Thursday, June 4, 2015

Gord's Goal

Spring is ushered in by so many vividly familiar sights and sounds that serve to soothe the soul. At my home, the most endearing symbol of Spring occurs when my hero, Gord, arrives at the front door, for his annual visit.

Immediately after answering the knock  I heard my husband say, "Hi! How are you? I believe that you are here to see my wife." Before he was able to finish his statement I had already over run him to see my pleasantly reliable yet humble friend smiling back at me.  This year I instantly noticed that he didn't have to rely on his cane quit as much as he had for his last 2 visits. Which is a marked improvement over the metal, un wheeled walker he had so heavily relied upon during our first encounter.  His slow, and deliberate shuffle, reminiscent of an inch worm, has definitely developed into a discernable walk over the years.  And his speech is much better this year too. When I first met Gord he had great difficulty expressing himself but his apologetic stammer never interfered with his determination to elicit a donation for a cause that he has fought so long and so passionately to support.

Every year, for the last 12 years, Gord, who suffered an Acquired Brain Injury after 2 brain aneurysms, an aortic aneurysm,  as well as undergoing hip and knee replacements, has spent his evenings during the months of April, May and June, methodically walking door to door, patiently acquiring sponsors for his annual 1K "Walk a mile in my shoes" for the Hamilton Brain Injury Association taking place on June 20th this year.

Typically, he saves my home for the end of his fund raising efforts for two reasons: 1. He knows that we need a little more time to catch up and discuss the success of the current campaign 2. He always enthusiastically proclaims just how close he is to  reaching his ever increasing annual fundraising goal knowing that I will keep my pledge, as his last donor, to top up the difference.  This year his goal was to raise $6,000 and he proudly announced that he had  reached it without my input. While we both celebrated his mammoth accomplishment, almost simultaneously he shared the bittersweet news that this year would be his last; he is moving out of  town to be closer to his beloved grandchildren.

For 12 years, rain, snow or shine, despite serious, debilitating physical and verbal barriers,  my hero Gord has selflessly served as an inspiration to me and so many others. His level of commitment, determination and drive is unparalleled. So out of respect for Gord and all that he has done for his community, I would like to honour him by helping him far surpass his already achieved formidable $6000 goal.  Please make a donation at www.hbia.ca, click DONATE (yellow button very bottom of the page) in Gord's name.  If you have any trouble making the donation email info@hbia.ca and let Adria know it's for Gord. #gord'sgoal

Tuesday, May 26, 2015

As promised: OECTA/SA 2014-16 COLLECTIVE AGREEMENT

While you are contemplating your unstable professional and financial future, or even worse, walking the dreaded picket line, as a teacher, in the province of Ontario, consider that your  Secretariat, the people who are supposed to be promoting your best interests and "negotiating" on your behalf, are making $185,000/yr, with a built in raise resulting from an arbitration paid for by us.

Would you like to be compensated for "working" on weekends, $500/yr for glasses or $25,000 for private nurse duty? Then stop teaching and instead start "representing" teachers. No wonder they all clamour to get to "Provincial" aka the Promise land. After reviewing the OECTA/SA 2014-16 Collective Agreement available at the link below, the question is: Whose best interest is OECTA really representing?

https://drive.google.com/file/d/0B-UcsAZLQ3GPYU9nWk1JNUUydG9NT0xnM0Y4SlAtYVpBS3BZ/view


Friday, April 10, 2015

Coming Soon:OECTA-OECTASA CA 2014-16. Take the poll and weigh in on what you think the most recent contract will look like-better, worse, same or being edited as we speak?

Thursday, April 2, 2015

OECTA-OECTASA Collective Agreement 2012-14

COLLECTIVE AGREEMENT Between the ONTARIO ENGLISH CATHOLIC TEACHERS’ ASSOCIATION and the ONTARIO ENGLISH CATHOLIC TEACHERS’ ASSOCIATION SECRETARIAT ASSOCIATION July 1, 2012 to June 30, 2014 Page 2 of 48 Blank Page page 3 of 48 

TABLE OF CONTENTS 

ARTICLE PAGE NO. A1 - PURPOSE 7 A2 – APPLICATION 7 A3 – RECOGNITION 7 A4 – DURATION AND RENEWAL 8 A5 – NEGOTIATION PROCEDURE 9 A6 – GRIEVANCE PROCEDURE 9 A7 – RIGHTS 12 A8 – LEAVES OF ABSENCE 14 A9 – HEALTH BENEFITS 22 A10 – HOLIDAYS 24 A11 – COMPENSATORY TIME 24 A12 - EVALUATION 25 B1 - VACATION 26 B2 – EDUCATION LEAVE 27 B3 – SALARY SCHEDULE 28 B4 – CUMULATIVE SICK LEAVE AND RETIREMENT PLAN 28 B5 - PARKING 33 B6 – JOB POSTINGS 33 B7 – DEPARTMENT HEADS 36 B8 – REDUNDANCY, LAY-OFF AND RECALL 38 age 4 of 48 C1 – APPLICATION 39 C2 – EXPERIENCE ALLOWANCE 39 C3 – VACATION TIME 39 C4 - PENSION 40 C5 – SEVERANCE OR DEATH GRATUITY 42 C6 – SALARY SCHEDULE 42 C7 – PROFESSIONAL DEVELOPMENT 43 C8 – REDUNDANCY 43 C9 – SICK LEAVE 44 C10 – NEW JOB POSTINGS 45 LETTERS OF INTENT 46 LETTERS OF UNDERSTANDING 47

SIGNATURES 48 page 5 of 48 OECTA – OECTASA COLLECTIVE AGREEMENT 

This Memorandum of Agreement is made in duplicate this 6th day of November, 2012. between The Ontario English Catholic Teachers’ Association (hereinafter called “the Association”) of the first part and The OECTASA Secretariat Association (hereinafter called “OECTASA”) of the second part and sets out the terms and conditions of employment and compensation for positions of persons employed by OECTA and who are members of OECTASA. Page 6 of 48 Blank Page age 7 of 48 SECTION A GENERAL Section A shall apply to all members of OECTASA. ARTICLE A1 – PURPOSE A1.01 It is the desire of the parties to set forth in this Agreement the terms and conditions of employment which govern the members of the OECTASA. A1.02 This Agreement supersedes all previous agreements between the Association and the OECTASA. ARTICLE A2 – APPLICATION A2.01 While this Agreement is in effect its terms shall be applicable to all members of the OECTASA. For any individual hired to perform OECTASA work on a seconded basis, other than as a temporary replacement, the terms of the agreement shall apply save and except for the exclusions specifically defined in Article B6.05. A2.02 In the event that the Association appoints additional persons to the OECTASA, such persons shall be employed according to the terms and conditions of this agreement. Membership in OECTASA shall be a condition of employment for all such persons. ARTICLE A3 – RECOGNITION A3.01 The Association recognizes the OECTA Secretariat Association as the only body empowered to represent the members of the OECTASA and to negotiate on their behalf. A3.02 The OECTA Secretariat Association recognizes the Personnel Committee as the only body empowered to negotiate on the Association’s behalf. age 8 of 48 A3.03 (i) The Association agrees to deduct OECTA Secretariat Association dues and to forward the dues to the OECTA Secretariat Association. (ii) The Association agrees to remit to OECTASA a licensing fee of $250 per month of employment for any individual hired to perform OECTASA work on a temporary basis. A3.04 The parties agree to establish and maintain a Workplace Liaison Committee to provide a forum for discussion on matters of mutual interest. (i) The Workplace Liaison Committee shall consist of three (3) members appointed by each party. (ii) The Workplace Liaison Committee shall meet four (4) times between September 1st and June 30th of each year. Additional meetings may be scheduled at the request of either party. ARTICLE A4 – DURATION AND RENEWAL A4.01 (a) This Agreement shall have effect from July 1, 2012 and continue in force until June 30, 2014. (b) Once notice to negotiate revisions to this Agreement has been served by either party, then this Agreement shall continue in effect until such new Agreement has been ratified by both parties. A 4.02 Either party to this Agreement shall give to the other party notice in writing of its desire to negotiate revisions of this Agreement. Such notice shall be given not less than 90 days prior to the date of expiration of this Agreement. The party, having given notice to negotiate revisions, shall present a proposal in writing within 30 days of having provided notice to negotiate. age 9 of 48 ARTICLE A5 – NEGOTIATION PROCEDURE A5.01 Negotiations shall commence between the Association and the OECTASA according to Article A4 stated herein. A5.02 Negotiations shall take place upon the consent of the parties concerned at the OECTA Provincial Office, 65 St. Clair Avenue East, Suite 400, Toronto, Ontario. A5.03 It is the intent of both parties that, when possible, dates and times set for negotiation sessions shall be within the regular weekly business hours of the OECTA Provincial Office. A5.04 The parties shall establish ground rules for negotiations at their initial meeting. A5.05 Notwithstanding A5.01, A5.02, and A5.03 above, the Association or the OECTASA at the request of the other party shall agree to negotiate to effect change or changes in this Agreement at any time. ARTICLE A6 – GRIEVANCE PROCEDURE A6.01 It is the mutual desire of the OECTASA and the Association that all complaints and grievances shall be adjusted as quickly as possible. A6.02 OECTASA Grievance An OECTASA grievance under this agreement shall be defined as any difference or dispute between the Association and OECTASA or any OECTASA member which relates to the interpretation, application or administration of this agreement. It is understood that OECTASA holds the carriage rights over all grievances. A6.03 The following procedure shall be followed in processing grievances: Step I (a) The OECTASA member shall submit a statement of the grievance, in writing, within thirty-five (35) working age 10 of 48 days of knowledge of the alleged violation and the redress sought to the President of the Association, hereinafter referred to as the President. (b) The President shall arrange a meeting with OECTASA within five (5) working days of receipt of the statement of grievance and shall give a decision in writing to OECTASA within five (5) working days after the meeting. (c) The President and OECTASA may each bring another person to the meeting. (d) If the grievance is not resolved under STEP I, OECTASA may, within five (5) working days of receipt of the decision by the President, appeal to the Provincial Executive. Step II (a) OECTASA shall submit a statement of the grievance, in writing, and the re-dress sought to the Provincial Executive. (b) The Provincial Executive shall arrange to meet with OECTASA at its next meeting. It shall give its decision in writing to OECTASA within five (5) working days after the meeting. (c) OECTASA may bring another person to the meeting with the Provincial Executive. (d) If the decision from the Provincial Executive is not satisfactory to OECTASA, OECTASA shall advise the President within twenty-one (21) working days, of its decision to move to STEP III. Failure to advise the President within twenty-one (21) working days shall constitute an abandonment of the grievance and the decision of the Provincial Executive shall be binding upon the OECTASA. The notice to move to Step III shall include OECTASA’s request for an arbitration panel or single arbitrator. age 11 of 48 Step III (a) The Board of Arbitration shall be composed of one member nominated by the Provincial Executive and one member nominated by OECTASA and a Chairperson chosen by the two Nominees. (b) Within fifteen (15) working days of the request for an Arbitration Board, OECTASA and the Provincial Executive shall notify the other of its appointee. (c) Within fifteen (15) working days of their appointment, the nominees shall, in the event that they have failed to agree upon a Chairperson, request the Ontario Labour Relations Board to appoint a Chairperson. (d) The decision of the Arbitration Board or a majority thereof shall be binding to both parties. (e) The Arbitration Board shall meet within thirty (30) calendar days to consider the grievance. (f) Each party shall pay the cost of its own appointee to the arbitration board and the parties shall share equally the costs of the chairperson. (g) The parties may, by written mutual agreement, appoint a single arbitrator chosen jointly to deal with any arbitration matter in lieu of a Board of Arbitration as outlined in STEP III (a) to (f). (h) Where a single arbitrator has been elected, as per STEP III (g), the appointment of a single arbitrator shall take place within fifteen (15) working days. A6.04 Article 48(16) of the Labour Relations Act shall have no application to this Collective Agreement. A6.05 Policy Grievance The OECTASA and the Association shall have the right to file a grievance based on a dispute arising out of the application, administration, interpretation, or alleged violation of this collective agreement. age 12 of 48 A6.06 Timelines of the grievance procedure may be extended by mutual written agreement between the parties. A6.07 Upon mutual written agreement of the parties, a grievance may be referred to an alternate dispute resolution (ADR) mechanism as agreed to by the parties. Should the parties not reach agreement on an ADR process within fifteen (15) working days, or should the matter not be resolved through the ADR process, the grievance shall be resumed at the step at which the grievance was referred to ADR. ARTICLE A7 – RIGHTS A7.01 (a) No OECTASA member shall be dismissed, disciplined or demoted other than for just and sufficient cause. (b) Either party arranging a meeting shall advise the other party of the purpose and agenda of the meeting prior to the meeting. Each party may have representatives in attendance at the meeting. A7.02 The employer shall have the right to conduct the business of the Association in accordance with the terms of this Agreement as well as statutes and regulations. A7.03 There shall be no strike or lockout, as defined in the Ontario Labour Relations Act, during the term of this Agreement. A7.04 (a) No disciplinary action shall be taken against an OECTASA member without first advising the OECTASA member in writing, stating the reasons for considering such action prior to any action being taken. (b) Failure to comply with the requirements of clause (a) above shall render the disciplinary action null and void. A7.05 The Association recognizes its commitment and obligation to ensure that all OECTASA members, in accordance with the Ontario Human Rights Code, work in an environment based upon mutual respect and co-operation among individuals and age 13 of 48 free from harassment. The Association’s Harassment policies are appended. A7.06 (a) The Association shall make deductions from an OECTASA member’s salary as are requested by the member and approved by the General Secretary. (b) The OECTASA members shall be reimbursed for expenses incurred while on Association business subject to the by-laws and policies of the Association. The Association shall ensure all submitted expenses are reimbursed and deposited directly into the member’s designated financial institution. (c) Notwithstanding the above, the Association shall reimburse OECTASA members for the use of their personal vehicles for Association business at 95% of the mileage rate as set by the Treasury Board of Canada, as adjusted quarterly. 

A7.07 The members of the OECTASA shall not, without the consent of the Provincial Executive, divulge any matters which may come to light in the course of, or incidental to, such employment except insofar as may be necessary and proper for the conduct of the said office and shall carry out all the directions of the Association on behalf of and in the name of the Association and not in the member’s own name. 

A7.08 Accommodation(s) of a Member In the event that a member of OECTASA is injured or because of illness requires accommodation(s) in the workplace or a modification of duties, the Association shall make such accommodation(s) as agreed to by the Association, OECTASA and the member. A Functional Abilities Form (FAF), which must be completed by the member’s medical specialist, shall inform the discussion on accommodation. 

A 7.09 Personnel File (a) The Association shall maintain only one personnel file for each OECTASA member and it shall reside with the General Secretary. page 14 of 48 (b) A member shall submit a written request to the General Secretary for access to their personnel file. The member may, by written authorization, permit another member of the bargaining unit access to their personnel file. (c) The General Secretary shall arrange for a mutually agreeable time for the member or the member’s authorized representative to review the contents of their file. (d) A member shall have the right to place a response to any Association document pertaining directly to said member in their personnel file. (e) A member shall be provided a copy of any documents contained in their personnel file upon written request. Once a request has been met in any calendar year, additional requests during that year shall only require the member be provided those documents added since the last request. (f) Disciplinary materials and negative evaluations shall be removed from a member’s personnel file after 3 (three) discipline free years and returned to the member. No material removed from a member’s file shall be referred to or used against the member in any way. 

ARTICLE A8 – LEAVES OF ABSENCE A8.00 Leaves of Absence with Pay 

A8.01 Every member is entitled to salary without loss to sick leave credits, notwithstanding absence from duty in any case where, because of exposure to a communicable disease, the member is quarantined or otherwise prevented by the order of the Medical Health Authorities from attending upon duties. A8.02 Every member is entitled to salary without loss to sick leave credits, notwithstanding absence for jury duty, and as a witness in any court where subpoenaed in any proceedings to which the member is not a party or one of the persons charged.


8.03 Every member is entitled to salary notwithstanding absence from duty for reasons considered valid by the Provincial Executive. A8.04 Leave shall be granted without loss of salary or sick leave credits for the writing of academic and/or professional examinations, subject to the approval of the General Secretary. A8.10 Compassionate Leave A8.10 Deaths and funerals: A maximum of five (5) days leave without deduction shall be granted in the case of the death of an immediate member of the family or an immediate relative by marriage. An immediate member of the family is defined as father, mother, sister, brother, daughter, son and spouse. An immediate relative by marriage is defined as mother-inlaw, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, or grandparent. In all other cases a limit of one day shall be allowed for the purpose of attending a funeral subject to the approval of the General Secretary. A8.20 Self-Funded Leave A8.20 The X over Y Plan affords OECTASA members the opportunity of taking up to one (1) year’s leave of absence without pay and, through deferral of salary, to finance the leave. The Plan allows an OECTASA member to work “X” years over a “Y” period with the year of leave to be approved by the General Secretary. A8.21 The OECTASA member, in application, shall indicate the “X” and the “Y” components desired. Six (6) month components are acceptable. The final determination of the “X” and “Y” components shall be approved by the General Secretary. A8.22 All OECTASA members, except those employed under articles B6.04, B6.05, or C1.01 shall be eligible to participate in the Plan. age 16 of 48 A8.23 Application (a) Applications for participation in the Plan must be filed no later than January 31st of the school year prior to the school year in which the Plan will commence. (b) Written acceptance or denial for such application will be forwarded to the member by May 1st of the school year prior to the school year in which the Plan will commence. (c) Acceptance of the member’s application will be subject to approval by the General Secretary. (d) A member may withdraw from the Plan effective September 1 by giving written notice to the General Secretary by the preceding April 1, except in the calendar year in which the leave is to commence, in which case the written notice must be given by the preceding January 1. A8.24 The financial arrangements for funding the leave shall be arranged by mutual agreement between the OECTASA member and the General Secretary. A8.25 A leave of absence under the Plan will not be construed as a break in service but will not count as experience for calculation of retirement gratuity or for any other purpose. The leave of absence will be treated as service for seniority purposes with the Association but shall not entitle the OECTASA member to an increment for the period of leave. A8.26 Benefits will be maintained by the Association for the member of OECTASA during his/her leave of absence however the premium costs of all benefits during the period of leave shall be paid by the member. A8.27 Revenue Canada Contingencies (a) The present method of making income tax deductions shall continue. Any changes to this method are dependant upon a ruling from Revenue Canada that the income deferral scheme contemplated herein may be acceptable to Revenue Canada. age 17 of 48 (b) The amount of income tax to be deducted at source will only be computed on the reduced salary with the agreement of OECTASA and the participating member and after the receipt of a ruling of Revenue Canada and of its terms. The participating member will be required to enter into an agreement with the Association to indemnify and save the Association harmless against all claims or demands or other forms of liability against the Association by any person, that may arise out of, or by reason of, deductions made or payments made in accordance with the Article. 

A8.30 Sabbatical Leave A8.30 Sabbatical leave shall mean a leave of absence with full pay, granted by the Association on application by an OECTASA member for the purpose of study and/or research and/or travel or any other purpose approved by the Association. 

A8.31 After five (5) years continuous service with the Association a member of OECTASA shall be eligible for sabbatical leave. 

A8.32 The Provincial Executive at its discretion shall grant sabbatical leave, for a period not to exceed one (1) year in length including holidays and vacation periods. 

A8.33 Application for sabbatical leave shall be made to the General Secretary at least three (3) months in advance of the time for which leave is required. 

A8.34 A member of OECTASA shall submit an outline of the planned travel, research, and studies to the General Secretary. 

A8.35 All conditions of the OECTASA member's contract and the Agreement except the provision of Article A12 shall be continued during the sabbatical leave period. A8.36 The member of OECTASA at the time of the granting of the sabbatical leave shall agree to return to duty for a period of time equivalent to the leave. A8.37 An OECTASA member failing to honour the agreement in regard to A8.36 shall reimburse the Association on a pro-rata age 18 of 48 basis one hundred per cent (100%) of the net salary allowance paid while on sabbatical leave for the unfulfilled commitment. A8.38 At the conclusion of the sabbatical leave period the member of OECTASA shall return to duty with all rights and privileges such as tenure of office and salary as if having remained on duty with the Association for that period. A8.40 Pregnancy and Parental Leave A8.40 Employees shall be granted pregnancy and/or parental leave in accordance with the Employment Standards Act. 8.41 OECTASA – OECTA SEB Plan The sole objective of the SEB Plan is to supplement Employment Insurance benefits received by OECTASA members while on pregnancy, parental and/or adoption leave, in the manner specified under the following provisions. To be eligible for the SEB Plan an employee must apply for and be eligible to receive Employment Insurance benefits. SEB Plan payments shall only be made during the time period the employee is in receipt of Employment Insurance benefits. Should an employee become disentitled or disqualified from receiving EI benefits, said employee will no longer be eligible to receive payments under the SEB Plan. The employee must provide the EI benefit stub to the employer as proof that he/she is in receipt of EI benefits. The employee must also report to the employer any other earnings while in receipt of SEB Plan payments. (a) During the mandatory two (2) week waiting period for EI benefits the employer shall pay one hundred percent (100%) of the salary earned by the employee at the date of commencement of the leave. (b) Pregnancy Leave The SEB Plan shall apply to fifteen (15) weeks of pregnancy leave allowed under the Employment Standards Act. age 19 of 48 The SEB Plan shall pay one hundred percent (100%) of the employee’s normal weekly earnings, minus the EI pregnancy leave benefits and any other earnings for the applicable time period, for the number of weeks that EI benefits are payable. The combined weekly level of EI benefits, SEB payments, and other earnings shall not exceed 100% of the employee’s weekly earnings. (c) Parental Leave The SEB Plan shall apply to sixteen (16) weeks of the parental leave allowed under the Employment Standards Act. The SEB Plan shall pay one hundred percent (100%) of the employee’s normal weekly earnings, minus the EI pregnancy leave benefits and any other earnings for the applicable time period, for the number of weeks that EI benefits are payable. The combined weekly level of EI benefits, SEB payments, and other earnings shall not exceed 100% of the employee’s weekly earnings. 

A8.43 The employee shall be returned to their former position at the end of the pregnancy/parental leave, unless that position has been discontinued in which case the employee shall be given a comparable position. 

A8.44 Seniority and service shall continue to accrue during the pregnancy and parental leave. 

A8.50 Adoption Leave Where an employee seeks leave due to adoption, the following provisions shall apply. (a) (i) For the primary care giver, leave to arrange for the adoption of a child shall be granted for the period that corresponds to the minimum requirements of the adoption agency. Payment for such leave shall be to a maximum of five (5) working days without loss of pay or loss of credits in the CSL plan. (ii) For the secondary caregiver, leave to arrange for the adoption of a child shall be five (5) consecutive age 20 of 48 working days without loss of pay or loss of credits in the CSL plan. (b) Application for adoption leave shall be made to the General Secretary, where possible, three (3) months in advance of the time for which leave is requested. (c) When the child comes into the care and custody of the primary care giver, leave shall be in accordance with the Employment Standards Act. (d) While on parental leave and in receipt of EI benefits the employee is eligible to access the SEB plan as outlined in Article A8.41 (d). A8.60 Paternity Leave A8.60 A paternity leave of five (5) consecutive working days without loss of pay or loss of credits in the CSL plan shall be granted to the OECTASA member on the birth or adoption of his child. A8.70 Leave of Absence without Pay A8.70 (a) A leave of absence without pay, for up to one year, may be granted to an OECTASA member at the discretion of the Provincial Executive. The member shall apply for such leave to the General Secretary at least three (3) months, where possible, in advance of the leave (b) At the request of the member, benefits shall be maintained by the Association during his/her leave; however, the premium costs of all benefits during the period of leave shall be paid by the member. (c) Such leave will not be construed as a break in service but will not count as experience for calculation of retirement gratuity or for any other purpose. The leave will be treated as service for seniority purposes but shall not entitle the OECTASA member to an increment for the period of leave. age 21 of 48 (d) Changes in the terms of a leave of absence under Article A8.70 may be made only by mutual consent of the member and the Provincial Executive. Changes must be in writing. A8.80 General (Leaves under A8.40 – A8.60) A8.80 Any of the above leaves in A8.40 – A8.60 may be extended subject to the mutual agreement between the OECTASA member concerned and the Provincial Executive. A8.81 Leaves granted under A8.40 – A8.60 shall be without loss of experience or seniority. A8.90 WSIB A8.90 When an OECTASA member is approved to receive payment from the Workplace Safety and Insurance Board (WSIB), and the member elects to supplement said payments, the following shall apply. (i) The member shall cause the benefit payments to be remitted to the Association. (ii) As long as Revenue Canada does not require a member to report WSIB payments for income tax purposes, the Association shall pay to the member a salary calculated so that the net total of basic salary, including allowances if applicable, and the WSIB payment for any pay period does not exceed the normal net salary for the same pay period. (iii) In the event that WSIB payments become subject to income tax, the Association shall pay the member at the full rate of pay, including allowances. (iv) The member shall receive the full net salary as calculated in (ii) or (iii) above for the duration of the WSIB benefit entitlement if the member continues to have accumulated sick leave credits. When a member’s sick leave credits are exhausted, the member shall receive only the WSIB benefits applicable to the claim. age 22 of 48 (v) The difference between the member’s normal salary and the WSIB payments shall be deducted from the member’s sick leave credits on a pro rata basis. ARTICLE A9 – HEALTH BENEFITS A9.01 One hundred per cent (100%) of the premiums for OTIP long term disability insurance plan shall be paid for the OECTASA by the Association. A9.02 (a) One hundred per cent (100%) of the premiums for OTIP term life insurance in the amount of three times salary shall be paid for the OECTASA member by the Association. (b) Additional coverage shall be made available for an OECTASA member at the member’s expense. A9.03 Coverage for plans under A9.04 and A9.05 shall be extended to student dependants to age 25. A9.04 One hundred per cent (100%) of the premiums for Green Shield Plan #7, or such other benefits carrier that offers benefits that are equal to or greater than the existing plans for the extended health care plan, including: (i) private room coverage to a lifetime maximum of $5,000; (ii) vision care - $500/24 months and a $1500 lifetime maximum for laser eye surgery; (iii) eye exam - $100/24 months; (iv) massage therapy - $800 per calendar year; (v) chiropractor, osteopath, podiatrist, chiropodist - $800 per each service per calendar year; (vi) registered clinical psychologist and/or psychotherapist care referred by a licensed medical practitioner - $800 per each service per calendar year; age 23 of 48 (vii) orthotic appliances - $1000 per calendar year; (viii) PSA test – annual or as required, where not eligible for reimbursement by OHIP; and (ix) acupuncture, homeopathy, nutritional counseling - $800 per service per calendar year. shall be paid for the OECTASA member by the Association. A9.05 One hundred per cent (100%) of premiums for Green Shield dental plan plus 5, or such other benefits carrier plan that offers benefits that are equal to or greater than the existing plan, (i) including $3000 orthodontic at fifty per cent (50%) coinsurance (ii) major restorative with no maximum at eighty-five per cent (85%) coinsurance (or equivalent) shall be paid for the members of OECTASA by the Association. A9.06 OECTASA members retired on pension may choose to continue to participate, without interruption, in one or more of the above benefit group plans at their own expense, until age 65. A9.07 The Association shall provide, through the benefit health care policies, the opportunity to substitute a required medical/dental procedure currently not covered by the above noted Health Benefit Plans, for the lowest priced equivalent which is permitted under the applicable Health Benefit Plan. page 24 of 48 

ARTICLE A10 – HOLIDAYS A10.01 All OECTASA members are entitled to the following holidays: New Year's Day Labour Day Family Day Thanksgiving Day Good Friday December 24 Easter Monday Christmas Day Victoria Day Boxing Day Canada Day December 31 August Civic Holiday A10.02 All OECTASA members shall be entitled to two (2) additional vacation days for use during the Christmas break. 

ARTICLE A11 - COMPENSATORY TIME A11.01 (a) Compensation is provided to OECTASA in the form of time off for time worked on Saturdays, Sundays, and holidays. The parties agree that compensatory time be used as close to the date of accrual as possible. (b) For purposes of calculating the accumulation of compensatory time, a year shall be from July 1st of one year to June 30th of the next. (c) (i) Each June 30th, the accumulation of compensatory time credited for the previous year to each OECTASA member will revert to zero. (ii)The use of a compensatory time which is accumulated during the period of May1 to June 30, that an employee is unable to use as per section (c) due to assigned duties, may be extended to August 31st of the same calendar year, with the approval of the General Secretary. (d) (i) Up to four consecutive days compensatory time may be taken without authorization. age 25 of 48 (ii) Five or more consecutive compensatory days may be taken with the authorization of the General Secretary. (e) Notwithstanding 11.01 (a), (b), (c), (d), (e), OECTASA members attending self-directed professional growth activities on Saturday and/or Sunday and/or a Civic holiday shall not be granted compensatory time for attendance at such activities. (f) A record of each member of OECTASA’s compensatory time shall be kept by the General Secretary. 

ARTICLE A12 – EVALUATION A12.01 The parties agree that the purposes of evaluation are as follows: (i) to affirm work well done; (ii) to assist the quality of service delivery to OECTA; (iii) to provide for professional and career growth; (iv) to identify strengths and to improve areas of weakness. A12.02 Evaluations of the OECTASA members shall be on a rotating two-year schedule as determined by the General Secretary. Notwithstanding the above, the General Secretary may implement, at any time, a review process of evaluation to provide assistance to an OECTASA member. A12.03 Evaluations shall be in writing and anecdotal, based on the criteria and schedule established by the General Secretary or Deputy General Secretary in consultation with the OECTASA member. A12.04 Criteria shall include the OECTASA member’s area(s) of specialization and assigned duties. A12.05 The General Secretary shall meet with the OECTASA member prior to finalizing the evaluation for feedback, discussion, and a plan of action for improvement, if required, in the areas so age 26 of 48 identified by the General Secretary. Such plan will include reasonable time frames and identified support. A12.06 Nothing in this Article limits the rights of the OECTASA members provided in Articles A6 and A7. 

SECTION B SECRETARIAT Section B shall apply to those members of OECTASA who are employed as Department Heads and Executive Assistants (hereinafter known as the Secretariat). ARTICLE B1 – VACATION B1.01 All members of the Secretariat are entitled to thirty-five (35) days vacation per year. For all those members of the Secretariat commencing employment after the beginning of a contract year (July 1), vacation accrual shall be calculated as follows: (i) the Secretariat member shall accrue vacation for each full month of employment on the basis of 2.92 days per month; (ii) the Secretariat member shall accrue vacation for a part month using the following calculation: days employed in that month (with the exception of compensatory days) x 0.1346 (35 days/260 work days); and (iii) the calculation of the vacation shall be rounded up or down to either a full or half day. A member shall be allowed to borrow-forward vacation days with the approval of the General Secretary. B1.02 The annual allocation shall be credited to the member’s account as of July 1 every year. B1.03 A member may carry forward up to fifteen (15) days vacation from one contract year to the next. age 27 of 48 B1.04 Vacation dates shall be set for the Secretariat upon mutual agreement between the Secretariat member and the General Secretary. B1.05 Department vacation shall be coordinated and scheduled early in the year with the understanding that a minimum of ten (10) days will be taken during July and August. ARTICLE B2 – EDUCATION LEAVE B2.01 (a) There shall be an education leave plan of up to a maximum of three (3) months in any one year with full pay and benefits and without loss of vacation time or cumulative sick leave. (b) All Secretariat members shall be eligible for leave under this plan and the leave may be granted at the discretion of the Provincial Executive. (c) Any Secretariat member granted leave shall guarantee, upon cessation of the leave, further continuous service with the Association for a period of time equivalent to the leave. (d) A Secretariat member failing to honour the guarantee in B2.01(c) shall reimburse the Association on a pro-rata basis, 100 per cent (100%) of the net salary allowance paid while on leave for the unfulfilled commitment. (e) Where the Provincial Executive requires a Secretariat member to follow a particular program of study while on leave, the Association shall bear the costs associated with such a program.

ARTICLE B3 - SALARY SCHEDULE B3.01 The salary shall be paid to Secretariat members, from July 1, 2012, for the duration of the Collective Agreement, in twentyfour (24) pay periods per year. Years of Experience July 1, 2012 Jan 1, 2013 July 1, 2013 Jan 1, 2014 0 148,913 150,403 151,907 153,426 1 156,642 158,208 159,790 161,388 2 164,373 166,017 167,677 169,354 3 173,488 175,223 176,975 178,745 B3.02 The Association recognizes two effective dates for increment purposes, namely July 1 and January 1. In the event of a dispute the date of hire shall be used for increment purposes. B3.03 Placement on the salary scale shall be determined by the Provincial Executive at the time of appointment. 

ARTICLE B4 – CUMULATIVE SICK LEAVE AND RETIREMENT PLAN B4.01 The name of the plan shall be THE CUMULATIVE SICK LEAVE AND RETIREMENT PLAN FOR EMPLOYEES OF THE ONTARIO ENGLISH CATHOLIC TEACHERS' ASSOCIATION. B4.02 Effective Date This plan shall become effective September 1, 1959. B4.03 Objectives of the Plan (a) To protect all employees of the Ontario English Catholic Teachers' Association in the event of a serious illness from loss of wages by allowing them to use the accumulated portion of their annual sick leave allowance. (b) To provide employees who retire from the service of The Ontario English Catholic Teachers' Association with gratuity based on the terms of Articles B4.07 to B4.09. age 29 of 48 B4.04 Absence Due to Illness Members of the Secretariat shall be permitted to be absent from their duties, on account of illness, for a total of twentytwo (22) working days in each year without deductions in salary. B4.05 Operation of the Plan The General Secretary shall set up a SICK LEAVE LEDGER in which SICK LEAVE CREDITS shall be entered as follows: (a) The cumulative sick leave plan begins on date of employment. (b) Sick leave credits shall be accumulated as follows: (i) the employee shall receive full credit for days accumulated while in the employ of a school board, Plus (ii) for the period of employment prior to July 1, 1984, credits on the basis of 24/12 days for each month's employment, Plus (iii) for the period of employment from July 1, 1984, credits on the basis of twenty-two (22) days per year less the number of days absent for illness in that year. (c) (i) On August 31, unused sick leave days for the preceding year shall be entered in the ledger to the credit of each employee. (ii) A memorandum stating the number of accumulated sick leave days shall be provided to each Secretariat member by September 30 of each year. age 30 of 48 (c) For the purpose of calculation in the Cumulative Sick Leave and Retirement Plan, two hundred and twenty (220) days shall constitute one year. (d) SICK LEAVE CREDITS shall be accumulated without a maximum commencing July 1, 1972. B4.06 Absence not due to Illness Leave of absence for reasons other than those listed under Article B4.04 may be granted without loss of pay or deduction from cumulative sick leave at the discretion of the General Secretary. B4.07 Severance Gratuity (a) Upon termination of employment with OECTA, proper notice of termination in accordance with the terms and contract of employment having been given, a Secretariat member shall be entitled to a severance gratuity, except where that member retires on pension. (b) The severance gratuity shall be calculated on the basis of years of service with OECTA and accumulated sick leave. (c) For calculation purposes, the maximum accumulation allowed for the purposes of this gratuity is 220 days. (d) The severance gratuity shall be calculated as follows: Years of Percentage of Service Year's Annual CSL Credits with OECTA Salary X (Max. 220) 5 20 6 22 7 24 8 26 9 28 10 30 11 32 12 34 13 36 age 31 of 48 Years of Percentage of Service Year's Annual CSL Credits with OECTA Salary X (Max. 220) 14 38 15 40 16 42 17 44 18 46 19 48 20 50 B4.08 Pensions or Death Gratuity (a) A member of the Secretariat upon retirement on pension or death shall receive a gratuity based upon years of service with OECTA and in teaching, as specified in (e) below, and accumulated sick leave credits. (b) To be eligible for the maximum gratuity the Secretariat member shall have accumulation of 220 days sick leave credits. (c) The gratuity for a Secretariat member with less than 220 days accumulated sick leave shall be pro-rated as a fraction of 220. (d) The amount of gratuity paid to an eligible member of the Secretariat shall not exceed the amount of credit standing to the member's account in the cumulative sick leave plan, and in any case shall not exceed six (6) months' salary. (e) The gratuity for retirement on pension or death shall, subject to the limitations in (c) and (d) above, be calculated in the following manner: (i) 2.5 per cent of salary at time of retirement or death for each of the first ten (10) years of service as a teacher and/or member of the Secretariat, Plus age 32 of 48 (ii) 5 per cent of salary at time of retirement or death for each year of service thereafter as a member of the Secretariat. B4.09 Duplication of Gratuity No Secretariat member shall receive both a severance gratuity, in accordance with B4.07 above, and a pension or death gratuity, in accordance with B4.08 above. B4.10 Transfer of Credits Teachers entering the employ of the Association from school areas with cumulative sick leave plans shall be granted their accumulated credits, the amount shall not exceed the credits the teacher would have obtained had the teacher been in the employ of the OECTA for the same period. It shall be the responsibility of the teacher to make such arrangements as are necessary to place in the hands of the General Secretary of OECTA a statement of accumulated credits from previous board employers. B4.12 Reporting and Certification of Absence All absences must be reported to the General Secretary immediately. Absences for personal illness or injury for a period not exceeding six (6) days need not be certified unless the General Secretary asks specifically in writing in a particular instance for certification by a qualified medical or dental practitioner. Absence for a period of over three (3) months must be certified by a doctor approved by the Association. Any costs under this article shall be borne by the Association. B4.13 Absences Chargeable to Sick Leave Deductions shall be made from a member's sick leave credit for the number of working days of absence because of personal illness. Working days shall not include Saturdays, Sundays, statutory holidays or annual vacation. No salary payments shall be made to the member for absence beyond the total number of day’s credit in the sick leave plan. age 33 of 48 


ARTICLE B5 - PARKING B5.01 Except while the Secretariat member is on vacation, the Association shall pay the cost of the member’s daily parking upon submission of vouchers. 

ARTICLE B6 – JOB POSTINGS PERMANENT POSITIONS/REPLACEMENT B6.01 All new or vacant Secretariat positions shall be posted internally for one week prior to external advertising. Such internal postings shall specify the department(s) and shall be posted by electronic means and on bulletin boards. B6.02 Incumbent Secretariat members who apply for a position shall be given first consideration for placement prior to external advertising. B6.03 A Secretariat member who is given a posted position relinquishes the right to apply for any other posted position, excluding postings for the position of department head, for a two year period. B6.04 Temporary/Immediate Replacement: In the event that an immediate replacement, as determined by the Association, is required for the vacated position, the following procedure shall be applied: (i) Posting internally shall occur in accordance with Article B6.01; (ii) If the vacant position is filled by an incumbent Secretariat member, the General Secretary shall determine the need to fill the new vacancy immediately; (iii) The General Secretary shall inform the president of the OECTASA of the determination. age 34 of 48 (iv) Where no incumbent Secretariat member is appointed to the position or it has been determined to fill the new vacancy immediately as B6.04 (ii) above, the General Secretary shall be entitled to fill such position with a temporary appointment. (v) Such appointment shall not exceed 120 calendar days from the date of the vacancy. (vi) The decision under B6.04 (ii) is not subject to the grievance procedure. (vii) Prior to the conclusion of the temporary appointment, the posting procedure in B6.01 shall be followed. B6.05 SECONDMENT (a) Those individuals seconded to a position in the OECTASA Bargaining Unit shall be part of the OECTAOECTASA Collective Agreement. (b) All clauses of Section A and Section B of this agreement shall apply equally to seconded Secretariat members covered by B6.05 a) with the following exceptions: Articles A8.20 (Self-Funded Leave), A8.30 (Sabbatical Leave), A8.41 (two (2) week SEB Plan), A8.42 (SEB Plan), A8.43 (SEB Plan), B2 (Education Leave), B4.07 (Severance Gratuity), B4.08 (Pension or Death Gratuity), B4.09 (Duplication of Gratuity), B4.10 (Transfer of Credits), B6.02 (Placement), B6.04 (Job Posting), B8 (Redundancy, Lay-off, Recall). (c) Individuals seconded to the Secretariat subsequently hired under the OECTA-OECTASA Collective Agreement, shall be deemed to have experience for placement on the salary grid, accumulated seniority, vacation and sick days. (d) Individuals seconded to the Secretariat must elect either to maintain benefits coverage with their employer and the Association shall pay the cost of such benefits in lieu of the benefits under A9.01 to A9.06 or shall elect to accept coverage as outlined in A9.01 to A9.06. age 35 of 48 (e) Individuals seconded to the Secretariat shall be placed on the salary scale in the first salary cell which exceeds the salary with their sponsoring employer. The difference in salary shall be paid in equal installments during the secondment on a bi-weekly basis. B6.06 PART-TIME (a) Any Secretariat member may apply for part-time employment but the number of positions are to be limited to no more than ten per cent (10%) of the existing full-time Secretariat staff. Application must be received by January 31 for such employment to commence July 1 of the next contractual year. (b) The conditions of such part-time employment are to be mutually acceptable to the member and the Association. The duration of such employment is on an annual renewable basis. (c) At the end of such employment period the individual shall return to full-time employment within the respective department. (d) A Secretariat member who is employed for less than full-time shall be paid a salary pro-rated in the proportion that the days worked bears to a full year of employment. Benefits under Article A9 shall be paid one hundred per cent (100%) by the Association. (e) At the discretion of the Provincial Executive the position remaining vacant due to the part-time employment may be filled in the form of a secondment. It is understood that no vacancy equal to or greater than fifty per cent (50%) shall remain for a period greater than or equal to six (6) months. age 36 of 48 ARTICLE B7 – DEPARTMENT HEADS The bolded changes to the Department Head structure shall take effect upon the amalgamation of the Contract Services and Collective Bargaining Departments, but not later than July 1, 2013. B7.01 The position of Department Head and Assistant Department Head shall be for a five year term. Non-renewal shall not be grievable. B 7.02 a) Department Head allowance will be increased by the same percentages in B3 effective July 1, 2012. Upon amalgamation of the departments a new salary structure shall be in effect (Note: any salary increase as of July 1, 2012 will be applied to the following allowances) Department Head $ 6,403 Assistant Department Head $ 3,202 The Association agrees to red-circle the allowances for the department heads of the Collective Bargaining and Contract Services, at their current remuneration as of June 30, 2012, for the remainder of their current term as department head, upon amalgamation of the two departments. However, red-circling does not apply should either of the current department heads become department head of the Bargaining and Contract Services department. Should either of the current department heads become assistant department head of the Bargaining and Contract Services department they will receive the greater of their red-circled allowance or the Assistant Department Head allowance, as of July 1st each year. 


B7.03 a) Department Heads shall be established in the following departments: (i) Collective Bargaining (ii) Contract Services (iii) Professional Development (iv) Counselling and Member Services (v) Government Relations A new Article 7.03 (a) shall come into effect upon amalgamation and shall read as follows: a) Department Heads shall be established in the following departments: i) Bargaining and Contract Services ii) Professional Development iii) Counselling and Member Services iv) Government Relations b) There shall be one Assistant Department Head assigned to the Bargaining and Contract Services Department. This position shall be effective upon the amalgamation of the Collective Bargaining and Contract Services departments, but not later than July 1, 2013. B7.04 The responsibilities of the Department Head shall be: (i) integrate, harmonize and facilitate programs and projects of the department (ii) prepare reports and relevant communiqu├ęs of the department (iii) represent department at meetings and functions B7.05 The responsibilities of the Assistant Department Head for the Bargaining and Contract Services Department shall be to assist the department head in the performance of their duties as defined in Article B 7.04, as assigned by the General Secretary. page 38 of 48 

ARTICLE B8 - REDUNDANCY, LAY-OFF AND RECALL B8.01 Save and except Secretariat members under Article B6.05, the Association will not declare redundant any member of the Secretariat currently on staff during the life of the agreement or until a subsequent collective agreement has been ratified following the expiration of this agreement. B8.02 The lay-off of Secretariat members shall be based on seniority with the least senior Secretariat member to be declared redundant. Seniority shall be calculated on the most recent day of hire. Lay-offs are to be effective July 1. Should OECTA require another Secretariat member, any laidoff member shall have the right of recall in reverse order of lay-off. B8.03 The Association shall publish a seniority list for Secretariat members. This list shall be published by electronic means in January of each year. A written copy shall be provided to the president of OECTASA within two weeks of ratification. B8.04 The Association shall terminate all temporary and secondment positions prior to the application of Redundancy and Lay-Off provisions. age 39 of 48 SECTION C SENIOR RESOURCE STAFF This section shall apply to those members of OECTASA who are employed in the Communications area, the Manager of Computer Systems/Services and the Executive Resource Assistant.


ARTICLE C1 – APPLICATION
C1.01
(a) Individuals hired on a temporary replacement basis for
members of the Senior Resource Staff for one year or
more shall be part of this collective agreement.
(b) Clause (a) above shall apply retroactive to the
beginning of the hiring if an employee is hired on a
temporary replacement basis intended to be less than
one year in length but which, in fact, extends beyond
one year.
ARTICLE C2 – EXPERIENCE ALLOWANCE
C2.01 Initial placement on the salary scale shall be determined
through consultation between the General Secretary,
OECTASA and the prospective employee.
C2.02 For each full year of employment following the appointment,
the employee will be placed one year ahead of the placement
at the time of appointment, if applicable.
C2.03 In the event that a satisfactory work evaluation is not
completed for the employee, the advancement on the salary
grid may be withheld.


ARTICLE C3 –VACATION TIME
C3.01
(a) Vacation time shall be granted in the following manner
Less than one year 1 day per month or part thereof
1 year to 2 years 15 days
age 40 of 48
2 years to 3 years 20 days
3 years to 5 years 25 days
over 5 years 35 days


(b) The annual allocation shall be credited to the member’s
account as of July 1 every year.
(c) A member may carry forward up to fifteen (15) days
vacation from one contract year to the next.
(d) Department vacation shall be coordinated and
scheduled early in the year with the understanding that
a minimum of ten (10) days will be taken during July
and August.
(e) If a member of the Senior Resource Staff leaves the
employ of the Association part way through a month,
the calculation of vacation day entitlement for the last
part month of employment shall be determined using
the following formula: days employed in that month
(with the exception of compensatory days) X (where X
is the annual vacation allocation as in (a) above/260
work days). The calculation of the vacation for the part
month of employment shall be rounded up or down to
either a full or half day.


C3.02 When vacation/leave periods are scheduled to overlap, the Director of Communications will, with the approval of the
General Secretary, arrange for a contact person to be on call.


C3.03 Time for vacation shall be granted at the discretion of the
General Secretary.


ARTICLE C4 – PENSION
C4.01 (a)The employer shall pay to an agreed pension plan a
contribution for each employee covered by this Agreement an
amount not to exceed ten (10) percent of gross salary, and
the employee will make a contribution of seven (7) percent.
(b)The agreed pension shall be the Ontario English Catholic
Teachers’ page 41 of 48


1. Clause 5(a)(i) 2%
2. Clause 5 – additional clause (c):
Effective January 1, 2012, the maximum earnings eligible for
pension contributions shall be $121,000.
Section 5.10 (a) shall be revised to reflect the maximum
earnings.
(c) i) The pension shall be increased on January 1 each
year based on increases in the Canada CPI during the
preceding year. (Indexation year means the period
from any October 1 to September 30 of the following
year.) Indexing will be provided for all pensions
payable from the date of actual retirement.
ii) The indexing provisions shall apply to all pensionable
services as an employee of OECTA including service
before the implementation of these indexing provisions.
iii) For members of staff who retire or leave the service
of OECTA after March 1, 1990, any CPI increases to a
maximum increase of 4% per year will be paid. When
the CPI is less than 4%, the difference up to 4% will be
carried forward to be paid in a year when the increase
is more than 4%. On March 1, 1990, the employee’s
contribution shall be increased by the lesser of 50% of
the cost of indexing future service or 2% of earnings to
cover the employee’s cost of indexation.
iv) If an employee is requested to retire or does so in
accordance with the Collective Agreement the employee
shall not suffer any loss in the pension benefits which
shall be implemented during the life of the Agreement.
3. Clause 5 – additional clause (d):
(d) Reinstatement in the Pension Fund
OECTA staff members who contributed to the staff
pension plan are permitted to repay a refund of contributions provided
they:
page 42 of 48
(i) return to full-time employment for at least one
year;
(ii) make complete repayment of the previous refund
plus interest at the rate the fund is earning at the
time that repayment commences;
(iii) make repayment in full within five years of
returning to employment with OECTA.
(e) Should the Pension Fund performance result in a
surplus, such surplus shall be used to reinstate the Plan
benefits and/or contribution rate as of June 30, 2012.

ARTICLE C5 – SEVERANCE OR DEATH GRATUITY
C5.01 (i) The severance and/or death gratuity shall be three (3)
percent per year of service to a maximum of fifty (50)
percent of annual salary.
(ii) A minimum of five (5) years service is required to qualify
for the severance gratuity.
(iii) A death gratuity is payable to the estate of the deceased
employee.
ARTICLE C6 – SALARY SCHEDULE
C6.01 Effective July 1, 2012, the salary schedule shall be as follows:
Yrs Comm.
Director
Comm.
Assistant
Manager Ex. Resource
Assistant
0 104,519 70,487 101,730 104,519
1 108,769 77,813 105,904 108,769
2 113,018 85,137 110,075 113,018
3 122,115 92,467 114,342 122,115
page 43 of 48


Effective January 1, 2013 the salary schedule shall be as follows:
Yrs Comm.
Director
Comm.
Assistant
Manager Ex. Resource
Assistant
0 105,564 71,192 102,748 105,564
1 109,857 78,592 106,963 109,857
2 114,148 85,988 111,176 114,148
3 123,336 93,391 115,486 123,336


Effective July 1, 2013 the salary schedule shall be as follows:
Yrs Comm.
Director
Comm.
Assistant
Manager Ex. Resource
Assistant
0 106,620 71,904 103,775 106,620
1 110,955 79,377 108,032 110,955
2 115,290 86,848 112,287 115,290
3 124,570 94,325 116,640 124,570


Effective January 1, 2014 the salary schedule shall be as follows:
Yrs Comm.
Director
Comm.
Assistant
Manager Ex. Resource
Assistant
0 107,686 72,623 104,813 107,686
1 112,065 80,171 109,113 112,065
2 116,443 87,717 113,410 116,443
3 125,815 95,268 117,807 125,815


ARTICLE C7 – PROFESSIONAL DEVELOPMENT
C7.01 The employer shall provide the equivalent of $1,700.00
annually for each member of the Senior Resource Staff for the
expenses of employees attending conferences, seminars, etc.,
for personal professional development upon approval of the
General Secretary.


ARTICLE C8 – REDUNDANCY
C8.01 Save and accept Senior Resource Staff members under Article
C1.01, the Association will not declare redundant any member
of the Senior Resource Staff currently on staff during the life
of the agreement.
page 44 of 48

C8.02
(a) The lay-off of a Senior Resource Staff member shall be
based on Seniority within each job classification.
(b) Seniority shall be calculated on the most recent date of
hire. Lay-offs are to be effective July 1. Should the
Association require another Senior Resource Staff
member, any laid-off member, with the same job
classification, shall have the right of recall in reverse
order of lay-off.


C8.03 The Association shall publish a seniority list for Senior
Resource Staff members. This list shall be published by
electronic means in January of each year. A written copy shall
be provided to the president of OECTASA within two weeks of
ratification.


ARTICLE C9 – SICK LEAVE
C9.01 Members of the Senior Resource Staff shall be permitted to be absent from their duties, on account of illness, for a total
of twenty-two (22) sick days in each year without deductions
in salary.


C9.02 REPORTING AND CERTIFICATION OF ABSENCE
All absences must be reported to the General Secretary
immediately. Absences for personal illness or injury for a
period not exceeding six (6) days need not be certified unless
the General Secretary asks specifically in writing in a
particular instance for certification by a qualified medical or
dental practitioner. Absence for a period of over three (3)
months must be certified by a doctor approved by the
Association. Any costs under this article shall be borne by the
Association.


C9.03 ABSENCES CHARGEABLE TO SICK LEAVE
Deductions shall be made from a member's sick leave credit
for the number of working days of absence because of
personal illness. Working days shall not include Saturdays,
Sundays, statutory holidays or annual vacation. No salary
age 45 of 48
payments shall be made to the member for absence beyond
the total number of day’s credit in the sick leave plan.
C9.04 On August 31, unused sick leave days for the preceding year shall be credited to the member’s bank.


Article C10 - NEW JOB POSTINGS
Temporary/Immediate Replacement:
In the event that an immediate replacement, as determined by theAssociation, is required for the vacated position, the following procedure shall be applied:
(i) The General Secretary shall be entitled to fill such position with a
temporary appointment.
(ii) Such appointment shall not exceed 120 calendar days from the
date of the vacancy.
(iii) The decision under C10 (i) is not subject to the grievance
procedure.
page 46 of 48


Letters of Intent
1. Staff Complement
(a) The Association undertakes to maintain as a minimum the
staff complement of eighteen (18) permanent active
Secretariat members, exclusive of secondments, except in
circumstance of temporary Secretariat replacement, for the
life of the agreement.
(b) The Association undertakes to maintain as a minimum a staff
complement of four (4) active members of the Senior
Resource Staff for the life of the agreement.


2. That the Association and the OECTASA shall meet to develop a new
Evaluation Procedure to take effect September 1, 2013. The criteria
specified under Article A12 – Evaluation, shall serve as guidance in
the development of the procedure.
The parties shall name up to three (3) members from their
respective body by September 1, 2012 to serve to develop the
procedure.


3. ARTICLE C4 – PENSION
The Association shall form a committee to examine possible future changes to the Staff Pension Plan and review the related financial implications. The committee will commence within six months of thecollective agreement coming into effect.
The Committee shall be composed of 2 members appointed by the Association and 2 members from each union with membership in the Plan.
page 47 of 48


Letters of Understanding
1. Master Benefit Plans
The Association shall provide to OECTASA all subsequent
amendments and/or a revised Master Benefit Plan within ten (10)
calendar days. Additionally, in the event of a change of carrier, the Association shall provide the Master Benefit Plan from the new carrier within ten (10) calendar days.

2. Employee Life and Health Trust
The Parties agree to examine the feasibility of establishing an
Employee Life and Health Trust to provide for the self-funding of health care benefit premiums for retired members. The parties shall meet within 60 days of the effective date of this collective agreement and complete the study of this concept within 6 months.


3. Retirement of a Member
In the event of a written notification by a member of OECTASA, to the Association, of his/her retirement, the General Secretary shall provide a copy to the President of OECTASA. At the request of OECTASA a meeting shall be convened with the General Secretary to clarify any issues related to the member’s retirement. 

Wednesday, April 1, 2015

Looking for OECTA-OECTASA 2012-14 Collective Agreement? Click on this link
https://drive.google.com/file/d/0B-UcsAZLQ3GPZDB3dFpBa3Q4enM/view?usp=sharing