of funds and allocation to CUPE bargaining unitsconsistent with the terms of this agreement. The board will share the totalamount and the calculation of the amount applicable to each CUPE bargainingunit based on FTE. Boards and locals shall discuss the number and cost of CUPE

‘it

SUBJECT TO ERRORS AND OMISSIONS December 20, 2016 22h00 PageS ofi

positions generated by this funding. It is agreed that these funds are to be usedfor permanent CUPE staff, consistent with board needs.

Staffing processes used as a result of this additional funding shall be consistentwith school boards’ existing staffing processes.

9. APPRENTICESHIP/PROFESSIONAL DEVELOPMENT

The Crown shall create a one-time Education Programs — Other (EPO) grant for

distribution, consistent with the Ontario Public Sector Transfer Payment AccountabilityDirective, in the amount of $4.5 million. Funds from this EPO shall be allocated to school

boards during the 2018-2019 school year, on the basis of joint applications received

from school boards and CUPE locals for apprenticeship under the Ontario College of

Trades and/or professional development opportunities.

The purpose of the funds are to:i. Provide on-the-job training for employees as apprentices, and/or

ii. Provide current employees of the boards opportunities to upgrade theirskills.

A joint committee comprised of representatives of the central parties and the Crown,will be created to develop an application process that will be shared with boards andlocals. The committee will develop the following:

i. Criteria of allocationH. Application process

iii. Eligibility of programiv. Reportingv. Equitable distribution

It is understood that the purpose of the Apprenticeship/Professional Developmentprogram is not to reduce current complement/positions.

PS‘SUBJECTTO ERRORS AND OMISSIONS December 20, 2016 22h0o Page 6 of 14

10. COMMUNITY USE OF SCHOOLS

Conditional upon the approval by the Ueutenant-Governor-in-Council (if applicable), theCrown will increase the community use of schools funding, in the Grants for StudentNeeds, by 3% in the 2017-2018 school year (as shown in Appendix 3), and the new levelof funding will continue into the 2018-2019 school year. It is intended that this fundingbe used to staff schools with CUPE custodians during community use, consistent withlocal collective agreements and existing board policies, procedures and practices. Wherecurrent practices do not provide CUPE custodial staff for community use events, andwhere policies and procedures allow, the funding will be used to provide CUPE custodialstaffing to the extent of the available funds.

Signed at Toronto, this 20th day of December, 2016.

CUPE

d ‘/IZ,on/J— ‘— If

CTA/C

. / jM

SUBJECTO ERRORS AND OMISSIONS December 20, 2016 22h00 Page 7 of 14

APPENDIX 1

LE17ER OP UNDERSTANDING #3

BETWEEN

The Canadian Union of Public Employees

(Hereinafter ‘CUPE’)

AND

The Council of Trustees’ Associations

(Hereinafter the ‘CTA/CAE’)

Re: Job Security: Protected Complement

The parties acknowledge that education workers contribute in a significant way to student achievementand well-being.

1. Effective as of the date of central ratification, the Board undertakes to maintain its ProtectedComplement, except in cases of:a. A catastrophic or unforeseeable event or circumstance;b. Declining enrolment;c. Funding reductions directly related to services provided by bargaining unit members; ord. School closure and/or school consolidation.

2. Where complement reductions are required pursuant to 1. above, they shall be achieved asfollows:a. In the case of declining enrolment, complement reductions shall occur at a rate not greater

than the rate of student loss, andb. In the case of funding reductions, complement reductions shall not exceed the amount of

such funding reductions, andc. In the case of school closure and/or school consolidation, complement reductions shall not

exceed the number of staff prior to school closure/consolidation at the affected location(s).

Local collective agreement language will be respected, regarding notification to the union ofcomplement reduction. In the case where there is no local language the board will notify theunion within twenty (20) working days of determining there is to be a complement reduction.

3. For the purpose of this Letter of Understanding, at any relevant time, the overall protectedcomplement is equal to:a. The Fit number (excluding temporary, casual and/or occasional positions) as at date of

central ratification. The FTE number is to be agreed to by the parties through consultationat the local level. Appropriate disclosure will be provided during this consultation. Disputesv,ith regard to the Fit number may be referred to the Central Dispute Resolution Process.

b. Minus any attrition, defined as positions that become vacant and are not replaced, ofbargaining unit members which occurs after the date of central ratification.

SUBJECTTO ERRORS AND OMISSIONS December20, 2016 22h00 Page 8 of 14‘C’)

4. Reductions as may be required in 1. above shall only be achieved through lay-off afterconsultation with the union on alternative measures, which may include:a. priority for available temporary, casual and/or occasional assignments;b. the establishment of a permanent supply pool where feasible;c. the development of a voluntary workforce reduction program (contingent

government funding).

5. The above language does not allow trade-offs betweena. Educational Assistantsb. DECEsc. Secretariesd. Custodianse. Cleaners1. Information Technology Staffg. LibraryTechniciansh, Instructorsi. Supervisorsj. Central Administrationk. ProfessionalsI. Maintenance/Trades

the classifications outlined below:

6. The parties agree that where local collective agreement language currently exists that providesa superior benefit specifically with regard to protected complement FTE number, that languagewill prevail.

7. This Letter of Understanding expires on August 30, 2019.

suBlEa TO ERRORS AND OMISSIONS December 20, 2016 22h00

on full provincial

LJ3

Page 9 of 14


B ETW EE N

The Council of Trustees’ Associations!

Le Conseil d’associations d’employeurs


AND


(hereinafter called ‘CURE’)

RE: Scheduled Unpaid Leave Plan

The following Scheduled Unpaid Leave Plan (SULP) replaces the current Voluntary Leave of Absenceprogram (VLAP) and is available to all permanent employees for the 2015-2016, 2016-2017, 2017-2018and 2018-2019 school years. Employees approved for SULP days shall not be replaced.

For employees who work a 10-month year a school board will identify:1) up to two (2) Professional Activity days in the 2015-2016 school year;2) two (2) Professional Activity days in the 2016-2017, 2017-2018 and 2018-2019 school

years;that will be made available forthe purpose of the SULP.

For employees whose work year is greater than ten (10) months, a school board will designate days,subject to system and operational requirements, which will be available for the purpose of the SULP ineach of the 2015-2016, 2016-2017, 2017-2018 and 2018-2019 school years. These employees will beeligible to apply for up to two (2) days leave in each of these years.

For the 2015-2016 school year, the available day(s) will be designated no later than thirty (30) day5 aftercentral ratification. All interested employees will be required to apply, in writing, for the leave within ten(10) days of local ratification, or within ten (10) days from the date upon which the days are designated,whichever is later. For the 2016-2017, 2017-2018 and 2018-2019 school years, the days will bedesignated byiune 15, of the preceding school year. All interested employees will be required to apply,in writing, for leave for the 2017-2018 and 2018-2019 school year by no later than September 30, of therespective school year. Approval of the SULP is subject to system and operational needs of the boardand school. Approved leave days may not be cancelled or changed by the school board or the employee.Exceptions may be considered with mutual consent. Half day leaves may be approved, subject to thesystem and operational needs of the board and school.

For employees enrolled in the OMERS pension, the employer will deduct the employee and employerortion of pension premiums for the unpaid days and will remit same to OMERS.

Jf\4uBJEcT TO ERRORS AND OMISSIONS December 20, 2016 22h00 Page 10 of 14

The following clausels subject to either Teacher Pension Plan amendment or legislation:

Within the purview of the Teachers’ Pension Act (TPA), the Minister of Education will seek anagreement from the Ontario Teachers’ Federation (OTE) to amend the Ontario Teachers’Pension Plan (OTPP) to allow for adjusting pension contributions to reflect the ScheduledUnpaid Leave Plan (SULP) with the following principles:i) Contributions will be made by the employee/plan member on the unpaid portion of each

unpaid day, unless directed otherwise in writing by the employee/plan member;ii) The government/employer will be obligated to match these contributions;üi) The exact plan amendments required to implement this change will be developed in

collaboration with the OTPP and the co-sponsors of the OTPP (OTF and the Minister ofEducation); and

iv) The plan amendments will respect any legislation that applies to registered pension plans,such as the Pension Benefits Act and Income Tax Act.

This Letter of Understanding expires on August 30, 2019.

SUBJECt TO ERRORS AND OMISSIONS December 20, 2016 22h00 Page 11

i6


BETWEEN


(Hereinafter ‘CUPE’)

AND

The Council of Trustees’ Associations

(Hereinafter the ‘CTA/CAE’)

AND

The Crown

Re: Additional Professional Activity (PA) Day

The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excludingcasual employees) as a result of the implementation of these additional PA days. For further clarity, theadditional PA day will be deemed a normal work day. CUPE members will be required to attend andperform duties as assigned. Notwithstanding these days may be designated as SULP days.

4SUBJECrTO ERRORS AND OMISSIONS December 20, 2016 22h00 Page 12 of 14

APPENDIX 2

CONFIDENTIAL to LABOUR RELATIONS

2017-18 - Investments in System Priorities* -

CUP EOMATED SHARE OFJNV8STMENTS

1 1 058 Ontario North Esit 5 - S - 179.0332 2 Alema 036 5 5 167.0553 3 Rainbow 050 S . 5 210.0304 4 Near North 050 S

- S 278.1525 5.1 Keewatin-PatrIcia 058 5 - $ 138.6276 5.2 RaIny River 058 £ . $ 30.3477 6.1 Lakehead 050 5 877 5 134.4632 6.2 suporior-Greenstono 858 5 - S -

9 7 Bluewatcr 050 S 2.170 $ 223A1210 6 Avon Maltbnd 058 S . 5 -11 9 Greater Essex County 050 S 11,949 5 302S3012 10 tamblon Kent 056 $ 634.457 5 474.03113 11 Thames vaUcy 050 5 1.708,673 5 i,’91.2216 12 Toronto 058 5 .C31,173 5 3,322.50415 13 Durham 050 5 1.631.000 5 1.323.28816 14 Kawartha Pine RIdc 050 S 886.013 5 679.05117 15 Trillium Lakeiands 050 5 490,300 S 422,63418 16 York Rep,ion 058 S 2.532.058 S 2.258.31119 17 Simcoe County 050 S 2.054 5 550.7920 18 upper Grand 056 S - 5 323.66421 10 Peel 058 5 1.016 5 2,001,78022 20 HalLan 056 $ - 5 508.92823 21 HamiltOn-Wentwoflh 058 S 7.931 5 533.39124 22 DSOoFNIagara S 005.313 S 722.81525 23 Grand Erie 058 S 870.656 5 569.34226 24 Waterloo Region 055 S . $ -2? 25 ottavn-Cazielon 055 $ - 526 26 upper Canada 058 5 761.500 S 661.17220 27 LImestone 058 $ 498.415 5 415.68830 28 Ronfrew County 058 5 2.750 5 231.54031 29 Hastinea and PrInce Edward 058 $ 439,701 $ 325,78432 30,1 Nonhe23tcrn CatholIc 050 S 110.616 S 70,45833 30.2 Nipissiflit’Pan-y Sound Catholic 058 5 - 5 3148734 31 Huron-Superior Catholic 050 S 212.490 5 150.32535 32 Sudbuiy Catholic 058 S - $ 77.01336 332 NorthWest Catholic 058 S 94.305 S 44.21137 332 Kenata Catholic 058 5 . 5 -

38 34.1 Thunder Cay Catholic 050 S - 539 352 Superior North Catholic 058 5 - 540 35 Bruce-Grey CathoUc 058 S 156282 S 02.97541 36 Huron-Perth, CaLholit 058 5 263,128 5 51.70732 37 Windsor-Essex Catholic 050 $ 518.633 5 -43 38 London Oistrlct Catholic School Board S 491.287 5 351.50544 39 Sc. Cloir Catholic 058 5 262.591 5 153,60445 40 Toronto Catholic 056 $ 1.631,560 S 1.023.36544 61 Petcrborough V NC Catholic 058 S 427,980 $ 348.80247 42 york Catholic 056 S 1.110.071 5 953,05543 43 oufferln-Peel Cathol,c 058 S - S 1.616.07449 44 Simcoe Mtnkoka Catholic 058 5 - 5 263.81550 35 Durham Catholic 058 S 411.116 S 39.04651 44 Halton Catholic 058 $ 665,366 $ 601.28652 47 Homllton-Wentwonh CatholIc 058 5 767344 5 225.87353 48 Wctlinnton CatholIc 058 $ - S 78.26254 40 Waterloo CatholIc 058 $ 406305 5 18&29255 50 Niacara Catholic 058 S 535.724 5 465.648SB 51 Brant Haldlmand Norfolk CatholIc 056 5 - S -57 52 CatholIc 050 oF Eastern Ontario S 330,773 5 328.35158 53 Ottawa Catholic 050 5 943,985 370,95459 54 Rcnf.ew County Catholic 058 5 - S 53.12060 55 AlgonquIn and Lakathore Catholic 058 $ 367.903 5 209,21161 56 C30 do Nord-Elt do (Ontario 5 118,272 5 90,42762 57 CSOduGnndNorddel’Ontarlo $ - $ 59.93263 58 csvlamondc S - 5 157,66081 59 CP do lEst do l’Oncarto S 13.672 $ - 352,60465 00.1 C50 othollquc des Crandes Riwlëres S - $ 07.35046 60.2 CSO catholique Franco-Nord S - S 4030167 61 CSO cathollque du Nouval-Ontar,o S - $ 123,46168 62 C50 cotholiquo des Smote, bortotes S - S -

69 63 CS calhollque Provldonco 5 3 10.074 5 278.70370 64 C50 cathollque Centre-Sud S - S 197.35671 65 C50 catholiquc de lEst ontarien S 902 S 23040472 66 CSO catholioue du Centre-En do OntarIo S . $ 174.014

Estimated Totals $ 26,078,257 $ 31,360,432subject to ratIficatIon by all panIcs and subject to approval by the Ueutenant Governor In CouncIl,

- Flguros shown roflect best estlmatos avaIlable at this time.- Special EducatIon StaffAmount is based on the share of the boards total educatIon assistants, child and youth tvorkers andprofessional student serviCes personnel FTC represented by CUPE.-Other Staffing Amount Is based on the share oF the board’s total office, clerical and technical, and custodIal & melntenanceeducation workers staftpTe represented by CUPE.- Investments Insystem Priorities is time-limited and will only be provided For the term of the extension (2017.18 and 2018.19).-The number of FTC will vary by board based on actual costs InclodInc but not limited to salary, beneFits, vacatIon and allowances.

SUBJECT 10 ERRORS AND OMISSIONS December 20, 2016 221-iOU Page 13 of 14

16,

APPENDIX 3

CONFIDENTIAL TO LASOUR RElATIONS

2017-18 — Community Use of Schools Investment - CUPEColumn U t:

iiwntznont In CUSi’Eii

L1 JD5DNO 050 Nan

1 1 056 Ontario North East 5 4.9512 2 Algoma 050 S 4.4173 3 Rainbow 050 5 6.1404 4 Near North 056 $ 4,7105 5.1 toowalin’Patrisia 056 $ 2,8206 5.2 Rainy River 050 $ -

7 6.1 tatchead 056 S 3,7926 6.2 Supcrlor-Grconslono 050 S -

7 Oluowater 058 5 7.11310 3 Avon Maltiand 058 S -

11 0 GeoatcrtssesCcuntyos0 5 21111 10 tambton Kent 050 S 9.69313 11 Than,ctVaicy 058 5 29.00214 12 Toronto 058 S 85,95315 13 Durham 058 $ 25.22216 14 Kawanha Pine Ridge 050 S ia,sao17 15 Triltum Lakolandi 036 5 6.96118 16 York Region 052 S 45.43519 17 Simcoc County 056 5 17,47120 18 Upper Grand 058 $ 11.02921 10 Peel 050 S 55,58122 20 HIlton 056 $ 23.47723 21 HamilconWcntwofth 058 $ 17,62624 22 058 0r NiocarI 5 14.46025 23 Grand Erie 050 5 10.71026 14 Waterloo Region D58 S27 25 Ottawa-Carleton 058 528 26 Upper Canada 050 $ 12,20520 27 UmcstDnt’ 050 5 0,41630 28 Renlrow CounW 050 S 4.76331 20 Haitinci and Prince Edward 050 5 6.00232 30.1 Nonhcattcm Catholic 050 S 1.14133 30.2 Nipis,lnc.Parry Sound Catholic 056 $ 1.29133 31 Huron.SupUvior Catholic D58 $ 2,06435 32 Sudhury Catholic 058 $ 2.38436 33.1 Northwest Catholic 058 5 51837 33.2 Kenort, Catholic 058 516 34.1 Thunder Say Calhollc 05030 34.2 Superior North Cothote 036 S40 35 Onice-Grer Catholic 050 S 1.60831 36 Huron-Perth Catholic 050 5 3742 37 Vmdaor•tsttr Catholic 056 543 38 London District Catholic School Board S 7.16540 39 Si. O,lr Catholic 056 $ 3,21145 40 Toronto Catholic 050 5 34.19646 1 Poterborough V N C Calholic 058 5 5,03047 42 York Cail.or,c 056 $ 20,35148 43 DufIcrin-Prel Catholic 050 5 31.20949 54 Slmcoc Mutton Catholic 056 5 7.46650 55 Durham Catholic 050 5 8.16351 45 Hoiton Catholic 058 5 11.63352 47 Hamilton’Vcntwoflh Catholic 056 5 16553 46 WclIincton Catholic 056 S 2,95054 40 Waterloo catholic 050 S 8755 50 Niagora Catholic 058 5 8,23256 51 Onint )4aidimand Norfolk Catholic 058 S57 52 Catholic 058 ot Eastern Ontario 5 4,81358 53 Ottawa Catholic 056 $ 23159 54 nentrowCountyCathollcoso 5 1.81660 55 Algonquin and Lakeshore Catl,olic 050 $ 4.55861 55 00 du Nord-Est dc ‘Ontario 5 1,11062 57 00 du Grand Nerd do l’Onrario 5 1.07763 56 Cl Viamondo 5 474764 59 cEr do ‘Eat do i’Ontario S 6.14465 60.1 C30 catholiquc des Grandea Rivierca 5 3,61366 60.2 00 cathoiiquc Franca-Nerd 5 1.16067 61 00 cathoilquc dii Notn’ct-Ontodo $ 3.57468 62 00 cathoiique dot Aurorel boiê&cs S69 63 a otholiouc Preyldenco S 4.22670 64 00 cathollque Centse-Sud 5 6.41571 65 C50 catheilque do rEst ontarlen 5 5,10172 66 00 caihollque du Centro’Est do rOnrario 5 7.802

Total S 638,320Notes:- Provincial System investment of Community Use Or Schools (CUS) based on 2017-18 projected figureawith a 3%lncroasc in the allocation.

- Fleures shown reflect best estimates available at thIs time and are subject to chan6e.• Based on the shsre of the board’s total nE related to School Operation Staff (as reported in 2016.17Estimates AppendIx H) represented by CUPE.

suBJECT To ERRORS AND OMISSIONS December 20, 2016 22h00 Pagel4ofl4

LETrER OF AGREEMENT

BEFW LEN

The Council of Trustees’ Associations!Le Conseil d’associations d’employeurs


AND

The Canadian Union of Public Employees(hereinafter called ‘CUPE’)

The parties agree that the Letter of Agreement herein replaces the Letter of Understanding #9 re:Benefits, of the 2014-2017 agreement on central terms signed on November 2, 2015, and is effectiveupon execution.

Signed at Toronto, this 20th day of December, 2016.

‘7

SUBJECT TO ERRORS AND OMISSIONS December 20, 2016 22h00

LETrER OF UNDERSTANDING #9B ETW E EN

THE ONTARIO PUBLIC SCHOOL BOARDS’ ASSOCIATION(HEREINAFTER CAUED ‘OPSBA’)

ANDTHE ONTARIO CATHOLIC SCHOOL TRUSTEES’ ASSOCIATION

(HEREINAFTER CALLED ‘OCSTA’)AND

L’ASSOCIATION DES CONSEILS SCOLAIRES DES ECOLES PUBLIQUES DE L’ONTARIO(HEREINAFTER CALLED ‘ACEPO’)

ANDL’ASSOCIATION FRANCO-ONTARIENNE DES CONSEILS SCOLAIRES CATHOLIQUES

(HEREINAFTER CALLED ‘AFOCSC’)AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES / SYNDICAT CANADIEN DE LA FONCFIONPUB LI QU E

(HEREINAFTER CALLED ‘CUPE’)AND

THE CROWN

RE: BENEFITS

The parties agree that, once all employees to whom this memorandum of settlement of the centralterms applies become covered by the Employee Life and Health Trust (ELHT) contemplated by thisLetter of Understanding, all references to life, health and dental benefits in the applicable localcollective agreement shall be removed from that local agreement.

The employee representatives, the employer representatives, and the Crown, intend to establish anEducation Sector ELHT, (hereinafter, the “Trust”), to provide benefits to education workers in theProvince of Ontario employed by District School Boards, District School Area Boards and Public SchoolAuthorities (hereinafter, the “Boards”) in accordance with section 144.1 of the Income ThxAct (Canada)(“ITA”). Boards’ benefit plans can only be moved into the Trust such that the Trust will be incompliance with the ITA and Canada Revenue Agency administrative requirements for an ELHT (the“ELHT Requirements”). It is intended that the Trust be effective no later than May 1, 2017 and thatBoards will participate in this Trust on a common date no later than February 1, 2018. The date on whichthe Boards commence participation in the Trust shall be referred to herein as the “Participation Date”.

The parties acknowledge that the establishment of the Trust represents a substantial commitment bothwithin and beyond the term of the current collective agreement. This letter of understanding isconditional upon its terms continuing in full force and effect beyond the termination date of thecollective agreement, and is made in detrimental reliance upon such continuation. The terms of thisletter of understanding will form the basis for a trust agreement setting out the terms of the ELHT to beapproved by the parties.

P4SUBJECT TO ERRORS AND OMISSIONS December 20, 2016 22h00

1.0.0 PRINCIPLES1.1.0 The Trust will be governed by the employee representatives and the employer

representatives, together with the Crown;12.0 The Trust will be responsible for the delivery of benefits on a sustainable, efficient and

cost effective basis;1.3.0 Services provided by the Trust to be available in both official languages, English and

French; and1,4.0 Other employee groups in the education sector may join the Trust. The Trust will

develop an affordable benefits plan that is based on the funding available to theemployee groups.

2.0.0 GOVERNANCE2.1.0 Board of Trustees2.1.1 The Board of Trustees will be comprised of 9 voting members that includes CUPE

employee representatives and 4 employer representatives, including the Crown. TheBoard of Trustees will include among its members 2 independent experts, 1 appointedby the employer representatives and 1 appointed by the employee representatives.CUPE will be responsible for the appointment and termination of the employeeTrustees, and the employer representatives will be responsible for the appointment andtermination of the employer Trustees.

2.1.2 The appointed independent experts will:a. Be retained from outside of the following organizations: the Trust, the shared

services office supporting the Trusts, the union, the Boards, the GA and the Crown;b. Have no conflict of interest in their role as trustee on the Benefit Plan Trust; andc. Be accredited from one of the following fields: actuarial science, law or accounting;

or in lieu of such affiliation hold the Certified Employee Benefit Specialist (CEBS)designation; and have demonstrated experience with employee benefit plans.

2.1.3 Other experts may be invited to the Trust in an advisory capacity and will not maintainany voting rights.

2.1.4 All voting requires a simple majority to carry.2.1.5 CUPE shall determine the initial term and subsequent succession plan for their Trustees.

The GA and the Crown acting together, shall determine the initial term and subsequentsuccession iiIan for their Trustees. A succession plan will be designed for the Trustees sothat the terms of no more than three Trustees expire in any twelve month period. Theterm of a Trustee shall be limited to a maximum of 9 years.

3.0.0 ELIGIBILITY and COVERAGE3.1.0 The following employees represented by CUPE are eligible to receive benefits through

this Trust:3.1.1 The Trust will maintain eligibility for CUPE represented employees in

accordance with the Local Collective Agreement (“CUPE representedemployees”) as of August 31, 2014. The Trust will also be permitted to providecoverage to other employee groups in the education sector with the consentof their bargaining agents and employer or, for non-union groups, inaccordance with an agreement between the Trustees and the applicableBoard. These groups must request inclusion in the Trust, and must agree tocomply with the Trust’s financial, data and administrative requirements.

SUBJECT TO ERRORS AND OMISSIONS December 20,2016 22h00

3.1.2 Retirees who were, and still are, members of a Board benefit plan at August31, 2013 based on the prior arrangements with the Board.

3.1.3 Retirees who became members of a Board benefit plan after August 31, 2013and before the Board participation date are segregated in their ownexperience pooi, and the premiums are fully paid by the retirees.

3.1.4 No individuals who retire after the Board participation date are eligible.3.1.5 Retirees that join are subject to the provisions in 3.1.2 through 3.1.4.

3.2.0 The benefit plan may provide coverage for health (including but not limited to visionand travel), life and dental benefits including accidental death and dismemberment(AD&D), medical second opinion, and navigational support, subject to compliance withsection 144.1 of the TA. After the initial establishment of the Trust, other employeebenefit programs may be considered for inclusion, only if negotiated in future centralcollective agreements.

3.3.0 Each Board shall provide to the Trustees of the Education Sector ELI-IT directly, orthrough its Insurance Carrier of Record, Human Resource Information System CHRIS)information noted in Appendix A (which follows) within one (1) month of notificationfrom the Trustees, in the format specified by the Trustees.

4.0.0 FUNDING4.1.04.1.1

Start-Up CostsThe Government of Ontario will provide:

a. A one-time contribution to the Trust equal to 15% of annual benefit costs toestablish a Claims Fluctuation Reserve (“CFR”). The amount shall be paid to theTrust on the Participation Date.

b. A one-time contribution of a half month’s premium cost (4.15% of annual benefitcosts) to the Trust, to cover start-up costs and/or reserves.

4.1.2 The one-time contributions in 4.1.1 (a) and (b) will be based on the actual cost per yearfor benefits (i.e. claims, premiums, administration, tax, risk or profit charges, poolcharges, etc.) as reported on the insurance carrier’s most recent yearly statement forthe year ending no later than August 31, 2015.

4.1.3 The Crown has provided to CUPE $3.5 million of the $7.0 million startup costs referredto in s.4.1.1 (b) in October 2016. The balance of the $7.0 million payment shall be paidby the Crown to CUPE upon signing of this LOU. The balance of any other payments, ifrequired under s. 4.1.1 (b), shall be paid by the Crown to CUPE on the day the Trustbecomes effective.

4.1.4 On the day the Board commences participation in the Trust, or as soon as reasonablyand feasibly possible thereafter, all eligible and available surpluses in board-owneddefined benefit plans will be transferred to the Trust in an amount equal to eachemployee’s pro rata share based on the amount of the employee’s co-share payment ofeach benefit. The remaining portion of the Board’s surplus will be retained by theBoards.

4.1.5 Where there are active grievances related to surpluses, deposits and/or reserves, theamount in dispute shall be internally restricted by the Board until the grievance issettled.

4.1.6 All Board reserves for Incurred But Not Reported (“IBNR”) claims and CFR, will remainwith the existing carriers until those reserves are released by the carriers based on theterms of existing contracts.

4SUBJECT TO ERRORS AND OMISSIONS December 20, 2016 22h00

4.1.7 Upon release of each Board’s IBNR and CFR by the carriers, the reserves will be retainedby the applicable Board. For the Administrative Services Only plans (ASO), a surplus(including any deposits on hand) that is equal to or less than 15% of the Board’s annualbenefit cost will be deemed to be a CFR and IBNR and will be retained by the applicableBoard upon its release by the carriers. Where a surplus (including deposits on hand)exceeds 15% of the annual benefit cast, the remaining amount will be apportioned tothe Board and the Trust based on the employers’ and employees’ premium share.

4.1.8 For policies where the experience of multiple groups has been combined, the existingsurplus/deficit will be allocated to each group based on the following:

a. If available, the paid premiums or contributions or claims costs of each group; orb. Failing the availability of the aforementioned financial information by each

group, then the ratio using the number of Full Time Equivalent positions (FTE)covered by each group in the most recent policy year will be used.

The methodology listed above will be applicable for each group leaving an existingpolicy where the experience of mare than one group has been aggregated. Policieswhere the existing surplus/deficit has been tracked independently for each group arenot subject to this provision.

4.1.9 Boards with deficits will recover the amount from their CFR and IBNR. Any portion ofthe deficit remaining in excess of the CFR and IBNR will be the responsibility of theboard.

4.1.10 In order to ensure the fiscal sustainability of said benefit plans, the Boards will not makeany withdrawal, of any monies, from any health care benefit plan reserves, surplusesand/or deposits nor decrease in benefit plan funding unless in accordance with B-Memo804:2015. It is the parties understanding that the Ministry at Education Memo804:2015 applies and will remain in effect until Board plans become part of the Trust.

4.1.11 The Trust shall retain rights to the data and the copy of the software systems.

4.2.0 On-Going Funding4.2.1 For the current term, the Boards agree to continue to provide benefits in accordance

with the existing benefit plans and co-pay arrangements until the Employees’Participation Date in the Trust.

4.2.2 In orderthat each party be satisfied that the terms of this LOU provide a satisfactorybasis to deliver benefits in the future, each party reserves the right to conduct athorough due diligence with respect to existing benefit arrangements (including benefitterms, eligibility terms, Fm positions in the bargaining unit, historic costs and trends).

4.2.3 As of the day that a Board commences participation in the Trust, the Board will remit anamount equal to 1/12th of $5,075 per rYE to the Plan’s Administrator and on the firstday of each month thereafter.

4.2.4 In addition to the contributions provided by the Boards noted in 4.2.3 above, the Boardswill also remit the employees’ share of the benefit cost, if any, as deducted from theemployees’ pay and as specified by the Trust.

4.2.5 The terms and conditions of any existing Employee Assistance Program/EmployeeFamily Assistance Program shall remain the responsibility of the respective Board andnot the Trust maintaining current employer and employee co-share where they exist.The Board shall maintain its contribution to all statutory benefits as required bylegislation (including but not limited to Canada Pension Plan, Employment Insurance,Employer Health Tax, etc.).


4.2.6 The FTE used to determine the Board’s benefits contributions will be based on theaverage of the Board’s FTE as of October 31st and March 31’ of each year.

42.7 For purposes of 4.2.6 above, the FIE positions will be those consistent with Appendix Hof the Education Finance Information System (EFIS) for job classifications that areeligible for benefits.

4.2.8 Amounts previously paid under 4.2.3 and 4.2.4 above will be reconciled to the agreedOctober 31st and March 31 RE and any identified difference will be remitted to theTrust in a lump sum on or before the last day of the month following reconciliation.

4.2.9 in the case of a dispute regarding the FTE number of members for whom the provincialbenefits package is being provided, the dispute will be resolved between the Board andCUPE. If no resolution to the issue can be achieved it shall be subject to the CentralDispute Resolution Process.

4.2.10 The Trust will provide the necessary information needed by Boards to perform theiradministrative duties required to support the Trust in a timely and successful manner.

4.2.11 Funding for retirees shall be provided based on the costs or premiums in 2014-15associated with those retirees described in 3.1.2 plus 4% in 2015-16 and 4% in 2016-17.Employer and employee co-shares will remain status quo per local collectiveagreements in place as of August 31, 2014 or per existing benefit plan provisions.

5.0.0 SHARED SERVICES5.1.0 CUPE agrees to adopt a shared services model that will allow other Trusts to join the

shared services model. The shared services office of the Trust is responsible for theservices to support the administration of benefits for the members, and to assist in thedelivery of benefits on a sustainable, efficient and cost effective basis recognizing thevalue of benefits to the members.

5.1.1 Administrative services and Insurance provider(s) services will be competitivelyprocured as soon as administratively feasible.

5.1.2 Any procurement of services to support the admini5tration of benefits conducted by theshared services office may include the procurement of these services for other Trusts toensure the most efficient and cost effective service.

6.0.0 BOARD OF TRUSTEES’ RESPONSIBIUTIES6.1.0 The Board of Trustees will be responsible forthe operational and financial sustainability

of the Trust, including, but not limited to:a. The trustees’ selection of the Trust auditors and the Trust actuaries;b. The annual reports of the Auditors and actuaries;c. The actuarial report, including any report obtained under Section 7.0.0

regarding recommendations on sustainability of the initial plan design. The firstactuarial report shall be received no soonerthan six months and no later thantwelve months following the implementation of the initial plan;

d. The actuarial report, including any report obtained under Section 7.0.0regarding recommendations on sustainability, of any subsequent changes to theplan design;

e. The design and adoption of the initial Benefit Plan and any amendments to theBenefit Plan;

f. Validation of the sustainability of the respective Plan Design;g. Establishing member contribution or premium requirements, and member

deductibles if any; /

\L)SUBJECT TO ERRORS AND OMISSIONS December 20, 2016 22h00 /‘ c—Pt? c3is._ i9..

I

h. Identifying efficiencies that can be achieved;The design and amendment of the Funding policy;

j. The investment Policy and changes to the Investment Policy; andk. Procurement of adjudicative, administrative, insurance, consultative and

investment services.6.2.0 Under the Funding Policy, Trust surpluses may not be refunded or distributed in cash,

but may be used, as determined by the Trust to:a. Fund future claims in conjunction with the fixed funding and term contained in the

collective bargaining agreement;b. Fund claims stabilization or other reserves;c. Improve plan design;d. Expand eligibility (subject to Section 3.1.2 through to 3.1.4); ande. Reduce member premium share if any.

6.3.0 Under the Funding Policy, actual and projected funding deficiencies of the Trust will beaddressed no later than the next regular plan renewal (as of September 1st) using oneor more of the following methods, as determined by the Trust:

a. Use of existing claims stabilization funds;b. Increased member share premium;c. Change plan design;d. Cost containment tools;e. Reduced plan eligibility;f. Cessation of benefits, other than life in5urance benefits; andg. Identify other sources of revenue.

6.4.0 The Trustees shall adopt pohcies for the appointment review, evaluation and, ifnecessary, termination, of their service providers.

6.5.0 The Trust shall provide “trustee liability insurance” for all Trustees.

7.0.0 ACCOUNTABILITY7.1.0 Actuaries and external auditors will be appointed by the Trust. Audited financial

statements and an actuarial evaluation report will be obtained for the Trust on anannual basis. The actuarial report will include projections for the Trust for a period ofnot less than 3 years into the future.

7.2.0 The Funding Policy shall require the Trustees to take necessary actions or decisions duringa period in which the CFR is less than 8.3% of annual expenses over a projected threeyear period.If the motion to adjust the plan design does not pass, the Trust will increase membershare premiums to restore the balance to at least 8.3% of total annual expenses.

7.3.0 Copies of the audited financial statements and the actuarial evaluation report requestedin section 7.1.0 will be shared with CUPE, OPSBA, OCSTA, ACEPO, AFOCSC and theMinistry of Education.

8.0.0 TRANSITION COMMIHEE8.1.0 A transition committee comprised of the employee representatives and the employer

representatives, including the Crown, will be established by January 31, 2016 to addressall matters that may arise in the creation of the Trust.

SUBJECTTO ERRORS AND OMISSIONS December 20, 2016 22h00

9.0.0 PAYMENTS9.1.0 The Crown will make a recommendation to the Lieutenant Governor in Council to

amend the Grants for Student Needs funding regulation indicating that the fundingamount provided for benefit of the Trust must be provided to the Trust in accordancewith the Letter of Understanding.

10.0.0 ENROLMENT

10.1.0 For new hires, each Board shall distribute benefit communication material as providedby the Union to all new members within 15 to 30 days from their acceptance ofemployment.

10.2.0 For existing members, the Board shall provide the Human Re5ource Information System(HRIS) file with all employment information to the Trustees as outlined in Appendix A(which follows).

10.3.0 Where an HRIS file cannot be provided, the Board shall provide the requiredemployment and member information to the Trust Plan Administrator in advance of themember commencing active employment or within the first 30 days of the employmentdate. The Board shall enter any subsequent demographic or employment changes asspecified by the Trust Plan Administrator within one week of the change occurring.

10.4.0 The benefit administration for all leaves, including Long-Term Disability whereapplicable, will be the responsibility of the Trust Plan Administrator. During such leaves,the Board shall continue to provide HRIS information and updates as defined above.

10.5.0 Each Board shall provide updated work status in the HRIS file a minimum of 2 weeks inadvance of the leave or within the first 15 days following the start of the absence.

11.0.0 ERRORS AND OMISSIONS RELATED To DATA11.1.0 Board errors and retroactive adjustments shall be the responsibility of the Board.11.2.0 If an error is identified by a Board, notification must be made to the Trust Plan

Administrator within seven (7) days of identification of the error.11.3.0 Upon request by the Trust Plan Administrator, a Board shall provide all employment and

member related information necessary to administer the provincial benefit plan(s). Suchrequests shall not be made more frequently than twice In any 12 month period.

11.4.0 Within thirty (30) days following a request by the Trustees, a Board shall permit achartered professional accountant acting on the Trustees’ behalf to carry out aninspection, audit or examination of the books of account, documents, payrolls, records,and other materials relating directly to its participation in this Trust.

12.0.0 CLAIMS SUPPORT12.1.0 The Board shall complete and submit the Trust Plan Administrator’s Waiver of Life

Insurance Premium Plan Administrator Statement to the Trust Plan Administrator for lifewaiver claims when the Trust Plan Administrator does not administer and adjudicate theLTD benefits.

12.2.0 Each Board shall maintain existing beneficiary declarations. When required, the Boardshall provide the most recent beneficiary declaration on file to the Trust PlanAdministrator. Any changes subsequent to the participation date shall be theresponsibility of the Trust.

SUBJECTTO ERRORS AND OMISSIONS December 20, 2016 22h00

13.0.0 PRIVACY

13.1.0 In accordance with applicable privacy legislation, the Trust Plan Administrator shall limitthe collection, use and disclosure of personal information to information that is necessary forthe purpose of providing benefits administration services. The Trust Plan Administrator’s policyshall be based on the Personal Information Protection and Electronic Documents Act (PIPEDA).

SUBJECT TO ERRORS AND OMISSIONS December 20, 2016 22h00 AN

APPENDIX A - HRIS FILE

Each Board may choose to provide to the Trustees of the Education Sector ELHT directly, or provideauthorization through its Insurance Carrier of Record to gather, the following information within one (1)month of notification from the Trustees. The following information shall be provided in the formatsagreed to by the Trustees of the Education Sector ELHT and the employer representatives:

a. complete and accurate enrolment files for all members, member spouses and eligibledependents, including:

i. names;ii. benefit classes;

iii. plan or billing division;iv. location;v. identifier;

vi. date of hire;vii. date of birth;

viii. gender;ix. default coverage (single/couple/family).

b. estimated return to work dates;

c. benefit claims history as required by the Trustees;

d. list of approved pre-authorizations and pre-determinations;

e. list of approved claim exceptions;

f. list of large amount claims based on the information requirements of the Trustees;

g. list of all individuals currently covered for life benefits under the waiver premium provision; and

h. member life benefit coverage information.


Extension Agreement Grids 2017 -2019


EFFECTIVE SEPTEMBER 1, 2017Band Position After After After AfterStart Prob 1 Year 2 Years 3 Years






7 HR Clerk --

LRC TechnicianSEA ClerkTransportation Clerk 20.50 21.39 22.26





Note: ARTICLE 15.04 RESPONSIBILITY PAY: $3.10 per hour effective September 1, 2017



EFFECTIVE SEPTEMBER 1, 2018Band Position After After After After

Start Prob 1 Year 2 Years 3 Years1 N/A 19.59 20.47 21.362 N/A 19.79 20.65 21.553 Accounting Clerk — Receivable


4 Accounting Clerk — PayableAETC Assistant SecretaryDispatcherElementary Assistant SecretaryLibrary ClerkResource Centre Clerk/HR Support 2018 21.03 21.93

5 F-Learning SecretaryFacility Use CoordinatorLRC SecretaryReceptionist— Corporate Office 20.35 21.21 22.11





10 Computer TechnicianF-Learning Support TechnicianHelp DeskOutdoor Education TechnicianPayroll Officer ISecondary Head Secretary 22.94 24.13 25.30 26.51


Note: ARTICLE 15.04 RESPONSIBILITY PAY: $3.13 per hour effective September 1, 2018



EFFECTIVE FEBRUARY 1, 2019Band Position After After After AfterStart Prob 1 Year 2 Years 3 Years




5 E-Leaming SecretaryFacility Use CoordinatorLRC SecretaryReceptionist—Corporate Office 20.55 21.42 22.33







Note: ARTICLE 15.04 RESPONSIBILITY PAY: $3.16 per hour effective February 1, 2019

Extension Agreement Grids 2017 - 2019


EFFECTIVE AUGUST 31, 2019Position After After After After

Band Start Prob 1 Year 2 Years 3 Years1 N/A 19.89 20.77 21.682 N/A 20.09 20.96 21.883 Accounting Clerk — Receivable



5 E-Learning SecretaryFacility Use CoordinatorLRC SecretaryReceptionist — Corporate Office 20.65 21.53 22.44



8 AETC SecretaryElementary SecretaryPlant & Maintenance SecretaryProgram Administrative AssistantSecondary Computer OperatorSenior Transportation ClerkSpecial Education/Program Assistant 21.22 22,15 23.03




Note: ARTICLE 15.04 RESPONSIBILITY PAY: $3.18 per hour effective August 31, 2019