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
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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
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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.
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(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
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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.
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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.
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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.
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(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
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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
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(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.
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(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.
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(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 communiqués 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.
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