2019-2022 Oecta Combined - Central and Local

COLLECTIVE AGREEMENT
BETWEEN
THE OTTAWA CATHOLIC SCHOOL BOARD
AND
THE ONTARIO ENGLISH CATHOLIC

TEACHERS’ ASSOCIATION
FOR THE PERIOD
SEPTEMBER 1, 2019 TO AUGUST 31, 2022

Table of Contents
1 TERM, NOTICE AND RENEWAL OF COLLECTIVE AGREEMENT 1
2 SALARY, WAGES, ALLOWANCES 1
3 SICK LEAVE/SHORT-TERM LEAVE AND DISABILITY PLAN – PERMANENT TEACHERS 1
4 SICK LEAVE/SHORT-TERM DISABILITY PLAN – LONG-TERM OCCASIONAL TEACHERS AND TEACHERS

EMPLOYED IN A TERM POSITION 7
5 RETIREMENT GRATUITIES 13
6 PROFESSIONAL JUDGMENT AND EFFECTIVE USE OF DIAGNOSTIC ASSESSMENT 13
7 BENEFITS 14
8 EARNED LEAVE PLAN 16
9 RETURN TO BARGAINING UNIT FOR PERMANENT TEACHERS 17
10 RETURN TO BARGAINING UNIT FOR PRINCIPALS AND VICE-PRINCIPALS 18
11 BOARD-LEVEL JOINT STAFFING COMMITTEE (JSC) 18
12 RECALL RIGHTS 19
13 WSIB TOP-UP 19
14 PREGNANCY LEAVE SEB PLAN 20
15 STATUTORY LEAVES OF ABSENCE/SEB 20
16 PAID LEAVES OF ABSENCE 21
17 HIRING PRACTICES 22
18 INFORMATION DISCLOSURE TO OECTA 27
19 ACCESS TO INFORMATION 28
20 CENTRAL DISPUTE RESOLUTION PROCESS 28
21 HEALTH AND SAFETY 30
22 CHANGES IN FULL-TIME EQUIVALENT STATUS (FTE) 32
23 E-LEARNING 33
LETTER OF AGREEMENT #1 34
Re: RETIREMENT GRATUITIES 34
RE: Health and Safety 35
RE: Exis ng Provisions on U liza on of Sick Leave/STLDP Days 36
RE: Ac ng Administrators 37
RE: Benefits 40
Appendix A – HRIS File 51
RE: Wellness and A endance Review Commi ee 52
RE: OTBU Amalgama ons 54
RE: Status Quo Board Imposed Fees/Levies 55
RE: Supplementary Employee Benefits – Ar cle 14 56

RE: E-Learning 57

RE: Commi ee to Review Effec ve Implementa on of Changes to Class Size 58

RE: E-Learning Implementa on Commi ee 59

RE: ELHT Benefit Ma ers 60

RE: OECTA’s Court Challenge 62

RE: The Support for Students Fund 63

RE: Domes c and Sexual Violence 65

RE: No Reprisals 66
RE: Class Size Local Language 67
Appendix A 68
Appendix B 70
PART B: SECTION 1 - PERMANENT TEACHERS LOCAL AGREEMENT

ARTICLE 1 - INTENT 76
ARTICLE 2 - DEFINITIONS 76
ARTICLE 3 - RECOGNITION 78
ARTICLE 4 - DURATION AND RENEWAL 78
ARTICLE 5 - MEMBERSHIP RIGHTS 78
ARTICLE 6 - MANAGEMENT AND DENOMINATIONAL RIGHTS 78
ARTICLE 7 - JUST CAUSE 79
ARTICLE 8 - STATUS OF EMPLOYMENT 79
ARTICLE 9 - ASSOCIATION FEES 80
ARTICLE 10 - SCHOOL ASSOCIATION REPRESENTATION 80
ARTICLE 11 - COLLEGE OF TEACHERS 81
ARTICLE 12 - INFORMATION TO THE ASSOCIATION 81
ARTICLE 13 - PERSONNEL INFORMATION 82
ARTICLE 14 - GRIEVANCE / ARBITRATION PROCEDURE 82
ARTICLE 15 - DISTRIBUTION OF COLLECTIVE AGREEMENT 85
ARTICLE 16 - SICK LEAVE 85
ARTICLE 17 - PREGNANCY AND PARENTAL LEAVE 86
ARTICLE 18 - SPECIAL LEAVE 88
ARTICLE 19 - SELF-FUNDED LEAVE PLAN (X over Y) 91
ARTICLE 20 - TEMPORARY LEAVE FOR REDUCTION IN TEACHING SCHEDULE 94
ARTICLE 21 - SENIORITY 95
ARTICLE 22 - TEACHER WORKLOAD PREPARATION AND PLANNING TIME 96

ARTICLE 23 - POSITIONS OF ADDED RESPONSIBILITY 100
ARTICLE 24 - STAFFING: COORDINATOR, CONSULTANT, LEARNING PARTNER AND ITINERANT TEACHERS

104
ARTICLE 25 - TRANSFERS 106
ARTICLE 26 - REDUNDANCY 113
ARTICLE 27 - JOINT CONSULTATION COMMITTEE 114
ARTICLE 28 - REPLACEMENT OF TEACHERS 115
ARTICLE 29 - QECO PLACEMENT 115
ARTICLE 30 - TEACHER PLACEMENT ON GRID 116
ARTICLE 31 - PAYMENT OF SALARIES 119
ARTICLE 32 - SALARY AND ALLOWANCES 120
ARTICLE 33 - CONTINUING EDUCATION TEACHERS 122
ARTICLE 34 - BENEFITS PROVISIONS 124
ARTICLE 35 – JOINT PROFESSIONAL DEVELOPMENT COMMITTEE 125
ARTICLE 36 - RETIREMENT GRATUITY (GRANDPARENTING) 125
ARTICLE 37 – ACTING PRINCIPALS AND ACTING VICE-PRINCIPALS 126
ARTICLE 38 – PERFORMANCE APPRAISAL FOR EXPERIENCED TEACHERS (PAET) 126
ARTICLE 39 –NEW TEACHER INDUCTION PROGRAM (NTIP) 127
ARTICLE 40 – BOARD LEVEL JOINT STAFFING COMMITTEE 128
ARTICLE 41 - ATTENDANCE INCENTIVE 129
ARTICLE 42 – DELEGATION OF LIMITED AUTHORITY TO A TEACHER 129
ARTICLE 43 – OPENING OF A NEW SCHOOL 130
ARTICLE 44 – SCHOOL CLOSURE 131
ARTICLE 45 – SECONDARY SCHEDULING ALTERNATIVES 131
ARTICLE 46 - ST. NICHOLAS ADULT HIGH SCHOOL STAFFING MODEL 132
ARTICLE 47 - MEDICAL AND PHYSICAL PROCEDURES 132
ARTICLE 48 - COVERAGE FOR EXTRA CURRICULAR ACTIVITIES 133
ARTICLE 49 - STAFF MEETINGS 133

ARTICLE 50 - HOME INSTRUCTION 134
LETTERS OF UNDERSTANDING
TRANSITIONAL JOB SECURITY 135
HEALTH AND SAFETY 136
ALTERNATE SCHOOL DAY SCHEDULE 137
ELEMENTARY FRENCH TEACHERS 139
REACH AHEAD SUMMER E-LEARNING 140
TECHNOLOGY AND PLATFORM COMMITTEE 141
SELF FUNDED LEAVE PLAN PILOT PROJECT 142
TEACHER WELLNESS 143
KINDERGARTEN EDUCATOR ROLE REVIEW 143
LOCAL SCHOOL STAFFING CONSULTATION 143
PART B: SECTION 2 - OCCASIONAL TEACHERS LOCAL AGREEMENT

ARTICLE 1 - DEFINITIONS 145
ARTICLE 2 - RECOGNITION 145
ARTICLE 3 – NO DISCRIMINATION 145
ARTICLE 4 – MANAGEMENT RIGHTS 146
ARTICLE 5 - DENOMINATIONAL RIGHTS 146
ARTICLE 6 - ASSOCIATION DUES 146
ARTICLE 7 - INFORMATION TO MEMBERS 146
ARTICLE 8 - PROBATIONARY PERIOD/JUST CAUSE 147
ARTICLE 9 - GRIEVANCE PROCEDURE 148
ARTICLE 10 - ARBITRATION 149
ARTICLE 11 - ACCESS TO RECORDS 150
ARTICLE 12 - LEAVES WITH PAY FOR LONG-TERM OCCASIONAL TEACHERS 151
ARTICLE 13 - OCCASIONAL TEACHERS’ ROSTER 152
ARTICLE 14 - CENTRAL DISPATCH SYSTEM AND CALL OUT PROCEDURE 154

ARTICLE 15 - DAILY RATES OF PAY 156
ARTICLE 16 - REPORTING PAY 157
ARTICLE 17 - TRAVEL ALLOWANCE 157
ARTICLE 18 - RETROACTIVITY 158
ARTICLE 19 – JOINT CONSULTATION COMMITTEE (JCC) 158
ARTICLE 20 - PROFESSIONAL DEVELOPMENT DAYS 158
ARTICLE 21 - NO STRIKES OR LOCK-OUTS 158
ARTICLE 22 - DISTRIBUTION OF AGREEMENT 159
ARTICLE 23 - DURATION OF AGREEMENT 159
ARTICLE 24 - NOTICE OF RENEWAL 159
ARTICLE 25 - BENEFITS 159
ARTICLE 26 - WORKING CONDITIONS 159
ARTICLE 27 – INFORMATION DISCLOSURE TO THE OCCASIONAL TEACHER BARGAINING UNIT 160
ARTICLE 28 – HIRING PRACTICE 161
ARTICLE 29 - RELIGIOUS EDUCATION 162
ARTICLE 30 - OCCUPATIONAL HEALTH & SAFETY TRAINING AND PROFESSIONAL DEVELOPMENT 162
ARTICLE 31 - LONG-TERM OCCASIONAL PAY 162
LETTERS OF UNDERSTANDING 163

Alternate School Day Schedule 163
Professional Growth Work Group 163
Occasional Teacher Shortage Commi ee 163
Communica ng with Occasional Teachers 164
Elementary Pre-Booking Pilot 164
APPENDIX A 165
APPENDIX B 168
APPENDIX C 169
PART A: CENTRAL AGREEMENT
COLLECTIVE AGREEMENT
BETWEEN
AND
THE ONTARIO ENGLISH CATHOLIC

FOR THE PERIOD
SEPTEMBER 1, 2019 TO AUGUST 31, 2022

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1 TERM, NOTICE AND RENEWAL OF COLLECTIVE AGREEMENT
1.1 Term of Agreement

The term of this collective agreement, including central terms and local terms, shall
be for a period of three (3) years from September 1, 2019 to August 31, 2022
inclusive.
1.2 Amendment of Terms
While a collective agreement is in operation, the central terms of this agreement,
including term, may only be amended in accordance with the School Boards
Collective Bargaining Act, 2014.
1.3 Notice to Bargain
Whereas central bargaining is required under the School Boards Collective
Bargaining Act, 2014, notice to bargain centrally shall be in accordance with that
Act, and with the Labour Relations Act. Notice to bargain centrally constitutes notice
to bargain locally.
2 SALARY, WAGES, ALLOWANCES
2.1 School boards shall adjust their current salary grids, wage schedules and allowances
in accordance with the following schedule:
2.1.1 September 1, 2019: 1%
2.1.2 September 1, 2020: 1%
2.1.3 September 1, 2021: 1%
3 SICK LEAVE/SHORT-TERM LEAVE AND DISABILITY PLAN – PERMANENT

TEACHERS
3.1 Sick Leave Benefit Plan

The school board will provide a sick leave/short-term leave and disability plan which
will provide sick leave days and short-term leave and disability coverage to
permanent full-time and part-time teachers, when the teacher is ill or injured or for
purposes of personal medical appointments as described below. Teachers employed
in a term position (including but not limited to adult and continuing education
assignments) or filling a long-term assignment, shall be eligible to receive sick leave
benefits under this plan in accordance with the provisions in the Sick
Leave/Short-Term Leave and Disability Plan – Long-Term Occasional Teachers and
Teachers Employed in a Term Position. A teacher is eligible for a full allocation of sick
leave and short-term leave and disability plan days regardless of start date of
employment. Sick leave/Short-Term Leave and Disability Plan days will be deducted
in increments consistent with existing practices.
3.2 Sick Leave Days

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Subject to paragraphs 3.4-3.8 below, full-time teachers will be allocated eleven (11)
sick days payable at one hundred percent (100%) of salary on the first day of each
school year. (Clarification- For permanent full time teachers the rate will be
calculated by dividing annual grid salary inclusive of any applicable allowances, by
194.) When a teacher’s employment status is less than full time, the teacher’s
eligibility for sick leave credits shall be prorated by the ratio that the teacher’s FTE
status is to full time status. Teachers on an unpaid leave of absence are not eligible
to access benefits under this article for the portion of the workday for which the
teacher is on an unpaid leave of absence. Sick leave days may be used for reasons
of personal illness and injury, and personal medical appointments.
3.3 Short-Term Leave and Disability Plan (STLDP)

Subject to paragraphs 3.4-3.8 below, full-time teachers will be allocated one
hundred and twenty (120) STLDP days on the first day of each school year. If a
teacher’s employment status is less than full time, the teacher’s eligibility for
short-term disability days shall be prorated by the ratio that the teacher’s FTE status
is to full time status. Teachers on an unpaid leave of absence are not eligible to
access benefits under this article for the portion of the workday for which the teacher
is on an unpaid leave of absence. Teachers eligible to access short-term leave and
disability coverage shall receive payment equivalent to ninety percent (90%) of
annual grid salary (calculated by annual grid salary inclusive of any applicable
allowances, multiplied by 90% divided by 194), in accordance with the terms of this
central agreement.
3.4 Teacher Pension Plan Implications

3.4.1 Contributions will be made by the employee/plan member on the unpaid
portion of each sick leave day under the STLDP, unless directed otherwise in
writing by the employee/plan member;
3.4.2 The government/employer will be obligated to match these contributions;
3.4.3 If the plan member/employee exceeds the maximum allowable sick-days and
does not qualify for Long-Term Disability (LTD)/Long-Term Income Protection
(LTIP), pension contributions will cease and the employee is not eligible to earn
pensionable service until the LTD/LTIP claim is re-assessed and approved or if
the employee returns to active employment whether on a part time or
graduated basis.
3.4.3.1 If the LTD/LTIP claim is re-assessed and approved, then the member will
be entitled to earn service by making contributions subject to existing
plan provisions for a period of time that does not exceed the difference
between the last day of work and the day when LTIP benefits begin and
the government/employer will be obligated to match these
contributions.
3.4.3.2 If not approved for LTD/LTIP, such absence shall be subject to existing
plan provisions.
3.5 Eligibility and Allocation

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3.5.1 The allocations outlined in paragraphs 3.2 and 3.3 above, will be provided on
the first day of each school year. In the event that a teacher is absent on the
first day of the school year, the allocations outlined in paragraphs 3.2 and 3.3
above will be granted subject to the restrictions outlined in paragraphs 3.5.3
to 3.5.5. If a teacher is absent on the last day of a school year and the first
day of the following school year for unrelated reasons, the allocations outlined
in paragraphs 3.2 and 3.3 above will be provided on the first day of the school
year.
3.5.2 Changes to the teacher’s employment status during a school year shall result in
an adjustment to allocations, as per 3.2 Sick Leave Days and 3.3 Short-Term
Leave and Disability Plan.
3.5.3 Where a teacher is accessing sick leave and/or the short-term leave and
disability plan in a school year and the absence for the same condition
continues into the following school year, the teacher will continue to access any
unused sick leave days or short-term disability days from the previous school
year’s allocation. A new allocation in accordance with paragraphs 3.2 and 3.3
will not be provided to the teacher until s/he has submitted medical clearance
(consistent with the requirements of paragraph 3.7) confirming that s/he is
able to return to work and a bona fide return to work occurs.
3.5.4 A teacher who has utilized 131 days of combined sick leave and short-term
leave and disability leave in the immediately preceding school year and
continues to be absent for the same condition must provide medical clearance
(consistent with the requirements of paragraph 3.7) confirming s/he is able to
return to work and a bona fide return to work occurs, before s/he will be
allocated further leave under this Article in the next school year.
3.5.5 A teacher returning from a long-term disability leave must provide medical
clearance (consistent with the requirements of paragraph 3.7) confirming s/he
is able to return to work and a bona fide return to work occurs for the teacher
to receive a new allocation of sick leave/short-term leave and disability leave.
If the teacher has a recurrence of the same illness or injury the teacher is
required to apply to reopen the previous LTD or WSIB claim.
3.5.6 WSIB remains first payor. A teacher who is receiving benefits under the
Workplace Safety and Insurance Act, is not entitled to benefits under a school
board’s sick leave and short-term leave and disability plan for the same
condition. However, where a teacher is receiving partial benefits under WSIB,
they may be entitled to receive benefits under the sick leave plan, subject to
the circumstances of the specific situation. During the interim period from the
date of injury/incident or illness to the date of approval by the WSIB of the
claim, the teacher may access sick leave and short-term leave and disability
coverage. A reconciliation of sick leave deductions made and payments
provided, will be undertaken by the school board once the WSIB has
adjudicated and approved the claim. In the event that the WSIB does not

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approve the claim, the school board shall deal with the absence consistent with
the terms of this sick leave and short-term leave and disability plan.
3.5.7 LTD remains first payor. A teacher who is receiving benefits under an LTD plan,
is not entitled to benefits under a school board’s sick leave and short-term
leave and disability plan for the same condition. However, where a teacher is
receiving partial benefits under an LTD plan, they may be entitled to receive
benefits under the sick leave plan, subject to the circumstances of the specific
situation. During the interim period from the date of injury/incident or illness to
the date of approval by the LTD carrier of the claim, the teacher may access
sick leave and short-term leave and disability coverage. A reconciliation of sick
leave deductions made and payments provided, will be undertaken by the
school board once the LTD carrier has adjudicated and approved the claim. In
the event that the LTD carrier does not approve the claim, the school board
shall deal with the absence consistent with the terms of this sick leave and
short-term leave and disability plan.
3.5.8 Where a teacher is not receiving benefits from another source, and is working
less than their full time equivalency in the course of a graduated return to work
as the teacher recovers from an illness or injury, the teacher may use any
sick/short-term leave and disability allocation remaining, if any, for the portion
of the day where the teacher is unable to work due to illness or injury. A partial
sick/short-term leave day will be deducted for an absence of a partial day in
the same proportion as the duration of the absence is to a full instructional
day.
3.6 Short-Term Leave and Disability Plan Top-Up (STLDPT)

For teacher absences that extend beyond the eleven (11) sick leave days provided
above, teachers will have access to a sick leave top up for the purpose of topping up
salary to one hundred percent (100%) under the Short-term Leave and Disability
Plan.
This top up is calculated as follows:
3.6.1 Eleven (11) days less the number of sick days used in the prior year. These
days constitute the top-up bank.
3.6.2 In addition to the top-up bank, compassionate leave top-up may be considered
at the discretion of the board. The compassionate leave top-up will not exceed
two (2) days and is dependent on having two (2) unused leave days in the
current year. These days can be used to top-up salary as described in 3.6.1
above.
3.6.3 When teachers use any part of a short-term sick leave day they may access
their top-up bank to top up their salary to 100%. For clarity, one day in a
top-up bank may be used to top-up ten days of STLDP from 90% to 100% of
salary.

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3.7 Administration
3.7.1 A school board may request medical confirmation of illness or injury confirming
the dates of absence, the reason therefore (omitting a diagnosis), the teacher’s
prognosis and any limitations or restrictions. Medical confirmation will be
required to be provided by the teacher as determined by the school board for
absences of 5 consecutive days or greater. Boards are entitled to make
reasonable follow up requests and seek reasonable periodic updates. Requests
shall be sent to the teacher who shall be responsible for authorizing their
medical practitioner to respond in a timely fashion. The medical confirmation
and follow up requests may be required to be provided in the attached form
(Appendix B) or on forms as mutually agreed between the school board and
the Association, where appropriate. Where a school board requires the
completion of the attached form (or other similar form) it shall reimburse the
cost up to a maximum of $45.00, or in accordance with existing practice (i.e.
the manner in which it was reimbursed as of August 31, 2014).
3.7.2 School boards shall provide to the local unit president(s) a list of all teachers
who have been absent for eleven (11) or more consecutive days within a week
following the end of each calendar month. This report shall be for the purpose
of activating the early intervention program associated with the OECTA LTD
plan.
3.7.3 Teachers returning to work after an extended medical leave of absence or

seeking accommodation will be required to provide medical clearance
(consistent with the requirements herein) providing confirmation of fitness to
return to work, outlining any limitations or restrictions prior to returning to
active employment. A return to work meeting shall occur prior to the teacher
returning to active employment. The returning teacher, the unit president (or
designate) and Human Resource Supervisory Officer (or designate) shall be
notified of and entitled to attend the return to work meeting. The parties agree
that return to work meetings are to be scheduled in a timely manner but not
more than ten (10) weekdays after receiving medical clearance and any
reasonably required follow up to return to active employment. Requests for
follow up information shall be made in a timely manner. The timelines may be
extended if there are extenuating circumstances, by mutual agreement.
3.7.4 In cases where a teacher refuses to reasonably cooperate in the administration

of the sick leave and short-term leave and disability plan, access to
compensation may be suspended or denied. Before access to compensation is
denied, discussion will occur between OECTA and the school board.
Compensation will not be denied for the sole reason that the medical
practitioner refuses to provide the required medical information. In such cases,
a school board may require an independent medical examination to be
completed by a medical practitioner qualified in respect of the illness or injury
at issue of the school board’s choice at the school board’s sole expense.

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In cases where the teacher’s failure to cooperate is the result of a medical

condition, the board shall consider those extenuating circumstances in arriving
at a decision.
3.7.5 Medical information collected under this article will not be subject to
unreasonable review by boards. Boards will accommodate limitations and
restrictions consistent with their duty to accommodate.
3.8 Long Term Disability (LTD)

3.8.1 The school board shall cooperate in the administration of the LTD Plan. It is
understood that administration means that the school board will co-operate
with the enrolment and deduction of premiums and provide available necessary
data to the insurer, upon request. The school board will remit premiums
collected to the carrier on behalf of the teachers.
3.8.2 Where the plan administrator implements changes in the terms and conditions
of the LTD Plan or the selection of an insurance carrier, the school board shall,
for administrative purposes, be advised of changes at least thirty (30) days
prior to the date the changes are to be implemented.
3.8.3 The Association is the policyholder of the Long-Term Disability Plans effective
January 1, 2013, except as determined by 3.8.9 below. School boards shall
promptly provide all data, related to the Long-Term Disability Plans, as
requested by the Association’s carrier.
3.8.4 All teachers shall participate in the Long-Term Disability Plan as a condition of
their employment subject to the terms of the respective plan.
3.8.5 The Association will work with school boards and/or OCSTA to consider
including non-teaching staff in a separate plan(s) where the viability of a
current LTD plan remains in question after the teachers are withdrawn from the
existing plan. The Association will decide upon any request by a school board
whether or not to accept other employee groups into a long term disability
plan(s), subject to plan provisions as determined by the Association.
3.8.6 The school boards shall enroll all teachers, identified in paragraph 3.8.4 above,
in the Long-Term Disability Plan in the manner prescribed by the Association.
3.8.7 The school boards shall complete the Plan Administrator Statement as required
by the plan provisions. The plan provider shall provide teachers identified in
paragraph 3.8.4 above represented by the Association with LTD Claim kits.
3.8.8 The school boards shall be responsible for the deduction and remittance of LTD
premium contributions within fifteen (15) days in the manner prescribed by the

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Association. Boards shall be responsible for collecting premiums from teachers

who are on a leave of absence from the board.
3.8.9 The Association shall consider requests by the Dufferin-Peel, Huron-Superior
and London District Catholic School Boards to be a part of the Association
Long-Term Disability Plan. The school boards shall continue to pay the LTD
premiums for teachers and remit said premiums in accordance with paragraph
3.8.8 above unless otherwise agreed to by those school boards and the
respective local units of the Association.
3.8.10 The Association shall assume all other administrative functions of the
Long-Term Disability Plans for the Teachers.
3.8.11 The Association shall determine the design of the Long-Term Disability Plans,
the terms and conditions of the plans and the selection of carrier(s), except for
those boards listed in 3.8.9 above.
3.8.12 The school board shall provide the local unit notice regarding all individuals
who begin to access the short-term leave and disability plan.
3.8.13 School boards shall participate in early intervention programs initiated on

behalf of disabled teachers.
3.8.14 School boards shall participate in return to work programs initiated on behalf of
disabled teachers.
3.8.15 School boards will not draw down on reserves, surpluses and/or deposits out of
the teachers’ share of the LTD plan without the express written consent of the
Association. Such consent shall not be unreasonably withheld. This clause
does not apply where the school board pays 100% of the LTD premiums
(Dufferin-Peel CDSB and Huron-Superior CDSB).
3.8.16 LTD is separate and distinct from STLDP and sick leave. An unsuccessful LTD
claim does not preclude a teacher from receiving STLDP and sick leave.
4 SICK LEAVE/SHORT-TERM DISABILITY PLAN – LONG-TERM OCCASIONAL

TEACHERS AND TEACHERS EMPLOYED IN A TERM POSITION
4.1 Sick Leave Benefit Plan

The school board will provide a sick leave/short-term leave and disability plan
which will provide sick leave days and short-term leave and disability coverage to
teachers employed in a term position (including but not limited to adult and
continuing education assignments) or filling a long-term assignment, when the
teacher is ill or injured or for purposes of personal medical appointments as
described below. Sick leave/Short-Term Leave and Disability Plan days will be
deducted in increments consistent with existing practices.

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4.2 Sick Leave Days

Subject to paragraphs 4.4 - 4.6 below, teachers employed by a board to fill a
term or long-term teaching assignment that is a full year will be allocated eleven
(11) sick days payable at one hundred percent (100% - calculated by dividing
annual grid salary, inclusive of any applicable allowances, by 194 OR their daily
rate, as applicable) allocated at the commencement of the assignment. A teacher
who is employed by a board to fill a term or long-term teaching assignment that
is less than a full year will be allocated eleven (11) sick days, reduced to reflect
the proportion the assignment bears to the length of the regular work year (194
days), and allocated at the start of the assignment. If a teacher’s employment
status is less than full-time, the teacher’s allocation of sick leave credits shall be
prorated by the ratio that the teacher’s FTE status is to full-time status. Sick
leave days may be used for reasons of personal illness and injury, and personal
medical appointments.
4.3 Short-Term Leave and Disability Plan (STLDP)

4.3.1 Subject to paragraphs 4.4 - 4.6 below, a teacher employed by a board to fill a
term or long-term teaching assignment that is a full year will be allocated one
hundred and twenty (120) STLDP days on the first day of the teacher’s
assignment. A teacher who is employed by a board to fill a term or long-term
teaching assignment that is less than a full year will be allocated one hundred
and twenty (120) STLDP days, reduced to reflect the proportion the
assignment bears to the length of the regular work year (194 days), and
allocated at the start of the assignment. If a teacher’s employment status is
less than full time, the teacher’s eligibility for short-term leave and disability
days shall be prorated by the ratio that the teacher’s FTE status is to full time
status. Teachers eligible to access short-term leave and disability coverage
shall receive payment equivalent to ninety percent (90%) of their applicable
salary or daily rate.
4.3.2 A teacher employed by a board to fill a term or long-term teaching assignment

may carry over unused sick leave from one term or long-term teaching
assignment to another term or long-term teaching assignment within the same
school year.
4.4 Teacher Pension Plan Implications

4.4.1 Contributions will be made by the employee/plan member on the unpaid
portion of each sick leave day under the STLDP, unless directed otherwise in
writing by the employee/plan member;
4.4.2 The government/employer will be obligated to match these contributions;

4.4.3 If the plan member/employee exceeds the maximum allowable sick-days and
does not qualify for Long-Term Disability (LTD)/Long-Term Income Protection
(LTIP), pension contributions will cease and the employee is not eligible to earn
pensionable service until the LTD/LTIP claim is re-assessed and approved or if

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the employee returns to active employment whether on a part time or

graduated basis.
4.4.3.1 If the LTD/LTIP claim is re-assessed and approved, then the member will
be entitled to earn service by making contributions subject to existing
plan provisions for a period of time that does not exceed the difference
between the last day of work and the day when LTD/LTIP benefits begin
and the government/employer will be obligated to match these
contributions.
4.4.3.2 If not approved for LTD/LTIP, such absence shall be subject to existing
plan provisions.
4.5 Eligibility and Allocation

4.5.1 The allocations outlined in paragraphs 4.2 - 4.3 above, will be provided on the
first day of the term or long-term assignment.
4.5.2 Sick leave and short-term leave and disability plan leave may only be accessed
by teachers in the school year in which the allocation was provided. A teacher
may use any remaining allocation of sick leave or short-term leave and
disability leave in a subsequent term or long-term assignment, provided the
assignments occur in the same school year.
4.5.3 Changes to the teacher’s assignment during a school year shall result in an
adjustment to allocations, as per 4.2 Sick Leave Days and 4.3 Short-Term
Leave and Disability Plan.
4.5.4 WSIB remains first payor. A teacher who is receiving benefits under the
Workplace Safety and Insurance Act, is not entitled to benefits under a school
board’s sick leave and short-term leave and disability plan for the same
condition. However, where a teacher is receiving partial benefits under WSIB,
they may be entitled to receive benefits under the sick leave plan, subject to
the circumstances of the specific situation. During the interim period from the
date of injury/incident or illness to the date of approval by the WSIB of the
claim, the teacher may access sick leave and short-term leave and disability
coverage. A reconciliation of sick leave deductions made and payments
provided, will be undertaken by the school board once the WSIB has
adjudicated and approved the claim. In the event that the WSIB does not
approve the claim, the school board shall deal with the absence consistent with
the terms of this sick leave and short-term leave and disability plan.
4.5.5 LTD remains first payor. A teacher who is receiving benefits under an LTD plan,
is not entitled to benefits under a school board’s sick leave and short-term
leave and disability plan for the same condition. However, where a teacher is
receiving partial benefits under an LTD plan, they may be entitled to receive
benefits under the sick leave plan, subject to the circumstances of the specific
situation. During the interim period from the date of injury/incident or illness to
the date of approval by the LTD carrier of the claim, the teacher may access
sick leave and short-term leave and disability coverage. A reconciliation of sick

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leave deductions made and payments provided, will be undertaken by the

school board once the LTD carrier has adjudicated and approved the claim. In
the event that the LTD carrier does not approve the claim, the school board
shall deal with the absence consistent with the terms of this sick leave and
short-term leave and disability plan.
4.5.6 Where a teacher is not receiving benefits from another source, and is working
less than their full time equivalency in the course of a graduated return to work
as the teacher recovers from an illness or injury, the teacher may use any sick
leave/short-term disability leave allocation remaining, if any, for the portion of
the day where the teacher is unable to work due to illness or injury. A partial
sick leave/short-term disability leave day will be deducted for an absence of a
partial day in the same proportion as the duration of the absence is to a full
instructional day.
4.6 Administration
4.6.1 A school board may request medical confirmation of illness or injury confirming
the dates of absence, the reason therefore (omitting a diagnosis), the teacher’s
prognosis and any limitations or restrictions. Medical confirmation will be
required to be provided by the teacher as determined by the school board for
absences of 5 consecutive days or greater. Boards are entitled to make
reasonable follow up requests and seek reasonable periodic updates. Requests
shall be sent to the teacher who shall be responsible for authorizing their
medical practitioner to respond in a timely fashion. The medical confirmation
and follow up requests may be required to be provided in the attached form
(Appendix B) or on forms as mutually agreed between the school board and
the Association, where appropriate. Where a school board requires the
completion of the attached form (or other similar form) it shall reimburse the
cost up to a maximum of $45.00, or in accordance with existing practice (i.e.
the manner in which it was reimbursed as of August 31, 2014).
4.6.2 Teachers returning to work after an extended medical leave of absence or

seeking accommodation will be required to provide medical clearance
(consistent with the requirements herein) providing confirmation of fitness to
return to work, outlining any limitations or restrictions prior to returning to
active employment. A return to work meeting shall occur prior to the teacher
returning to active employment. The returning teacher, the unit president (or
designate) and Human Resource Supervisory Officer (or designate) shall be
notified of and entitled to attend the return to work meeting. The parties agree
that return to work meetings are to be scheduled in a timely manner but not
more than ten (10) weekdays after receiving medical clearance and any
reasonably required follow up to return to active employment. Requests for
follow up information shall be made in a timely manner. The timelines may be
extended if there are extenuating circumstances, by mutual agreement.
4.6.3 In cases where a teacher refuses to reasonably cooperate in the administration

of the sick leave and short-term leave and disability plan, access to
compensation may be suspended or denied. Before access to compensation is

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denied, discussion will occur between OECTA and the school board.
Compensation will not be denied for the sole reason that the medical
practitioner refuses to provide the required medical information. In such
cases, a school board may require an independent medical examination to be
completed by a medical practitioner qualified in respect of the illness or injury
at issue of the school board’s choice at the school board’s sole expense.
In cases where the teacher’s failure to cooperate is the result of a medical

condition, the board shall consider those extenuating circumstances in arriving
at a decision.
4.6.4 Medical information collected under this article will not be subject to
unreasonable review by boards. Boards will accommodate limitations and
restrictions consistent with their duty to accommodate.
4.7 Long Term Disability (LTD)

4.7.1 The school board shall cooperate in the administration of the LTD Plan. It is
understood that administration means that the school board will co-operate
with the enrolment and deduction of premiums and provide available necessary
data to the insurer, upon request. The school board will remit premiums
collected to the carrier on behalf of the teachers.
4.7.2 Where the plan administrator implements changes in the terms and conditions
of the LTD Plan or the selection of an insurance carrier, the school board shall,
for administrative purposes, be advised of changes at least thirty (30) days
prior to the date the changes are to be implemented.
4.7.3 The Association is the policyholder of the Long-Term Disability Plans effective
January 1, 2013, except as determined by 4.7.9 below. School boards shall
promptly provide all data, related to the Long-Term Disability Plans, as
requested by the Association’s carrier.
4.7.4 All teachers shall participate in the Long-Term Disability Plan as a condition of
their employment subject to the terms of the respective plan.
4.7.5 The Association will work with school boards and/or OCSTA to consider
including non-teaching staff in a separate plan(s) where the viability of a
current LTD plan remains in question after the teachers are withdrawn from the
existing plan. The Association will decide upon any request by a school board
whether or not to accept other employee groups into a long term disability
plan(s), subject to plan provisions as determined by the Association.
4.7.6 The school boards shall enroll all teachers, identified in paragraph 4.7.4 above,
in the Long-Term Disability Plan in the manner prescribed by the Association.

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4.7.7 The school boards shall complete the Plan Administrator Statement as required
by the plan provisions. The plan provider shall provide teachers identified in
paragraph 4.7.4 above represented by the Association with LTD Claim kits.
4.7.8 The school boards shall be responsible for the deduction and remittance of LTD
premium contributions within fifteen (15) days in the manner prescribed by the
Association. Boards shall be responsible for collecting premiums from teachers
who are on a leave of absence from the board.
4.7.9 The Association shall consider requests by the Dufferin-Peel, Huron-Superior,

and London District Catholic School Boards to be a part of the Association
Long-Term Disability Plan. The school boards shall continue to pay the LTD
premiums for teachers and remit said premiums in accordance with paragraph
4.7.8 above, unless otherwise agreed to by those school boards and the
respective local units of the Association.
4.7.10 The Association shall assume all other administrative functions of the
Long-Term Disability Plans for the Teachers.
4.7.11 The Association shall determine the design of the Long-Term Disability Plans,
the terms and conditions of the plans and the selection of carrier(s), except for
those boards listed in 4.7.9 above.
4.7.12 The school board shall provide the local unit notice regarding all individuals
who begin to access the short term leave and disability plan.
4.7.13 School boards shall participate in early intervention programs initiated on

behalf of disabled teachers.
4.7.14 School boards shall participate in return to work programs initiated on behalf of
disabled teachers.
4.7.15 School boards will not draw down on reserves, surpluses and/or deposits out of
the teachers’ share of the LTD plan without the express written consent of the
Association. Such consent shall not be unreasonably withheld. This clause does
not apply where the school board pays one hundred percent (100%) of the LTD
premiums (Dufferin-Peel CDSB and Huron-Superior CDSB).

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4.7.16 LTD is separate and distinct from STLDP and sick leave. An unsuccessful LTD
claim does not preclude a teacher from receiving STLDP and sick leave.
5 RETIREMENT GRATUITIES
5.1 Effective August 31, 2012, employees eligible for a retirement gratuity (as set out in
the Letter of Agreement #1) shall have accumulated sick days vested, up to the
maximum eligible under the retirement gratuity plan.
6 PROFESSIONAL JUDGMENT AND EFFECTIVE USE OF DIAGNOSTIC

ASSESSMENT
6.1 Should an existing local collective agreement provision provide a greater benefit to a
teacher than the benefit provided by this provision, the existing provision shall prevail.
6.2 "Teachers' professional judgments are at the heart of effective assessment,

evaluation, and reporting of student achievement." Growing Success: Assessment,
Evaluation, and Reporting in Ontario Schools, First Edition, 2010.
A teacher's professional judgment is the cornerstone of assessment and evaluation.

Diagnostic assessment is used to identify a student's needs and abilities and the
student's readiness to acquire the knowledge and skills outlined in the curriculum
expectations. Information from diagnostic assessments helps teachers determine
where individual students are in their acquisition of knowledge and skills so that
instruction is personalized and tailored to the appropriate next steps for learning.
The ability to choose the appropriate assessment tool(s), as well as the frequency
and timing of their administration, allows the teacher to gather data that is relevant,
sufficient and valid in order to make judgments on student learning during the
learning cycle.
Diagnostic Assessment
Boards shall provide a list of pre-approved assessment tools consistent with their Board
improvement plan for student achievement and which is compliant with Ministry of Education
PPM (PPM 155: Diagnostic Assessment in Support of Student Learning, date of issue January
7, 2013).
6.2.1 Teachers shall use their professional judgment to determine which assessment
and/or evaluation tool(s) from the Board list of preapproved assessment tools
is applicable, for which student(s), as well as the frequency and timing of the
tool. In order to inform their instruction, teachers must utilize diagnostic
assessment during the school year.
6.3 Annual Learning Plan

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6.3.1 The Annual Learning Plan (ALP) is a component of the performance appraisal
framework for experienced teachers. Experienced teachers must
complete/update their ALP in accordance with Ministry and regulatory
requirements. The ALP is teacher-authored and directed and is developed in a
consultative and collaborative manner with the principal, or designate.
As determined by the local OECTA Unit, should Part B of the 2017-19 collective
agreement include superior provisions related to the Annual Learning Plan for
experienced teachers then those provisions shall prevail.
7 BENEFITS
7.1 Funding
7.1.1 There shall be no enhancements made to the OECTA Benefits Plan over the
term of the agreement exceeding 1% of total benefit costs, including any
reductions to premium share or introduction of premium holidays. The OECTA
ELHT Trustees shall provide the sponsoring parties of the ELHT information that
confirms the cost of the increases at the ELHT’s expense, should any of the
sponsoring parties request it.
7.1.2 The per FTE funding amount shall be increased as follows:
7.1.2.1 Funding amounts for benefits improvements:

i. September 1, 2019: 1%
ii. September 1, 2020: 1%
iii. September 1, 2021: 1%
7.1.2.2 In addition to 7.1.2.1 the funding amounts for inflation:

i. September 1, 2019: 3%
ii. September 1, 2020: 3%
iii. September 1, 2021: 3%
7.1.3 In addition to the above the Crown shall make a one-time payment to the
OECTA ELHT – OECTA separate account if the following should occur:
i. If the audited financial statements for the year ending in December

31, 2020 reports net assets below 8.3% of the OECTA Teachers’
Benefits Plan costs for that year due to inflation, the one-time
payment shall be equal to 3% of the annual employer contributions
for the OECTA Teachers’ Benefits Plan for the 2020-21 school year.
ii. If no payment is made under i) and should the audited financial

statements for the year ending December 31, 2021 report net
assets below 15% of the OECTA Benefits Plan costs for the year due
to inflation, the one-time payment shall be equal to the lesser of:
1) 3% of the of the employer contributions for the OECTA
Teachers’ Benefits Plan for the 2021-22 school year; or
2) The difference between the reported net assets and the
15% threshold.

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7.1.4 The Crown shall make only one payment under 7.1.3. The payment shall be
made within 90 days of receipt of the audited financial statements.
7.2 INFORMATION TO BE PROVIDED TO PLAN

ADMINISTRATOR/ASSOCIATION
7.2.1 Each school board shall provide to the plan administrator, information
necessary to enroll members and process changes in members’ status, as
determined by the plan administrator acting reasonably, including but not
limited to all new hires. Said information shall be provided via Board HRIS files,
in accordance with the schedule(s) to be determined by the plan administrator
acting reasonably, as part of the school board’s HRIS file following the school
board becoming aware of the hire or change in the member’s status. School
boards shall provide future dated status changes, once notified to do so by the
plan administrator.
7.2.2 Upon written request from the plan administrator acting reasonably, each
school board shall provide information required to correct or clarify information
previously provided by the school board. Correcting and clarifying information
shall be provided within seven (7) business days of receiving the written
request, recognizing that an unusual circumstance may arise which results in a
school board submitting the information late.
7.2.3 On the 1st business day of each month, school boards shall provide to the
Association all information identified on Appendix A. The Association shall
ensure that appropriate privacy safeguards are adopted to adequately protect
any personal information provided via Appendix A.
7.2.4 Each school board shall deduct from the wages of participating members
identified by the plan administrator, the amount of employee contributions that
the member is required to make, in accordance with a payroll file provided by
the plan administrator, and shall remit said contributions to the plan
administrator, on or before the first business day of each month.
7.2.5 The parties agree to form a committee to discuss and address data issues and
other issues of concern to OCSTA, school boards, the ELHT and the Association
in respect of benefits. The committee will include representation from the
central parties, school board staff, and the plan administrator. Representatives
from applicable HRIS vendors will also be requested to attend when
appropriate.

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8 EARNED LEAVE PLAN
8.1 Where a permanent teacher has acquired but not used an earned leave entitlement
under the earned leave plan, as identified below, such earned leave entitlement (to a
maximum of six days) may be used in accordance with the following:
8.2 Except as set out below, the earned leave program in article 8 of the 2014-17 collective
agreement shall have no force or effect after August 31, 2019.
8.2.1 Partially Paid Days may be used by no later than June 30, 2022 or if not utilized
by that date shall be paid out at the occasional teacher daily rate by the board
as at June 30, 2022.
8.2.2 Unpaid days may be used prior to June 30, 2023. If not used by that date the
unpaid days shall expire and have no residual value.
8.3 For purposes of calculating days earned in the 2018 -2019 school year, the following
shall apply:
8.3.1 The board will communicate no later than October 15, 2019, the 2018/2019
board average annual rate of permanent teachers’ absenteeism by bargaining
unit consisting of the use of paid sick leave, short-term disability, and other paid
leave days excluding bereavement, jury duty, quarantine, association leave,
long-term disability, and WSIB.
8.3.2 By October 15, 2019, the local unit shall be advised of the average rate of
absenteeism by bargaining unit. All permanent teachers shall be advised of their
own rate of absenteeism, and whether the teacher is entitled under 8.3.3 below.
8.3.3 Each permanent teacher shall be provided with earned leave days for the 2018
-19 school year in accordance with articles 8.5 to 8.10 inclusive of the 2014 – 17
collective agreement.
8.4 Unused earned leave days acquired up to June 30, 2019 and reported out as of October
15, 2019 may be used in accordance with the following:
8.4.1 Teachers requesting to schedule the leave day(s) shall provide at least twenty
(20) calendar days’ written notice of the requested days.
8.4.2 Access to leave days is available at any time during the school year.
8.4.3 Leave day(s) requests shall not be denied subject to reasonable system and
school requirements.
8.4.4 It is understood that teachers taking a leave day(s) shall be required to provide
appropriate work for each of their classes and other regular teaching and
assessment responsibilities shall be completed including but not limited to
preparation of report cards.
8.4.5 The following clause is subject to either Teacher Pension Plan amendment or
legislation:

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Within the purview of the Teachers’ Pension Act (TPA), the Minister of Education
will seek an agreement from the Ontario Teachers' Federation (OTF) to amend
the Ontario Teachers' Pension Plan (OTPP) to allow for adjusting pension
contributions to reflect the Earned Paid Leave Plan with the following principles:
8.4.5.1 Contributions will be made by the employee/plan member on the

unpaid portion of each partially-paid day (PPD) or unpaid day, unless
directed otherwise in writing by the employee/plan member;
8.4.5.2 The government/employer will be obligated to match these
contributions;
8.4.6 The Board shall report leave days to each Association Bargaining Unit, including
the names of applicants and the total approvals on an annual basis.
8.4.7 Leave days, once confirmed, are irrevocable by either the teacher or the board
except by mutual consent.
8.4.8 Leave day(s) requests are processed on a “first come, first served” basis.
8.4.9 Request for leave days on scheduled Professional Activity days shall not be
denied.
8.4.10Leave days may be used in conjunction with existing contractual provisions (e.g.
Personal Days, other collective agreement leave provisions, etc.).
8.4.11All written requests for leave days shall be processed by the school board and
responded to in writing within ten (10) calendar days.
8.4.12Leave days shall not be subject to calendar restrictions.
8.5 Notwithstanding anything herein, attendance-related earned leave program provisions

in effect as of August 31, 2014 in Part B of the collective agreement shall continue to
remain in effect.
8.6 This article shall not diminish any right to grieve or process any grievance which
occurred on or before August 31, 2019 with respect to any alleged breach of the earned
leave program in article 8 of the 2014- 17 collective agreement.
9 RETURN TO BARGAINING UNIT FOR PERMANENT TEACHERS
9.1 In addition to any other applicable leave provisions, any teacher shall be entitled to
a board-approved unpaid leave of absence to work at another District School Board
in Ontario or any other employer. Leaves will be granted in increments of half-year
(semester/term) or full-year, as requested by the teacher, but shall not exceed
twenty-four (24) months. Such teacher shall return without loss of seniority within
the local bargaining unit. Application for this leave shall be made prior to March 1 of
the preceding school year.

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9.2 The return of any teacher to the bargaining unit is not contingent upon there being
a vacancy for which the individual is qualified.
10 RETURN TO BARGAINING UNIT FOR PRINCIPALS AND VICE-PRINCIPALS
10.1 Any principal or vice-principal who returns to the bargaining unit within twenty-four
(24) months of their appointment to administration shall be permitted to do so
without loss of seniority within the local bargaining unit.
10.2 If a vacancy is created by the appointment it shall be filled by a permanent teacher.
10.3 The return of any principal or vice-principal to the bargaining unit is contingent upon
there being a vacancy for which the individual is qualified. In the event that no such
vacancy exists, the principal or vice-principal shall be placed on the redundancy list.
10.4 No member of the bargaining unit shall be adversely affected by being displaced or
having their assignment changed as a result of the return, in the year in which the
principal or vice-principal returns to the bargaining unit.
11 BOARD-LEVEL JOINT STAFFING COMMITTEE (JSC)
11.1 Should any 2012-2014 collective agreement (including practices thereunder, Letters
of Intent or Understanding, Minutes of Settlement, or other memoranda) contain
superior board level joint staffing committee provisions to any central or local term,
or conditions that are otherwise not addressed in central or local terms, those
provisions shall endure and prevail.
11.2 The Board-Level Joint Staffing Committee (JSC) shall meet within thirty (30) days of
ratification of this agreement.
11.3 The committee shall be comprised of equal numbers of members to be appointed by

the Association and the school board respectively, not to exceed six (6) members in
total.
11.4 The committee shall have co-chairs selected by the Association and the school board
respectively from among their appointees to the committee.
11.5 The committee co-chairs shall draft agenda and discussion items collaboratively.
11.6 At a minimum, the JSC shall meet at least once in each quarter as follows: by April
15, August 30, November 15, and January 15 of each school year, or as otherwise
mutually agreed.
11.7 Discussion items and functions shall include but are not limited to:
● Enrolment

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● Class size
● Existing staffing model and staff allocation
● Monitoring compliance with respect to Ministry/collective agreement staffing
requirements
● Making recommendations on and monitoring the implementation of new
programs/initiatives
11.8 The members of the JSC may request specific information to inform discussion of
agenda items and the performance of the committee's functions. Without limiting
the foregoing, the information provided to members of the JSC shall include:
● Information necessary to monitor compliance with staffing requirements
● Financial information that has been publicly approved by the Board
● The number of teachers employed by the school board and changes to the
numbers so employed
● Class sizes as at September 30th of each school year
● Continuing Education programs and related staffing
● NTIP
● Professional learning and Learning to 18 reforms
● E-learning
● Persons employed pursuant to letters of permission, temporary letters of
approval and use of uncertified teaching personnel
● Information relating to the employment or allocation of daily, long-term or
permanent assignments to occasional teachers
11.9 The School Board shall provide this information to the members of the JSC and the
Association no later than seventy-two (72) hours prior to JSC meetings unless
otherwise agreed.
12 RECALL RIGHTS
12.1 The parties agree that Local boards will increase the length of time contained in
their local collective agreements providing rights to recall by an additional two (2)
years.
12.2 For any board collective agreement that does not provide recall rights, that board
shall provide for rights of recall for a period of two (2) years.
12.3 By mutual agreement, local parties may negotiate changes to any aspects of recall
rights other than the duration of an employee’s recall rights.
13 WSIB TOP-UP
WSIB top up benefits shall be maintained in accordance with the 2008-2012 local
collective agreement. For clarity, where the current WSIB top up is deducted from sick
leave the board shall maintain the same level of top up without deduction from sick
leave.

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14 PREGNANCY LEAVE SEB PLAN
14.1 Teachers eligible for Employment Insurance while on pregnancy leave shall receive
100% of salary through a Supplemental Employment Benefit (SEB) plan for a total
of not less than eight (8) weeks immediately following the birth of her child. This
amount shall be received without deduction from sick leave or short term disability
coverage. The amount paid by the school board for the eight (8) week period shall
be equal to the teacher’s annual salary divided by the number of school days in a
school year (194 days), less the amount the teacher receives from Employment
Insurance.
14.2 Teachers not eligible for Employment Insurance while on pregnancy leave will
receive 100% of salary from the employer for a total of not less than eight (8)
weeks, with no deduction from sick leave or short term disability coverage. For
clarity, for any part of the eight (8) weeks that falls during a period of time that is
not paid (i.e. summer, March Break, etc.), the remainder of the eight (8) weeks of
top up shall be payable after that period of time. When the birth of the teacher’s
child occurs in a non-work period, she will nevertheless be provided with payment
for the 2 week waiting period as part of the 8 week SEB.
14.3 Teachers who require a longer than eight (8) week recuperation period shall have
access to sick leave and short term disability coverage through the school board’s
normal adjudication process.
14.4 Long Term Occasional Teachers, or teachers hired in term positions, shall be eligible
for the SEB as described herein for a maximum of eight (8) weeks with the length
of the benefit limited by the term of the assignment. Teachers on daily casual
assignments are not entitled to the benefits outlined in this article.
14.5 For clarity, the aforementioned eight (8) weeks of 100% salary is the minimum for
all eligible teachers. Where superior maternity entitlements existed in the
2008-2012 collective agreement, those superior provisions shall continue to apply.
14.6 Notwithstanding 14.1 through 14.5 above, where a bargaining unit so elects, the
SEB or salary replacement plan noted above will be altered to include six (6) weeks
at 100%, subject to the aforementioned rules and conditions, plus meshing with
any superior entitlements to maternity benefits contained in the 2008-2012
collective agreement. For example, a 2008-2012 collective agreement that includes
17 weeks at 90% would result in 6 weeks at 100% pay and an additional 11 weeks
at 90%.
15 STATUTORY LEAVES OF ABSENCE/SEB
15.1 Family Medical Leave or Critical Illness Leave

15.1.1 Family Medical Leave or Critical Illness Leave granted to a teacher under this
Article shall be in accordance with the provisions of the Employment Standards
Act, as amended.

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15.1.2 The teacher will provide to the employer such evidence as necessary to prove
entitlement under the ESA.
15.1.3 A teacher contemplating taking such leave(s) shall notify the employer of the
intended date the leave is to begin and the anticipated date of return to active
employment.
15.1.4 Seniority and experience continue to accrue during such leave(s).
15.1.5 Where a teacher is on such leave(s), the Employer shall continue to pay its
share of the benefit premiums, where applicable. To maintain participation and
coverage under the Collective Agreement, the teacher must agree to provide
for payment for the teacher’s share of the benefit premiums, where applicable.
15.1.6 In order to receive pay for such leaves, a teacher must access Employment
Insurance and the Supplemental Employment Benefit (SEB) in accordance with
15.1.7 to 15.1.10, if allowable by legislation. An employee who is eligible for
E.I. is not entitled to benefits under a school board’s sick leave and short term
leave and disability plan.
Supplemental Employment Benefits (SEB)

15.1.7 The Employer shall provide for permanent teachers who access such leaves, a
SEB plan to top up their E.I. Benefits. The permanent teacher who is eligible
for such leave shall receive 100% salary for a period not to exceed eight (8)
weeks provided the period falls within the school year and during a period for
which the permanent teacher would normally be paid. The SEB Plan pay will be
the difference between the gross amount the teacher receives from E.I. and
their regular gross pay.
15.1.8 Long Term Occasional Teachers with an assignment of at least ninety-seven
(97) school days in length shall also be eligible for the SEB plan with the length
of the benefit limited by the term of the assignment.
15.1.9 SEB payments are available only to supplement E.I. benefits during the
absence period as specified in this plan.
15.1.10 The teacher must provide the Board with proof that he/she has applied for and
is in receipt of employment insurance benefits in accordance with the
Employment Insurance Act, as amended, before SEB is payable.
16 16 PAID LEAVES OF ABSENCE
16.1 For permanent teachers and long-term occasional teachers, any leave of absence for
reasons other than illness or injury that, under a provision of the 2008-12 Collective
Agreement or board practices and policies in effect during the 2008-2012 collective
agreement that utilized deduction from sick leave, shall be granted without loss of
salary or deduction from sick leave, to a maximum of five (5) days per school year.
Collective agreements or board practices and policies in effect from September 1,
2012 to August 31, 2014, that had five (5) days or less, shall remain at that number.
Collective agreements or board practices and policies in effect from September 1,
2012 to August 31, 2014 that had more than five (5) days shall be limited to five (5)
days. These days shall not be used for the purpose of sick leave nor shall they be
accumulated from year-to-year.
16.2 Other paid leave provisions shall remain status quo to the local collective agreement.

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17 HIRING PRACTICES
OCSTA and OECTA agree that the hiring practices outlined below support school boards’
efforts to promote diversity in hiring practices and provide opportunities for mobility for
Catholic teachers.
All vacant Long-Term Occasional Teaching Assignments and Permanent Teaching

Positions shall be filled in accordance with the following:
17.1 Seniority
Seniority as an Occasional Teacher shall commence on the most recent date of hire
to the Occasional Teacher Bargaining Unit and shall continue uninterrupted
thereafter while employed in the occasional teacher bargaining unit.
17.2 The Occasional Teacher Seniority Roster (the “Roster”)

17.2.1The Roster shall contain, in decreasing order of seniority, the names of
the Occasional Teachers, their most recent date of hire to the
Occasional Teacher Bargaining Unit (seniority date), and their teaching
experience.
17.2.2For the purpose of establishing the order of the Roster, where seniority
is equal among two (2) or more Occasional Teachers, the tie shall be
broken according to the following criteria and in the following order,
based on the greater experience:
17.2.2.1 Experience accrued as a member of the Occasional Teacher
Bargaining Unit, defined as the total number of days
worked since the most recent date of hire to the Bargaining
Unit (seniority date);
17.2.2.2 Teaching experience as a certified teacher in Ontario;
17.2.2.3 Or failing that, by lot conducted in the presence of the local
Unit President or designate.
17.2.3The Board shall provide the Roster, as at September 1st of each school
year, to the local Unit President and shall post electronically a copy of
the Roster by Sept 30th of each school year.
17.2.4Interview and hiring cycles to the Roster shall occur a minimum of
twice during the school year. Where a school board is unable to fill all
daily teaching assignments on a regular basis, the school board shall
interview more frequently to attempt to increase the number of
occasional teachers on Roster, subject to the maximum number
allowed by the local collective agreement.
17.3 The Appointment of Occasional Teachers in Long Term Assignments:

Subject to denominational rights enjoyed by a Separate School Board, the
following shall be the process for the appointment of Occasional Teachers
into Long Term assignments:
17.3.1 The school board shall not make an offer to any other person to fill a
long-term assignment before having placed all redundant and
supernumerary teachers in order of seniority.
17.3.2 If the Long Term assignment is not filled in accordance with 17.3.1,
the school board shall post the assignment on its website for all

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occasional teachers on the school board’s Roster to access, for at

least three (3) weekdays, and will fill the assignment in accordance
with the following:
17.3.2.1 All Occasional Teachers shall have the ability to upload their
portfolio to a secure and confidential space on Apply to
Education or other equivalent space. Furthermore,
Occasional Teachers shall be able to add/delete documents
from their portfolio at all times;
17.3.2.2 The school board shall identify the five most senior
applicants to the LTO assignment posting who are available
for the assignment and hold the required qualifications for
the assignment, in accordance with articles 17.5.2 and 17.9
below. An Occasional Teacher shall be considered available
for the assignment if said teacher has not already been
assigned to another LTO position during the term of the LTO
assignment being filled in accordance with this process.
Each of the five most senior applicants shall be contacted
and asked to confirm that they wish to be considered for the
position. If any of the five applicants indicate that they do
not wish to be considered, the board shall contact the next
most senior qualified applicant, thereby ensuring that five
applicants are considered. No further changes shall be made
to the list of applicants to be considered for the assignment.
17.3.2.3 The school board shall select the successful applicant from
the applicants identified in 17.3.2.2. In doing so, the school
board shall access and consider the information contained in
the Occasional Teacher’s portfolio. Should less than five (5)
qualified applicants apply to the LTO assignment posting,
the school board shall select the successful applicant from
the qualified applicants;
17.3.2.4 If no qualified occasional teachers apply to the LTO
assignment posting or if all qualified applicants decline the
position, the school board may hire an external qualified
teacher, in accordance with articles 17.5.2 and 17.9 below,
who is not on the Roster, to fill this assignment.
17.4 Occasional Teacher Evaluations

17.4.1 All occasional teachers completing an LTO assignment of a minimum
of four (4) months in duration shall receive an evaluation using the
templated process that has been mutually agreed to by the school
board and OECTA. Should the occasional teacher receive an
unsatisfactory evaluation, an evaluation shall occur during the next
LTO assignment of at least two (2) months duration. Should the
occasional teacher receive a satisfactory evaluation at any time,
further evaluations may occur where a principal has reasonably
identified concerns in the occasional teacher’s performance.
17.4.2 Where an occasional teacher receives an unsatisfactory evaluation,
the school board shall arrange for a meeting with the Unit President
or designate and the occasional teacher. The meeting shall take place
within one month of the issuance of the evaluation, or as mutually
agreed to by the school board and the local unit president or
designate. The occasional teacher shall be debriefed, and provided
with a written improvement plan. The improvement plan shall identify

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recommendations to address any areas of improvement identified in

the evaluation. The recommendations and the timelines for
completion of the recommendations shall be reasonable and
accessible.
17.4.3 Occasional teachers who receive an unsatisfactory evaluation shall be

required to complete the recommendations found in the improvement
plan within the timelines identified. Said occasional teachers shall
remain eligible to apply and be considered for other LTO assignments
provided that the occasional teacher is able to demonstrate that they
are actively working to complete the recommendations.
17.4.4 Should the occasional teacher receive a second evaluation during the
completion of a subsequent LTO assignment and should that
evaluation result in an unsatisfactory rating, the school board shall
arrange for a meeting involving a supervisory officer, the Unit
President or designate and the occasional teacher. The meeting shall
take place within one month of the issuance of the evaluation, or as
mutually agreed to by the school board and the local unit president or
designate. The occasional teacher will be debriefed and provided with
a written improvement plan and a timeline for completion, in
accordance with 17.4.2. It is understood that the teacher will not be
eligible to apply for any subsequent LTO assignments until the
improvement plan has been successfully completed.
17.4.5 Should an occasional teacher receive three unsatisfactory evaluations

the school board may suspend the teacher’s eligibility for additional
LTO assignments. The Association may refer the matter of the
occasional teacher’s eligibility for any future LTO assignments to an
arbitrator pursuant to the arbitration provisions in Part B of the
collective agreement. The parties agree to take all reasonable steps
to ensure the matter is determined as quickly as possible.
17.5 Postings for LTO Assignments and Permanent Positions

17.5.1 In addition to any requirements as outlined in the local terms of the
collective agreement, each posting shall identify the posting number,
the school, division(s) or grade(s) and, as applicable, subject(s), the
FTE, the start and end dates of the assignment, the posting start and
closing dates.
17.5.2 For an applicant to be considered qualified for the position, the
applicant shall hold the required qualifications, as per the Education
Act and Regulations (as recorded on the Ontario College of Teachers
Certificate of Qualification), in the subject(s) and division(s) identified
in the posting. Where a posting identifies more than two subjects, it
shall identify the two subjects for which qualifications are required.
17.5.3 If one of the subjects identified in the posting is a restricted subject,
as identified in Regulation 298, the applicant must hold the
qualification for the restricted subject.
17.5.4 All postings shall identify that the end date is subject to change, as
applicable.
17.6 The Hiring of Occasional Teachers to 65% of Permanent Teaching Positions

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The school board shall not make an offer to any other person to fill a
permanent position before having placed all redundant and supernumerary
teachers in order of seniority.
Subject to the requirement to first place redundant and supernumerary

teachers and the denominational rights enjoyed by a Separate School Board,
and subject to the provisions hereafter, and subject to Regulation 298, school
boards shall fill a minimum of sixty-five percent (65%) of all vacant
permanent teaching positions, including a minimum of sixty-five percent
(65%) of all full-time (1.0 FTE), posted for each school year, in accordance
with the following procedure:
17.6.1 Occasional Teachers who have completed a minimum of one (1) LTO
assignment that was a minimum of four (4) months in duration,
and, in accordance with 17.4.1, whose last evaluation resulted in a
satisfactory rating, shall be eligible to apply for any posted
permanent teaching positions;
17.6.2 All vacant permanent teaching positions shall be posted on the
school board’s website available to all the school board’s occasional
teachers on the school board’s Roster for at least three (3)
weekdays, in accordance with article 17.5.
17.6.3 Subject to article 17.7 the school board shall identify the three (3)
most senior applicants to the position who hold the required
qualifications for the position, in accordance with articles 17.5.2 and
17.9, to be interviewed for the position. Prior to interviewing any of
the three applicants, the applicants shall be contacted and asked to
confirm that they wish to be interviewed for the position. If any of
the three applicants indicate that they do not wish to be considered,
the board shall contact the next most senior qualified applicant,
thereby ensuring that three applicants are interviewed. No further
changes shall be made to the list of applicants to be considered for
the position. Each of the identified applicants shall then be
interviewed.
17.6.4 Following the interviews, the school board shall select the successful
applicant from the applicants identified in 17.6.3. Should less than
three (3) qualified applicants apply to the vacant permanent
teaching posting, the school board shall interview all applicants and,
after interviewing each, select the successful applicant from the
qualified applicants.
17.6.5 If no qualified occasional teachers apply to the vacant permanent
teaching position posting or if all qualified applicants decline the
position, the school board may hire an external qualified teacher
who is not on the Roster to fill this position.
17.7 The Hiring of Occasional Teachers to 35% of Permanent Teaching Positions

The school board shall not make an offer to any other person to fill a
permanent position before having placed all redundant and supernumerary
teachers in order of seniority.
Subject to the requirement to first place redundant and supernumerary

teachers and the denominational rights enjoyed by a Separate School Board,
and subject to the provisions hereafter, and subject to Regulation 298, school
boards shall fill a maximum of thirty-five percent (35%) of all vacant
permanent teaching positions, including a maximum of thirty-five percent

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(35%) of all full-time (1.0 FTE), posted for each school year, from applicants
from the Roster, in accordance with the following procedure:
17.7.1.1 The school board shall post the vacant positions consistent
with article 17.5 and, subsequent to interviewing a
minimum of three (3) applicants who hold the required
qualifications for the position, in accordance with articles
17.5.2. and 17.9, shall select the successful applicant for
the permanent position.
17.7.1.2 Should less than three (3) qualified applicants apply to
the vacant permanent teaching posting, the school board
shall interview all applicants and, after interviewing each,
select the successful applicant from the qualified
applicants;
17.7.1.3 In addition to the applicants from the Roster, a school
board may choose, as one of the applicants to be
interviewed, a teacher employed as a permanent teacher
elsewhere in the province who has applied to the posting.
Should the school board hire that teacher, the school board
shall provide the name of the former employing District
School Board to the local unit president, in addition to all
other information that the school board is required to
provide.
17.7.1.4 School boards shall ensure that at no time during a school
year does the number of vacant permanent teaching
positions filled in accordance with the provisions of 17.7
exceed thirty-five (35%) percent of the total number of
vacant permanent teaching positions or thirty-five percent
(35%) of all full-time (1.0 FTE) vacant permanent teaching
assignments filled during the school year.
17.7.2 Under either of the processes outlined in 17.6 or 17.7, following the
interview, Occasional Teachers who are not successful and make the
request, shall be debriefed by a member of the interview team who
will provide recommendations, in writing, that shall be made to help
enhance professional growth that may lead to a successful application
in the future. The school board shall arrange for the meeting involving
the Unit President or designate and the occasional teacher. The
meeting shall take place within one month of the issuance of the
interview, or as mutually agreed to by the school board and the local
unit president or designate.
17.8 It is understood that all teachers hired under article 17.6 and 17.7 are subject
to the surplus and redundancy provisions of the collective agreement.
17.9 Additional Qualifications for Specialized Assignments/Positions

OCSTA and the Association recognize that in addition to the required
qualifications for both LTO assignments and permanent positions as defined in
article 17.5.2, the following positions shall include the additional requirements
listed below:
i. Special Education Self-Contained Classes – at least 2 years in accumulated
experience as a Special Education Resource Teacher, or hold a Special
Education Specialist qualification.
ii. French Immersion Assignments/Positions – applicants may be required to
demonstrate their French fluency. It is understood that this is not a

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requirement for core French assignments/positions. Teachers with an FSL

Specialist qualification or a DELF qualification shall be exempt from this
requirement.
Note: OCSTA and OECTA agree to form a committee consisting of up to three

representatives from each party to further examine the topic of qualifications
for secondary courses. The goal of the committee is to reach an agreement
that identifies the qualifications needed for subjects for which there currently is
no agreement as to the qualifications needed.
18 INFORMATION DISCLOSURE TO OECTA
18.1 The Board shall provide to OECTA on a semi-annual basis the following information
for all teacher absences that trigger the Long Term Assignment (LTA) threshold:
18.1.1 The absent teacher’s name, assignment and school;
18.1.2 The start date of the assignment and the duration;
18.1.3 The name of the occasional teacher or individual filling the absence;
18.1.4 The date/time the job was posted;
18.1.5 The date/time the job was filled;
18.1.6 The name of any certified teacher not on the Roster, employed to fill a
teacher absence.
18.2 The Board shall provide to OECTA on a semi-annual basis:

18.2.1 The name of any teacher on a Temporary Letter of Approval;
18.2.2 The name of any individual on a Letter of Permission;
18.2.3 The name of any uncertified person employed to replace an absent
teacher.
18.3 The Board shall provide to OECTA:

18.3.1 The current seniority list for all Occasional Teachers to be provided no less
than two (2) times per year unless there has been no change.
18.4 For each LTO and permanent position, the Board shall provide the following
information to OECTA:
18.4.1 The job posting at the time the posting is circulated in the system and/or
is posted externally. The posting shall identify the posting number, the
school, division(s) or grade(s) and as applicable, subject(s), the FTE, the
start and end dates of the assignment, the posting start and closing dates;
18.4.2 The job number/position title and the list of any applicants for the posting
within three (3) weekdays following the closing of the posting;
18.4.3 For permanent positions, the list of interviewees, including the name of
the permanent teacher employed elsewhere, within three (3) weekdays of
the closing of the posting;
18.4.4 For LTO positions, the list of the five (5) most senior applicants who are
qualified and available, as per article 17.3.2.2, within three (3) weekdays
of the closing of the posting;
18.4.5 The name of the successful candidate within three (3) weekdays of the
successful applicant being selected and whether it was filled in accordance
with 17.6 or 17.7;

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18.5 In boards where the above information in 18.1 through 18.4 is provided more
expeditiously, the boards shall continue to do so.
19 ACCESS TO INFORMATION
19.1 School Boards and the Ministry of Education will continue to respond to requests for
information and current data, pertinent to the education sector, in a timely manner.
19.2 By August 15 of each school year, every school board shall collect and provide to
the Ministry of Education, OECTA and OCSTA electronic data regarding sick leave
usage and other paid leave usage for all teachers during the prior school year. This
shall be provided in aggregate by panel.
19.3 Boards authorize the Ministry of Education to provide all the financial and
non-financial information collected through the Education Financial Information
System (EFIS) to OECTA and OCSTA.
20 CENTRAL DISPUTE RESOLUTION PROCESS

20.1 The purpose of this article is to outline the parties’ intent to facilitate the timely and
effective resolution of matters arising from a difference in the interpretation,
application or administration of a central term of the collective agreement. OCSTA
and/or the Association may seek a decision through final and binding arbitration to
resolve any difference arising from the interpretation, application or administration
of any central term of the collective agreement, using the following process:
20.1.1 OCSTA and the Association shall agree on a list of three (3) arbitrators who
agree to participate and who are able to provide the parties with a list of
available dates that can be booked in advance for the purposes of this process.
Should one or more arbitrator(s) become unavailable the parties shall agree to
a replacement(s) in order to maintain a complement of three (3) arbitrators.
The initial selection and the replacement of arbitrators shall occur within
twenty (20) days of any vacancy on the list.
20.1.2 The parties shall agree on four (4) days per arbitrator for each of the three
school years September 1, 2019 to August 31, 2022.
20.1.3 The list of arbitrators shall be arranged alphabetically and arbitrators shall be
appointed to a dispute, in alphabetical order, commencing with the first name
on the list. If the arbitrator approached is unavailable, the next arbitrator in
sequence on the list shall be approached until there is an arbitrator available.
Disputes shall be assigned to arbitrators in the chronological order in which
notifications are issued. In the event that such notifications are issued on the
same date, the disputes shall be assigned in accordance with a random method
of selection agreed to by the parties.
20.1.4 Within 30 working days of becoming aware of a matter giving rise to a dispute,
a party shall provide notice of the dispute and refer it to the following informal
process:

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20.1.4.1 A Dispute Resolution Committee (DRC), which shall be composed of two

(2) representatives from each of the central parties, and two (2)
representatives of the Crown to provide or withhold approval in
accordance with the Act.
20.1.4.2 Upon receiving notice of a dispute the DRC shall be provided with the
particulars including, at a minimum, details regarding i) any alleged
violation of a central provision of the collective agreement, ii) any
alleged violation of an applicable statute, regulation, policy, guideline or
directive, iii) a brief statement of facts and iv) the remedy requested.
20.1.4.3 The DRC shall meet within five (5) working days of receiving a notice of
a dispute with particulars. Meetings may be held in person, by
teleconference or in any other manner agreeable to the representatives
of the DRC.
20.1.4.4 The DRC will review and discuss all notices of disputes received. Any
positions taken during the course of the informal process are without
prejudice. The parties may mutually agree to the resolution of a dispute
at any point in the process prior to the decision of an arbitrator. The
resolution shall be binding as if it were a decision of an arbitrator unless
otherwise mutually agreed upon. The Crown shall have the right to give
or withhold approval to any resolution between the central parties.
20.1.4.5 Within five (5) working days of the resolution being reached, it shall be
circulated to all the Association local units and English Language
Catholic district school boards, unless the parties agree otherwise.
20.1.5 Following ten (10) working days of providing notice as per 20.1.4 above, either
central party may refer the dispute to arbitration. The party seeking a decision
through final and binding arbitration shall notify the other party and the Crown
in right of Ontario, (“the Crown”) in writing of its intent to do so. The parties
shall be responsible for notifying their respective constituents.
20.1.6 Within ten (10) working days of receipt of the notification in paragraph 20.1.5,
the Association and OCSTA shall exchange, in writing, a statement of fact
outlining the particulars of the grievance including a description of the issue
and their respective positions with respect to the interpretation, application or
administration of the central term or condition in question, and the facts to be
relied on. Within five (5) working days of the receipt of written notification
pursuant to paragraph 20.1.5, the Crown shall advise the parties in writing of
its intent to intervene in the arbitration process. If the Crown advises that it
intends to do so, it shall include its written description of its position with
respect to the interpretation, application or administration of the central term
or condition in question.
20.1.7 Within thirty (30) calendar days of the completion of the hearing, the arbitrator
shall render a decision in respect of whether or not there has been a breach of
the collective agreement. The arbitrator shall remain seized with respect to
remedial issues arising from the breach of the collective agreement.
20.1.8 The arbitrator shall have all of the powers provided to arbitrators under the
Ontario Labour Relations Act and under subsection 43(5) of the School Boards

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Collective Bargaining Act, 2014, and the authority to order a remedy consistent
with those powers which the arbitrator considers just and appropriate in the
circumstances.
20.1.9 It is understood that a hearing may take place after regular business hours, by
mutual agreement of the parties, in order to expedite resolution of the matter.
20.1.10 Any party or person present at the central bargaining table is compellable,
subject to any statutory or common law privilege.
20.1.11 Within five (5) working days of the decision being rendered it shall be
circulated to all the Association local units and English Language Catholic
district school boards, unless the parties agree otherwise.
20.1.12 The arbitral costs of resolving any dispute shall be shared equally between
OCSTA and the Association and the Crown shall be responsible for its own
costs.
20.1.13 Each of the central parties and the Crown shall be responsible for their own
costs for the central dispute resolution process.
20.1.14 All timelines set out in this article may be abridged or extended by mutual
consent of the central parties.
20.1.15 For the purposes of the Central Dispute Resolution process only, a working day
shall mean Monday to Friday, 52 weeks of the year, exclusive of statutory
holidays.
21 HEALTH AND SAFETY

21.1 All incidents of workplace violence, including sexual violence, as defined in the
Occupational Health and Safety Act, are to be reported using the school board’s
online reporting tool.
21.2 Following the occurrence of an incident of workplace violence resulting in worker

injury, or an incident of domestic violence, where the measures and precautions
currently in place were followed but did not prevent the workplace injury, or the
domestic violence incident, the school board shall conduct a risk reassessment and
revise measures and procedures, including but not limited to, creating/updating a
safety plan, in an effort to prevent further workplace injury or the recurrence of a
domestic violence incident.
21.3 Consistent with obligations outlined in section 32.0.5 of the Occupational Health and
Safety Act, a school board shall provide teachers at a school board worksite access to
safety-relevant information with respect to each person at the worksite with a history
of violent behaviour, if the teacher can be expected to encounter the person in the
course of their work and the risk of workplace violence is likely to expose the teacher
to physical injury. Teachers shall be able to access, in a secure location (electronic or
paper), a form, which identifies the person and includes the person’s name, and, as
appropriate, grade, classroom/class schedule, possible locations of encounter, known

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safety-relevant triggers or observable behaviours as well as safety-relevant

interventions and a crisis-response plan, if any. Occasional and on-call teachers will
be advised of the existence of, and shall have access to, the safety-relevant
information where the teacher can be expected to encounter the person during their
assignment. Teachers will ensure that the information for which access is provided is
held in strict confidence and protected from disclosure.
21.4 The Online Reporting Tool

21.4.1 Effective September 1, 2019, each school board shall ensure that the online
reporting tool used by teachers is functioning and is fully compliant with the
system specifications as outlined in memorandum 2018:SB06. Teachers will be
provided with information and training on using the online reporting tool.
21.5 Ability to Summon Immediate Assistance
21.5.1 Subsection 32.0.2(2)(b) of the Occupational Health and Safety Act outlines that
school boards have measures and procedures for summoning immediate
assistance when workplace violence occurs or is likely to occur, including field
trips. Where school boards do not already have policies/measures/procedures
addressing this issue, these shall be implemented by September 1, 2020.
21.6 The Joint Health and Safety Committee (the JHSC)

21.6.1 Each June, the worker and employer co-chairs shall set the schedule of JHSC
meetings for the next school year. Meeting dates and times shall be mutually
agreed to by the co-chairs. The schedule of meeting dates shall be shared with
all members of the JHSC prior to the end of June.
21.6.2 The agenda for each JHSC meeting shall include, as a standing item, workplace
violence.
21.6.3 Information provided to the JHSC via the school board’s online reporting tool
shall replace the person’s name with a unique identifier, as agreed to by OCSTA
and the Association, that allows the JHSC to track multiple violent incidences
involving the same person, regardless of the school enrolment location.
21.7 The parties agree to continue the OCSTA/OECTA provincial health and safety
committee established in 2015. The committee shall meet regularly, as determined
by the parties, and shall develop the following resources/leading practices to be
shared with all English Catholic school boards by July 1, 2020:
a) training/provision of information and instruction, as outlined in the matrix
document previously distributed to school boards.
b) worksite inspections protocol, to ensure compliance with the Act and
regulations.
c) Strategies for providing, and ensuring return of, keys for Occasional
teachers to be able to lock their classroom door in the event of emergency.
d) Strategies regarding the effective workings of site-based JHSCs.

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22 CHANGES IN FULL-TIME EQUIVALENT STATUS (FTE)

22.1 Except in school boards where the local bargaining unit and school board agree that
there is collective agreement language or a documented program which provides a
greater benefit and accordingly shall remain in effect, the provisions below shall be
implemented. Any dispute regarding the above shall be referred to the central
dispute resolution process. Any teacher who changes FTE status in accordance with
this provision shall be entitled to revert to the FTE status in effect immediately prior
to the decrease effective at the commencement of the following school year and the
applicable surplus and redundancy provisions shall apply if a return to full time
status cannot be accommodated through available vacancies.
22.2 Increases in FTE Status

A part-time teacher seeking to increase their assignment to full-time for the following
school year shall, by no later than February 28, notify the Board in writing in
accordance with the procedures of the Board. Subsequent to any local transfer and
placement procedures but prior to offering permanent vacancies to occasional
teachers or to external hires, the Board shall first offer permanent vacancies to
qualified part time teachers who have indicated an interest in a full-time assignment
in accordance with this article. A part time teacher moving to a full time assignment
may select, by seniority, from available openings for which they are qualified as per
the Education Act and Regulations (as recorded on the Ontario College of Teachers
Certificate of Qualification) consistent with the practices, needs and schedules of the
Board and its schools. Approval of the teacher selection shall not be unreasonably
denied. Any concerns may be raised at the joint board level staffing committee.
22.3 Decreases in FTE Status

Full-Time to Part-Time:
Teachers seeking to reduce their full-time assignment to a part-time assignment for
the following school year must make a written request, to the Director of Education or
designate, prior to February 28. Requests shall be granted where practical, as
determined by the Director of Education or designate. Such requests shall not be
unreasonably denied. The structure of the reduced assignment must be consistent
with the needs of the Board and school, as well as the program and/or schedule of the
school.
For purposes of clarity, this provision shall not apply to requests for leaves or part
time leaves of absence.

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23 E-LEARNING
23.1 Any E-Learning course that is offered by a school board in the English-language
Catholic school system shall be delivered by a bargaining unit member, in accordance
with the terms of the collective agreement.
23.2 E-Learning courses offered by a school board in the English-language Catholic system
shall be delivered by a bargaining unit member who has expressed interest, where
possible. Where no teacher has expressed interest at the school level, interest shall
be solicited on a board-wide basis prior to assigning a teacher.
23.3 School boards shall make available to secondary school teachers delivering
E-Learning courses the required hardware, software and appropriate training on the
delivery of E-Learning courses.

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LETTER OF AGREEMENT #1
Re: RETIREMENT GRATUITIES
Retirement Gratuity
1. Those employees who, on August 31, 2012, were eligible for a retirement gratuity
shall have their accumulated sick days vested as of that date, up to the maximum
eligible under the retirement gratuity plan.
2. Upon retirement, those employees who were eligible for a retirement gratuity on
August 31, 2012, shall receive a gratuity payout based on the number of accumulated
vested sick days under 1 above, years of service, and annual salary as at August 31,
2012.
3. Effective September 1, 2012, all accumulated non-vested sick days were eliminated.
Non-Vested Retirement Gratuity for Teachers

1. The minimum years of service for retirement gratuity shall be defined as the lesser of
the contractual minimal service requirement in the 2008-2012 collective agreement,
or ten (10) years.
2. Those teachers with less than the minimum number of years of service shall have that
entitlement frozen as of August 31, 2012. These teachers shall be entitled to a
Gratuity Wind-Up Payment calculated as the lesser of the board’s existing amount
calculated under the board’s collective agreement as of August 31, 2012 (or board
policy as of that date) or the following formula:
X x Y x Z = Gratuity Wind-Up Payment
30 200 4
X = years of service (as of August 31, 2012)

Y = accumulated sick days (as of August 31, 2012)
Z = annual salary (as of August 31, 2012)
For clarity, X, Y, and Z shall be as defined in the 2008-2012 collective agreement or as

per policy or practice of the board for retirement gratuity purposes.
The Gratuity Wind-Up Payment shall be paid to each teacher by the end of the school
year.

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RE: Health and Safety
BETWEEN
The Ontario Catholic School Trustees’ Association

(hereinafter called ‘OCSTA’)
AND
The Ontario English Catholic Teachers’ Association

(hereinafter called the ‘OECTA’)
Whereas health and safety is a shared responsibility between the workplace parties;
and whereas legislation governs obligations with respect to health and safety in the
workplace;
and whereas school boards have developed policies, practices and procedures to comply with
these legislative requirements;
and whereas the central parties are committed to supporting local workplace health and
safety.
1. The Parties agree to continue the provincial health and safety committee no later than
thirty (30) days after ratification of central terms. The committee will be comprised of
four (4) representatives from the Ontario Catholic School Trustees’ Association (OCSTA)
and four (4) representatives from the Ontario English Catholic Teachers’ Association
(OECTA). Each Party will appoint a co-chair from their representatives. The committee will
meet no less than four (4) times annually to discuss health and safety matters important
to the sector.
2. The committee will identify best practices as they relate to health and safety initiatives.
The work of the committee is intended to build upon the work of local boards and joint
health and safety committees, while respecting the jurisdiction of existing local structures
and the legal obligations of the parties under applicable legislation.
This letter will remain in force for the life of the collective agreement and any statutory
freeze period.

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RE: Existing Provisions on Utilization of Sick Leave/STLDP Days
BETWEEN

AND

(hereinafter called the ‘OECTA’)
The parties acknowledge that should rights or terms and conditions of employment in effect
as at August 16, 2015, provide that teachers may use sick leave/STLDP days for reasons
other than those described in Articles 3 and 4, sick leave/STLDP days may be used for those
reasons as well.
Any difference arising from the interpretation, application or administration of this Letter of
Agreement may be referred to the Central Dispute Resolution Process for final and binding
resolution.
This Letter of Agreement will form part of the Central Terms between the parties and will be
adopted by the parties effective upon ratification.
The parties agree that this Letter of Agreement shall be reviewed at the next round of central
bargaining.

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RE: Acting Administrators
BETWEEN

AND

(hereinafter called ‘OECTA’)
AND
The Crown
Whereas OECTA interprets the School Boards Collective Bargaining Act, 2014 (SBCBA) as
excluding teachers from the scope of an OECTA bargaining unit while assigned as an Acting
Administrator;
And Whereas OCSTA does not agree with the interpretation of the SBCBA adopted by OECTA;
And Whereas OCSTA and OECTA are committed to finding a solution to allow Catholic school
boards the ability to continue to assign bargaining unit members (“Members”) as Acting
Administrators and continue to apply the provisions of the collective agreement to them;
Now Therefore the parties agree to the following for the duration of this collective agreement,
or until the SBCBA is amended to clarify the bargaining unit status of Acting Administrators,
whichever is earlier;
1. Representation
a. Provided that Part B of the collective agreement provides for the assignment of
Members to an Acting Principal or Acting Vice Principal position (“Acting
Administrator”), and provided that the Acting Administrator does not have
responsibility to discipline, or, participate in the evaluation of Members of any
bargaining unit represented by the Association, the Association will represent
bargaining unit members in Acting Administrator positions as if they continued
to be Members of the bargaining unit during the period of the acting
assignment. The provisions of the collective agreement shall be deemed to
apply to members in Acting Administrator positions.
b. In representing Members to whom this Letter of Understanding applies, the

Association shall conduct itself as if section 74 of the Labour Relations Act
1995 applied. Notwithstanding that, nothing in this Letter of Understanding
shall be construed as an admission by OECTA that it owes a duty to represent
such teachers under the Labour Relations Act, 1995 or the common law and
any such admission is expressly denied.

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c. The first sentence of paragraph 1(b) is not enforceable by OCSTA or any

Catholic school board for which it is the bargaining agency and paragraphs 3
and 7 shall not have application to any difference with respect to whether the
Association has complied with that provision.
2. Extended Health, Dental, AD&D and Basic Life Benefits for Teachers Assigned to the Role
of Acting Administrator
a. For any acting assignment scheduled for a continuous period of three (3) months or
greater, or that is subsequently extended for a continuous period of three (3) months
or more, Catholic school boards shall provide to the Association the name of any
teacher assigned, the location of the assignment, as well as the start and end dates of
the assignment. This information shall be provided so as to ensure the benefits
funding is made available to the OECTA ELHT in a timely manner including
retroactively if applicable.
b. For any acting assignment scheduled for a continuous period of three (3) months or
greater, or that is subsequently extended for a continuous period of three (3) months
or more, Catholic school boards shall remit premium contributions to the OECTA ELHT,
in a manner determined by the OECTA ELHT, on behalf of the Member assigned in
order to maintain their eligibility for OECTA ELHT Benefits, without disruption and
throughout the term of the Acting assignment.
c. It is understood that the benefit premium contributions made by the Catholic school
board to the OECTA ELHT on behalf of Members assigned to the Acting Administrator
role is over and above the school boards’ regular benefits premium payment and that
the remittance of the benefit premiums are made in addition to any other remittance
to the OECTA ELHT.
d. The amount of the benefit premiums to be remitted by the Catholic school board on
behalf of the Acting Administrator shall be the current benefit premium rates in effect
at the time of the assignment. The OECTA ELHT shall provide that information to the
school board in a timely manner.
Arbitration of Differences
3. Any difference arising between a Catholic school board and the Association with
respect to the interpretation, application or administration of provisions of the
collective agreement with respect to Members in Acting Administrator positions may
be referred by either the board or the Association to the grievance process or to
binding arbitration pursuant to the provisions of Part B of the applicable collective
agreement.
4. The parties to any such arbitration shall be the Association and the school board. For
clarity, it is understood that the Association shall have carriage rights over the
grievance and Members in Acting Administrator positions shall have no individual right
to grieve or arbitrate any difference described in paragraphs 3 or 7 of this Letter of
Understanding.
5. The Arbitrator shall have all of the powers and authority of an arbitrator under the
Labour Relations Act. The decision of the Arbitrator shall be binding upon the parties
and the Acting Administrator.

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6. Paragraphs 3 – 5 of this Letter of Understanding constitute an “arbitration agreement”

for purposes of the Arbitration Act 1991, S.O. 1991, C. 17.
7. Except as limited by paragraph 1(c) above, any difference arising between OECTA and
OCSTA with respect to the interpretation, application or administration of this Letter of
Agreement, may be referred by either OCSTA or OECTA to binding arbitration
pursuant to the arbitration provisions of Part A of the applicable collective agreement.

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RE: Benefits
BETWEEN

- and -

(hereinafter called the ‘OECTA’ or the “Association”)
- and -
The Crown
The parties agree that, once all employees to whom this memorandum of settlement of the
central terms applies become covered by the Employee Life and Health Trust (ELHT)
contemplated by this Letter of Agreement all references to existing life, health and dental
benefits plans in the applicable local collective agreement shall be removed from that local
agreement.
Consistent with section 144.1 of the Income Tax Act (Canada), the OECTA, the OCSTA, and
the Crown, shall establish an OECTA ELHT, (hereinafter, the “Trust”), to provide benefits to
teachers and other education workers in the Province of Ontario. English-language separate
district school boards (“Boards”) (as defined in the Education Act, R.S.O 1990 c E.2) may
only participate in the Trust, if the Trust will be in compliance with the ITA and CRA
administrative requirements for an ELHT (the “ELHT Requirements”). It is intended that the
Trust be effective September 1, 2016. The date on which a Board commences participation in
the Trust for a group of employees shall be referred to herein as a “Participation Date”. The
Trustees, as defined in 2.1.0, shall determine the Participation Date which shall be no earlier
than September 1, 2016 and no later than August 31, 2017. The Trustees, as defined in
2.1.0, shall cooperate with other Trusts to move all employee groups into the Trust(s) at the
same time.
The parties acknowledge that the establishment of the Trust represents a substantial
commitment within and beyond the term of the current collective agreement. This letter of
agreement is conditional upon its terms continuing in full force and effect beyond the
termination date of the collective agreement, and is made in detrimental reliance upon such
continuation. The terms of this letter of agreement will form the basis for a trust agreement
setting out the terms of the ELHT to be approved by the parties.

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1. PRINCIPLES
1.1 The Trust will be governed by trustees appointed by the OECTA (“the employee
trustees”) and trustees appointed by OCSTA and the Crown acting together
(“the employer trustees”);
1.2 The Trust will be responsible for the delivery of benefits on a sustainable,
efficient and cost effective basis;
1.3 Services provided by the Trust to be available in both official languages,

English and French;
1.4 Other employee groups in the education sector may join the Trust by entering
into an agreement with the Trustees that requires the group to pay for all
benefits and administrative costs related to the creation, establishment and
operation of a benefits plan for that group. The Trustees, as defined in 2.1, will
develop an affordable and sustainable benefits plan that is based on the
funding available to the other employee group(s).
2. GOVERNANCE
2.1 Board of Trustees

2.1.1 The Board of Trustees (the “Trustees”) will be comprised of 7 voting members
that include 4 employee trustees and 3 employer trustees who have voting
privileges on all matters before the board plus 2 additional Trustees as outlined
in 2.1.2. Employee Trustees shall be appointed by OECTA. Employer Trustees
shall be appointed by the employer bargaining agent and the Crown, working
together.
2.1.2 The Trustees shall also include 2 additional trustees (the “Additional Trustees”),
one of whom shall be appointed by OECTA and one of whom shall be appointed
by the OCSTA/ Crown.
Each Additional Trustee shall have significant experience in the area of
employee benefits, or have expertise in the employee benefits field and be an
accredited member in good standing of a self-governed professional
organization recognized in Canada in the legal, financial services, actuarial or
benefits consulting field whose members have a recognized expertise relevant
to employee benefits.
The Additional Trustees shall have no conflict of interest in their role as advisor
to the Trust, and shall not be employed by the Trust, the shared services office
supporting the Trust, a teacher association, a school board or the Government
of Ontario or retained by the Trust.
2.1.3 All voting requires a simple majority to carry a motion.
2.1.4 OECTA shall determine the initial term and subsequent succession plan for
their Trustees. OCSTA and the Crown acting together, shall determine the
initial term and subsequent succession plan for their Trustees.

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3. ELIGIBILITY AND COVERAGE

3.1 The Trust will maintain eligibility for OECTA represented employees who are
covered by the Local Collective Agreement (“OECTA represented employees”)
as of August 31, 2014 except for individuals covered under section 4.1.4 i.
below, and, to the extent they are eligible for benefits from subsisting benefit
plans, former and retired OECTA represented employees. The Trust will also be
permitted to provide coverage to other active employee groups in the
education sector with the consent of their bargaining agents and employer or,
for non-union groups, in accordance with an agreement between the Trustees
and the applicable Board. These groups must request inclusion in the Trust,
and must agree to comply with the Trust’s financial, data and administrative
requirements. The Trustees will develop a plan based on the level of funding
that the group brings to the Trust.
3.2 Any new group that requests inclusion into the Trust will be provided a generic
branding for their respective benefit plans.
3.3 Retirees who were, and still are, members of a Board benefit plan at August
31, 2013 based on the prior arrangements with the Board.
3.4 Retirees who became members of a Board benefit plan after August 31, 2013
and before the Board participation Date shall be segregated in their own
experience pool and the premiums are to be fully paid by the retirees.
3.5 No individuals who retire after the Board Participation Date are eligible.
3.6 The benefit plan offered by the Trust may provide coverage for health, life and
dental benefits including accidental death and dismemberment (AD&D), travel,
medical second opinion and navigational services, subject to compliance with
section 144.1 of the ITA. After the initial establishment of the Trust, other
employee benefit programs may be considered for inclusion, only if negotiated
in future central collective agreements.
3.7 Each Board shall provide to the Trustees of the OECTA ELHT directly, or
through its Insurance Carrier of Record, Human Resource Information System
(HRIS) information noted in Appendix A within one (1) month of notification
from the Trustees, in the format specified by the Trustees.
4. FUNDING
4.1 Negotiated Funding Amount, Board Contributions

4.1.1 Each Board shall pay an amount equal to 1/12th of the annual negotiated
funding amount as described in 4.1.3 to the Trustees of the OECTA ELHT by the
last day of each month from and after the Board’s Participation Date.

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4.1.2 By December 31, 2015, the Board will calculate the annual amount of a.i)
divided by a.ii) which will form the base funding amount for the Trust;
a.
i) “Total Cost” means the total annual cost of benefits and related
costs including but not limited to claims, administration
expenses, insurance premiums, consulting and advisory fees and
all other costs and taxes, as reported on the insurance carrier’s
most recent yearly statement and, if any, premium costs on
other school authority financial statements for the year not
ending later than August 31, 2015. The statements are to be
provided to the Ministry of Education.
Total Cost excludes daily occasional teacher costs associated

with 4.1.4 and retiree costs associated with 3.3 and 3.4.
ii) The average number of Full-Time Equivalent (FTE) positions in

the bargaining unit as at October 31st and March 31st for the
period consistent with i).
iii) The FTE used to determine the Boards’ benefits contributions will
be based on the boards’ FTE as of October 31st and March 31st
of each year. Each Board’s total FTE shall be verified by the Local
Bargaining Unit.
For example, if a Board’s FTE count is 700 on October 31st and

720 on March 31st, the annual FTE count shall be 710 for funding
purposes.
b. Calculations in a.i), a.ii) and a.iii) will be subject to specified audit

procedures that will be completed by the Boards external auditors by
May 15, 2016.
c. The Board’s total FTE, as identified in 4.1.2 a.iii) shall include all regular
teachers, and all Long Term Occasional Teachers (LTOs). It is
understood that Continuing Education Teachers and Adult Education
Teachers are counted as part of the board’s total FTE. For clarity, where
a person is on leave and is replaced by an LTO, only one of the two
individuals are included, not both. It is understood that the calculation
of the number of regular teachers and the number of LTOs is not
subject to any existing contractual language that limits regular teacher
or LTO eligibility or pro-rates their entitlement to benefits.
4.1.3 On the participation Date, the Board will contribute to the Trust
a. the amount determined in s. 4.1.2 plus 4% for 2015-16 and 4% for
2016-17.

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b. An amount of $300 per FTE, in addition to a) will be provided.
4.1.4 Funding previously paid under 4.1.3 above will be reconciled to the agreed
October 31st and March 31st FTE and any identified difference will be remitted
to the Trust in a lump sum on or before the last day of the month following
reconciliation.
i. With respect to daily occasional teachers where payment is provided in-lieu

of benefits coverage, this arrangement will remain the on-going obligation
of the affected Boards. Where benefits coverage was previously provided
by the Boards for daily occasional teachers this arrangement will remain
the on-going obligation of the affected Boards. The Transition Committee
(7) will work with the affected Boards to find a similar plan for occasional
teachers in those Boards that is cost neutral to the Boards, recognizing
inflationary cost as follows: plus 4% for 2015-16 and 4% for 2016-17.
ii. Where Boards provide payment in-lieu of benefits for teachers in long-term
occasional assignments, the payment-in-lieu shall cease on the Board’s
Participation Date.
4.1.5 All amounts determined in sections 4.1.2 a and 4.1.4 shall be subject to a due
diligence review by the OECTA. The Boards shall cooperate fully with the
review, and provide, or direct their carriers or other agents to provide, all data
requested by the OECTA. If any amount cannot be agreed between the OECTA
and a Board, the parties shall make every effort, in good faith, to resolve the
issue using the data provided, supporting information that can be obtained and
reasonable inferences on the data and information. If no resolution to the
issue can be achieved, it shall be referred to the Central Dispute Resolution
process.
On any material matter relating to sections 4.1.2 a. and 4.1.4, OECTA or

OCSTA can deem this Letter of Agreement to be null and void. No Participation
Dates for any Boards shall be triggered and the benefits related provisions of
all local agreements, as they were before the adoption of this Letter of
Agreement, shall remain in full force and effect.
4.1.6 The Board shall be responsible for administering and paying for any existing
Employee Assistance Programs (EAPs), maintaining current employer and
employee co-share where they exist. The Board shall maintain its contribution
to all statutory benefits as required by legislation (including but not limited to
Canada Pension Plan, Employment Insurance, Employer Health Tax, etc.).
Funding arrangements related to the use of employee Employment Insurance
Rebates for the provision of EAP services remain status quo with full disclosure
to the local unit but if these funds are directed to the funding of other benefits
or benefit services they shall be collected by the board and provided annually
by March 30 to the Trust in addition to the amounts as set out in section 4.1.2.

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4.1.7 Sixty days prior to the Participation Date, the Trust will be responsible for
informing the Boards of any further changes required by the Trust from
employees’ pay.
4.1.8 The Board shall deduct premiums as and when required by the Trustees of the
OECTA ELHT from each member’s pay on account of the benefit plan(s) and
remit them as and when required by the Trustees to the Trust Plan
Administrator of the OECTA ELHT with supporting documentation as required
by the Trustees.
4.1.9 Any other cost sharing or funding arrangements are status-quo to the local
collective agreement, Board policies and/or Board procedures such as but not
limited to Employment Insurance rebates.
4.1.10 Funding for retirees shall be provided based on the costs/premiums in 2014-15
associated with those retirees described in 3.3.0 and 3.4.0. The amount in
2014-15 will be increased by 4% in 2015-16 and 4% in 2016-17. Employer
and employee co-shares will remain status quo per local collective agreements
in place as of August 31, 2014 or per existing benefit plan provisions.
4.2 Start-Up Costs
4.2.1 The Crown shall provide:

a. A one-time contribution to the Trust equal to one and a half month’s
benefits costs determined in 4.1.2 a.i), (15% of Total Cost in 4.1.2 a. to
establish a Claims Fluctuation Reserve (“CFR”). This amount shall be
paid to the Trustees on or before September 1, 2016.
b. A one-time contribution to the Trust of one-half of one month’s benefits

costs determined in 4.1.2 a.i), (4.15% of Total Cost in 4.1.2 a.i), to
cover start-up costs and/or reserves. This amount shall be paid to the
Trustees in accordance with 4.2.3.
4.2.2 The Trust shall retain rights to all data and licensing rights to the software
systems.
4.2.3 The Crown shall pay to the OECTA $2.5 million of the startup costs referred to
in s. 4.2.1 b. on the date of ratification of the central agreement, and shall pay
to OECTA a further $2.5 million subject to the maximum of the amount
referred to in s. 4.2.1 b. by June 1, 2016. The balance of the payments, if
required under s. 4.2.1 b. shall be paid by the Crown to OECTA on or before
September 1, 2016.
4.2.4 In addition to any other payments required hereunder, on the day that a Board
commences participation in the Trust, or as soon as reasonably and feasibly
possible thereafter, all eligible and available surpluses in board-owned defined
benefit plans will be transferred to the Trust by the applicable Board in an

Page|46
amount equal to each employee’s pro rata share based on the amount of the
employee’s co-share payment of each benefit. The remaining portion of the
Board’s surplus will be retained by the Board.
a. All Boards’ reserves for Incurred But Not Reported (“IBNR”) claims and
CFR, will remain with the existing carriers until those reserves are
released by the carriers based on the terms of existing contracts.
b. For the Administrative Services Only plans (ASO), a surplus (including

deposits on hand) will be distributed to the Trust, net of claims, no later
than 5 months after the participation Date based on employees’
co-share, or as determined through discussions with the carrier.
Employees will have 3 months after the participation Date to submit
claims. After this period they will not be eligible.
c. Where there are active grievances related to surpluses, deposits and or

reserves, the amount in dispute shall be internally restricted by the
Boards until the grievance is settled.
d. Prior to transitioning to the Trust, the parties shall determine whether

the group transitioning has an eligible and available employer/employee
deficit/surplus under the financial arrangements within their existing
group insurance policies. For policies where the experience of multiple
groups has been combined, the existing surplus will be allocated to each
group based on the following:
i. If available, the paid premiums or contributions or claims costs of each
group; or
ii. Failing the availability of the aforementioned financial information by
each group, then the ratio using the number of FTE positions covered
by each group in the most recent policy year will be used.
The methodology listed above will be applicable for each group leaving
or terminating an existing policy where the experience of more than
one group has been aggregated. Policies where the existing
surplus/deficit has been tracked independently for each group are not
subject to this provision.
e. Where applicable, Boards with deficits in their benefit plans will first
recover the deficit through the CFR and IBNR. Where these reserves
are insufficient, the remaining deficits shall be the sole responsibility of
those Boards.
4.2.5 In order to ensure the fiscal sustainability of said benefit plans, Boards will not
make any withdrawal, of any monies, from any health care benefit plan
reserves, surpluses and/or deposits nor decrease in benefit plan funding unless
in accordance with B-Memo B04:2015. It is the parties understanding that
Ministry of Education Memo B04:2015 applies and will remain in effect until
Board plans become part of the Trust.

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4.2.6 Within 60 days of the end of each school year, the amount paid by the Crown
or by a Board in relation to s. 4.1.3 shall be reconciled to the actual negotiated
funding amount required under this Letter of Agreement, and any difference
shall be paid to the Trust or deducted against future payments of Boards within
30 days of the reconciliation.
4.3 Interim Benefits Coverage

4.3.1 For the current term the Boards agree to contribute funds to support the Trust
as follows:
a. The Boards will continue to provide benefits in accordance with the existing
benefit plans and co-pay arrangements until the Employees’ Participation
Date in the Trust.
b. The terms and conditions of any existing EAPs shall remain the
responsibility of the respective Boards and not the Trust.
c. With respect to daily occasional teachers, where payment is provided

in-lieu of benefits coverage, this arrangement will remain the on-going
obligation of the Boards.
5. SHARED SERVICES
5.1 OECTA agrees to adopt a shared services model that will provide for the
administration and investment of the Trust and will allow other Trusts to join
the shared services model. The shared services office of the Trust is
responsible for administering the benefits provided and ensuring the delivery of
benefits on a sustainable, efficient and cost effective basis.
5.1.1 Shared administrative services will be provided by the Ontario Teachers
Insurance Plan (“OTIP”) and will be competitively procured within 4 years of
the last employee representative group’s participation Date but shall be no
later than August 31, 2021.
5.1.2 Any procurement of services to support the administration of benefits
conducted by the shared services office should include the procurement of
these services for all Trusts to ensure the most efficient and cost effective
service.
5.2 Trustees
5.2.1 The Trustees and the Additional Trustees together shall be responsible for the
operations of the Trust, including, but not limited to:
a. The Trustees’ selection of the Trust auditors and the Trust actuaries.
b. The annual reports of the auditors and actuaries.
c. The actuarial report, including any report obtained under Section 6
regarding recommendations on sustainability of the initial plan design.
The first actuarial report shall be received no sooner than six months
and no later than twelve months following the implementation of the
initial plan.

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d. The actuarial report, including any report obtained under Section 6

regarding recommendations on sustainability, of any subsequent
changes to the plan design.
e. The design and adoption of the initial Benefit Plan and any amendments
to the Benefit Plan;
f. Validation of the sustainability of the respective Plan Design;
g. Establishing member contribution or premium requirements, and
member deductibles;
h. Identifying efficiencies that can be achieved;
i. The design and amendment of the Funding Policy;
j. The Investment Policy and changes to the Investment Policy;
k. Procurement of adjudicative, administrative, insurance, consultative and
investment services.
5.2.2 Despite 5.2.1, the Additional Trustees shall not vote on the adoption of the
initial Benefit Plan design.
5.2.3 Under the Funding Policy, surpluses at the Trust may not be refunded or
distributed in cash, but may be used, as determined by the Trust to:
a. Fund claims stabilization or other reserves; and/or
b. Improve plan design; and/or
c. Expand eligibility; and/or
d. Reduce member premium share.
5.2.4 Under the Funding Policy, actual and projected funding deficiencies (per s.6.1)
of the Trust will be addressed no later than the next regular plan renewal (as of
September 1st) using one or more of the following methods, as determined by
the Trust:
a. Use of existing claims stabilization funds; and/or
b. Increased member share premium; and/or
c. Change plan design; and/or
d. Cost containment tools; and/or
e. Reduced plan eligibility; and/or
f. Cessation of benefits, other than life insurance benefits.
The Funding Policy shall require that the Trustees and the Additional Trustees
to take the necessary actions or decisions during a period in which the CFR is
less than 8.3% of annual plan expenses over a projected three year period. If
the motion to adjust the plan design does not pass, the Trust will increase
member share premiums to restore the balance to at least 8.3% of total
annual expenses.
5.2.5 The Trustees shall adopt policies for the appointment, review, evaluation and, if
necessary, termination, of all of their service providers.
5.2.6 The Trust shall provide “trustee liability insurance” for all Trustees.
6. ACCOUNTABILITY
6.1 Actuaries and external auditors will be appointed by the Trust. Audited
financial statements, and an actuarial evaluation report will be obtained for the
Trust on an annual basis. The actuarial report will include projections regarding

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the adequacy of contributions to cover projected benefit and related costs for a
period not less than three (3) years into the future.
6.2 Copies of the audited financial statements and actuarial evaluation report
requested in section 6.1 above, will be shared with OECTA, OCSTA and the
Crown.
7. TRANSITION COMMITTEE
7.1 A transition committee comprised of the employee representatives and the
employer representatives, including the Crown, will be established by January
2016 to address all matters that may arise in the creation of the Trust.
8. ENROLMENT
8.1 For new hires, each Board shall distribute benefit communication material as
provided by the Association to all new teachers/members within 5 days from
their acceptance of employment.
8.2 For existing members, the Board shall provide the Human Resource
Information System (HRIS) file with all employment information to the
Trustees as outlined in Appendix A.
8.3 Where an HRIS file cannot be provided, the Board shall provide the required
employment and member information to the Trust Plan Administrator in
advance of the member commencing active employment. The Board shall enter
any subsequent demographic or employment changes as specified by the Trust
Plan Administrator within one week of the change occurring.
8.4 The benefit administration for all leaves, including Long-Term Disability where
applicable, will be the responsibility of the Trust Plan Administrator. During
such leaves, the Board shall continue to provide HRIS information and updates
as defined above.
8.5 Each Board shall provide updated work status in the HRIS file a minimum of 2
weeks in advance of the leave.
9. Errors and Omissions

9.1 Board errors and retroactive adjustments shall be the responsibility of the
Board.
9.2 If an error is identified by a Board, notification must be made to the Trust Plan
Administrator within seven (7) days of identification of the error.
9.3 Upon request by the Trust Plan Administrator, a Board shall provide all
employment and member related information necessary to administer the
provincial benefit plan(s). Such requests shall not be made more frequently
than twice in any 12 month period.

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9.4 The Trust Plan Administrator has the right to have their representatives review
employment records related to the administration of the Association’s
provincial benefit program at a Board office during regular business hours upon
30 days written notice.
10. Claims Support

10.1 The Board shall complete and submit the Trust Plan Administrator’s Waiver of
Life Insurance Premium Plan Administrator Statement to the Trust Plan
Administrator for life waiver claims when the Trust Plan Administrator does not
administer and adjudicate the LTD benefits.
10.2 Each Board shall maintain existing beneficiary declarations. When required, the
Board shall provide the most recent beneficiary declaration on file to the Trust
Plan Administrator.
11. Privacy
11.1 In accordance with applicable privacy legislation, the Trust Plan Administrator
shall limit the collection, use and disclosure of personal information to
information that is necessary for the purpose of providing benefits
administration services. The Trust Plan Administrator’s policy shall be based on
the Personal Information Protection and Electronic Documents Act (PIPEDA).
12. PAYMENTS
12.1 The Crown will make a recommendation to the Lieutenant Governor in Council
to amend the Grants for Student Needs funding regulation indicating that
funding amount provided for benefit of the Trust must be provided to the Trust
in accordance with the Letter of Agreement.

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Appendix A – HRIS File
Each Board may choose to provide to the Trustees of the OECTA ELHT directly, or provide
authorization through its Insurance Carrier of Record to gather, the following information
within one (1) month of notification from the Trustees. The following information shall be
provided in the formats agreed to by the Trustees of the OECTA ELHT and the employer
representatives:
a. complete and accurate enrollment files for all members, member spouses and eligible
dependents, including:
i. names;
ii. benefit classes;
iii. plan or billing division;
iv. location;
v. identifier;
vi. date of hire;
vii. date of birth;
viii. gender;
ix. default coverage (single/couple/family).
b. estimated return to work dates;
c. benefit claims history as required by the Trustees;
d. list of approved pre-authorizations and pre-determinations;
e. list of approved claim exceptions;
f. list of large amount claims based on the information requirements of the Trustees;
g. list of all individuals currently covered for life benefits under the waiver premium
provision; and
h. member life benefit coverage information.

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RE: Wellness and Attendance Review Committee
BETWEEN

AND

AND
The Crown
The parties shall establish a joint committee.
The Committee shall be comprised of equal numbers of representatives of each of the

parties. Representatives of the Crown may also attend as observers.
The Committee will meet at least once in October, December, February, and April, in each
school year, as agreed to by the parties.
At each meeting the Committee shall receive and review attendance information and make
recommendations, on a consensus basis, based on the committee’s mandate. All data
shared shall be aggregated to protect privacy.
The committee’s mandate shall be to:
● Discuss and determine the nature and frequency of communications to their

respective parties and their constituent members
● Explore strategies to promote wellness, improve attendance and sick/short term leave
utilization rates, including, discussion regarding supports to assist teachers to remain
at work.
● Communicate to teachers their rights and obligations with respect to attendance and
to communicate to school boards the importance of returning teachers to work in a
timely manner.
● Monitor trends in absenteeism in general and determine and collect the relevant data
to inform the committee’s work.
● Identify causes of sick leave usage and absenteeism and barriers to attendance or
timely return to work.
● Explore and research leading practices, (including goals and targets) and assess the
effectiveness of wellness and attendance-improvement initiatives including return
to/remain at work practices.
● Other items as agreed.
OECTA agrees to inform its membership in writing on a semi-annual basis with respect to
ongoing absenteeism data and trends, and wellness promotion initiatives. OCSTA agrees to

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inform its membership in writing on a semi-annual basis with respect to leading practices in
supporting timely return to/remain at work initiatives.

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RE: OTBU Amalgamations
BETWEEN

AND

AND
The Crown
Having regard that the consolidation of bargaining units and consequent reduction of
bargaining unit fragmentation will contribute to the development of an effective collective
bargaining relationship, facilitate viable and stable collective bargaining, and ameliorate
labour relations.
The Ontario Catholic School Trustees’ Association (OCSTA), and every English-language
separate district school board, shall agree to allow the occasional teacher bargaining unit
within each separate district school board for which OECTA is the bargaining agent, to be
combined with the permanent teacher bargaining unit(s).
For greater clarity, ratification of Central Terms by OCSTA by majority vote of school boards
represented by it, in accordance with the School Boards Collective Bargaining Act, shall be
deemed to constitute agreement to such combination.
It is understood that terms and conditions of employment for occasional teachers remain
status quo upon consolidation, subject to bargaining processes.

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RE: Status Quo Board Imposed Fees/Levies
BETWEEN

AND

The parties agree that for the term of this collective agreement, including any applicable
statutory freeze period, any fee/levy imposed by a Catholic school board and charged to
Catholic teachers shall remain status quo to those that were being charged as at August 31,
2019. No new fee/levy, including a new parking fee/levy, not already in place as of August
31, 2019, shall be imposed by a school board, an agent of the school board, or any third
party contracted by a school board. For clarity, this LOA does not apply to fees/levies that are
imposed by entities other than school boards but that may be collected by school boards on
behalf of such entities.

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BETWEEN

AND

RE: Supplementary Employee Benefits – Article 14
The Parties and the Crown agree that the issue of the statutory amendment to the
Employment Insurance Act resulting in a reduction of the employment insurance waiting
period has been addressed at the central table and the intent of existing central terms shall
remain status quo. Therefore, as the central terms previously required payment for the
two-week waiting period, retroactive to September 1, 2019 the board shall ensure that the
funds payable from the board to an eligible teacher for the Pregnancy Leave SEB plan
outlined in article 14 of Part A of the collective agreement, shall reflect the full sum that
would have been payable prior to the reduction of the waiting period. Boards have flexibility
to determine the manner and timing of the funds provided, so long as the total amount
payable to the teacher over the period of the leave equates to the sum that would have been
payable prior to the reduction of the EI waiting period. Boards are not required to provide a
greater amount than would have been payable prior to the reduction of the waiting period
even if the eligible teacher opts for a leave that is in excess of 12 months.
The Pregnancy leave SEB plan outlined in Article 14 of Part A of the collective agreement was
in place before the day on which section 208 of the Budget Implementation Act, 2016, No. 1
came into force.

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BETWEEN

AND

AND
The Crown
RE: E-Learning
Prior to the establishment of any alternative delivery model of E-Learning program for which
collective agreements between OECTA and Catholic District School Boards do not apply, the
Crown shall meet and consult with OCSTA and OECTA regarding the proposed alternative
delivery model.

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RE: Committee to Review Effective Implementation of Changes to Class Size
BETWEEN

AND

AND
The Crown
OCSTA and OECTA agree to create a committee to undertake a review of secondary class
sizes in OCSTA member boards in the 2020-2021 and 2021-2022 school years, ensuing from
the increase in average class size from 22:1 to 23:1, with recommendations for
improvement.
The Parties will work co-operatively with the goals of ensuring that boards are able to achieve
classes consistent with the funded average of 23:1 and maintain broad student choice and
pathways, while also seeking a balance in class size considerations.
The Ministry agrees to assist through provision of relevant data and may also attend
committee meetings as a resource.

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RE: E-Learning Implementation Committee
BETWEEN

AND

OCSTA and OECTA will meet to discuss and develop guidelines for boards regarding the
implementation of the E-Learning regulation and/or PPM.

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RE: ELHT Benefit Matters
BETWEEN

AND

AND
The Crown
1. Retirees
The Parties and the Crown agree to meet for the purpose of transitioning retirees currently in
board-run benefits plans into a segregated plan administered by the OECTA ELHT via an
amendment to the Trust Agreement, based on the following:
i. Basic plan design is the active member plan design
ii. School boards can request alterations to the plan design to meet their specific needs
(limited to survivor coverage for health and dental benefits, out of country coverage,
hearing aids, physiotherapy, and private duty nursing) subject to the coverage being
available by the carrier. It is not the intent of the parties to enhance the benefits
coverage of the retirees. For example, life insurance is not to exceed the existing
level of coverage.
iii. Boards can opt out of the ELHT plan for retirees. It is understood that such opt out is
irrevocable.
iv. The plan administrator will advise each school board of the per member premium
cost on an annual basis.
v. Any annual plan deficit shall be captured in the premiums charged to school boards
and retirees in the subsequent benefit year.
vi. Any terminal deficit is the responsibility of all school boards who had members in the
plan, based on a formula that includes the school board’s time in the plan and retiree
enrolment.
vii. School boards maintain any liability resulting from any issues arising as a result of
members being transferred to the ELHT benefits plan for retirees. For clarity, once
the transition is completed, the school board is not liable for any subsequent
decisions by the Trust.

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viii. Any school board wanting to move its retirees into a plan administered by the ELHT
shall sign a participation agreement.
The Parties and the Crown shall meet within 30 days of ratification of central terms to discuss
the amendment to the trust as described above and timelines for the transition.
If by May 30, 2020 the Parties and the Crown are unable to resolve all disputes concerning
the amendment to the Trust Agreement and the standard form participation agreement, the
Parties and the Crown (as participant) agree to refer the matter to arbitration with a mutually
agreed upon arbitrator. The arbitrator shall determine any outstanding disputes based on the
terms of this Memorandum of Understanding. The Parties agree that any arbitration on
outstanding disputes shall be scheduled expeditiously.
2. Structural Review
The Parties and the Crown also agree to amend the OECTA ELHT Agreement as follows:
● Under section 11.3, the requirement for the OECTA ELHT to complete the Request for
Proposal of the Administrative Agent by August 31, 2021 shall now be completed by
June 30, 2024.
● A new requirement for the OECTA ELHT to complete a structural review of the ELHT
plan administrator by June 30, 2021 and shall provide a report of the review to the
Parties and the Crown.
The details on the process of the review and the content of the report shall be
discussed between OECTA, OCSTA and the Crown.
3. Board Benefits Surplus
The Parties and the Crown agree that the benefit surplus amounts to be distributed to
the OECTA ELHT shall be resolved via the CDR process. The Parties agree to cooperate
in having the matter heard expeditiously.

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RE: OECTA’s Court Challenge
BETWEEN

AND

AND
The Crown
It is understood and agreed that the increases identified in Article 2 are agreed to
without prejudice to OECTA’s right to continue its application in Court File No.
CV-20-006360890000 challenging the constitutionality of the Protecting a Sustainable
Public Sector for Future Generations Act, 2019 SO 2019, c 12. It is further understood
and agreed that OECTA will not amend its application in Court File No.
CV-20-006360890000 to seek a declaration that Ontario Regulation 132/12 – Class
Size (as amended by Ontario Regulation 287/19) or Ontario Regulation 277/19 –
Grants for Student Needs – Legislative Grants for the 2019-2020 School Board Fiscal
Year are unconstitutional.

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RE: The Support for Students Fund
BETWEEN

AND

OECTA and OCSTA agree that subject to school boards receiving funding consistent with the
Supports for Students Fund in the 2020-2021 and 2021-2022 school years the following shall
apply for the 2020-2021 and 2021-2022 school years:
The “Support for Students Fund” shall be allocated to English-language Roman Catholic
school boards to create additional teacher positions to provide school boards with more
flexibility to address special education, unique learning needs as well as mental health
initiatives and STEM programming, in accordance with the FTE allocations identified in
Appendix III. The positions created shall not include coordinators, consultants, or student
success teachers. The Joint Staffing Committee (JSC) shall meet to discuss the resulting
allocation of these positions.
Consistent with Article 11.8 of Part A, the Joint Staffing Committee (JSC) will be provided
with information relevant to 2019-2020 and 2020-2021 school staffing levels. Five working
days prior to the JSC meeting, the board shall provide, to the members of the JSC areas of
student need, where it is believed that additional qualified teachers are required to provide
student support.
The JSC shall meet to discuss the resulting allocation of additional positions, based on
student needs, arising from the system investment for the 2020-2021 and 2021-2022 school
years. The number of positions will be based on Appendix III. Appendix III shall be made
available to boards to be shared with JSCs.
This system investment is an additional fund which shall provide additional teacher staffing to
support student needs subject to fluctuations as determined by a school board acting
reasonably.
The positions will be filled in accordance with Part B of the collective agreement. However,
where Part B of the collective agreement does not include language outlining a
staffing/posting mechanism and selection process based on objective criteria, the Board shall
post, for each of these new positions resulting from the Board’s allocation of the system
investment, for the 2020-2021 and 2021-2022 school years, which shall be limited to:
● School(s)
● FTE

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● Required qualifications in accordance with Regulation 298

● Desired qualifications and teaching experience reasonably related to the
position
The Board’s selection shall be made reasonably and based solely on the objective criteria,
listed in the posting.
It is understood that these positions shall not be filled by principals or vice principals.
In addition to the information provided to the JSC consistent with Article 11.8 of Part A, the
Board shall provide to the JSC a list of the teachers assigned, by school(s), to the new
positions generated as a result of the new system investment with a target date of October
31, 2020 and October 31, 2021 subject to the completion of the local ratification.

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RE: Domestic and Sexual Violence
BETWEEN

AND

The Parties agree that subsequent to the ratification of central terms, a meeting, or
series of meetings if required, will be scheduled between representatives of OCSTA
and OECTA to discuss the creation of an information pamphlet to be shared with
school boards. The pamphlet will address recognizing indicators of domestic violence
and the existence of the Employment Standards Act leave provision in respect of
Domestic and Sexual Violence. The pamphlet shall be made available to all teachers in
the bargaining unit(s) on an annual basis.

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RE: No Reprisals
BETWEEN

AND

OCSTA and OECTA agree that:
There shall be no reprisals for any member participating in OECTA’s 2020 strike. No
teacher shall suffer discrimination, harassment, or any form of reprisal by the
employer brought about as a result of action taken during OECTA’s 2020 strike.
● A strike day shall not be construed as an interruption of either the calculation

of consecutive days for the purposes of determining whether an occasional
teaching assignment is a long term occasional assignment, or the interruption
of a long term occasional assignment.
● Teachers in receipt of extended sick leave or STLDP pay prior to the

commencement of a strike day and who remained unfit to work during such
strike, shall receive sick leave or STLDP pay, consistent with the eligibility
requirements of Part A, Article 3 or 4 including medical confirmation where
appropriate.
● Where a teacher had scheduled and been approved for a paid leave of absence
in advance of strike day notice being provided, the teacher will be provided
with payment for the paid leave and the leave shall be recorded as having
been taken.
Where the above actions resolve any outstanding matters raised by grievances, those
grievances shall be withdrawn. OCSTA shall bring to the attention of OECTA any
grievance that remains active for which it believes the matter has been resolved.

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RE: Class Size Local Language
BETWEEN

AND

AND
The Crown
Average Secondary Class Size

The Parties agree that local agreement class size provisions are to be amended to be
consistent with the prevailing regulations, including achieving the allowable class sizes in the
Regulation. For clarity, if in the future the prevailing regulations provide for a class size
average that is lower than the class size averages to be recommended in this Memorandum
of Understanding, the local provisions shall be amended to reflect the lower class size
average.
E-Learning
The Parties agree that all local collective agreement E-Learning class size provisions are to be
amended to be consistent with the prevailing regulations, including achieving the allowable
class sizes in regulations made under section 170.1 of the Education Act, or other legislated
requirements. For clarity, if in the future the prevailing regulations provide for a class size
average that is lower than the class size averages for E-Learning to be recommended in this
Memorandum of Understanding, the local provisions shall be amended to reflect the lower
class size average.

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Appendix A
OECTA Membership Fee Remittance
File
Requirements
File Description
File Type: Pipe Delimited ASCII Text File

Field Delimeter: Pipe
Field Names: In First Row
Records per Row: 1
Data File - Field Specifications
Data
Values Data Value
Field Name Data Type Data Format (if Description (if
applicable applicable)
)
MemLastName Text (Full Last Name)

MemFirstName Text (Full First Name)
MemAddr1 Text (Mailing Address)
MemAddr2 Text (Mailing Address)
MemCity Text (Mailing Address)
MemProv Text (Mailing Address)
MemPostal Text A9A9A9 (Mailing Address)
(Permanent
MemStartDate Date mm/dd/yyyy Member Start
Date)
(Permanent
MemTermDate Date mm/dd/yyyy Member
Termination Date)
(Social Insurance
MemSIN Numeric 999999999
Number)
(Ministry Educator
MEN Numeric 999999999
Number, OnSIS)
Board Numeric 999999 (Ministry Board ID)
(Annual Actual
ActSal Numeric 999999.99
Salary)
(Annual Grid
GridSal Numeric 999999.99
Salary)
(Fixed Dollar
FeeFixAmt Numeric 9999.99
Portion)
FeeVarAmt Numeric 9999.99 (% Based Portion)
(Pecentage
Permanent FTE Numeric 1.00 Teaching Time

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1=100%, .5=50%,
etc.)
(Pecentage
Teaching Time
LTO FTE Numeric 1.00
1=100%, .5=50%,
etc.)
(Pay Period 01, 02,
PayPeriod Numeric 99
etc)
Permanent (If
PM
Permanent FTE>0)
OT Occasional
MemType Text AA Continuing
CT
Education
Unqualified
UT
Teacher
AC Active
MemStatus Text AA TE Terminated
RT Retired
DS Deferred Salary
UL Unpaid Leave
PL Paid Leave
MemLeaveStatus Text AA Disability Leave
DL
(LTD)
WS WSIB
Pregnancy/Parenta
PP
l Leave
E Elementary
MemPanel Text A S Secondary
O Occasional
(Current Actual
CurrSal Numeric 99999.99
Salary)
(Current Grid
CurrGrid Numeric 99999.99
Salary)
(Ontario College of
Teachers’
OCT Numeric 123456
registration
number)
example@cdsb.co Board Email
BoardEmail Text
m Address

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Appendix B
This form shall be provided by the medical practitioner to the employee who will then deliver
it to the Human Resources Department.
Medical Certificate
Part 1 – Employee - please complete following:
_________________________________________________
(Employee Name)
The information supplied will be used in a confidential manner and

may assist in creating a return to work plan.
I hereby consent to the completion of this form by:
_______________________________________________________
(Treating Medical Practitioner’s Name)
_________________________________ ______________________________
(Signature of Employee) (Date)
Part 2 – Medical Practitioner – please complete the following
1. Nature of Illness (do not provide diagnosis):
_______________________________________________________________
* "Nature of the illness"(or injury) suggests a general statement of a person's

illness or injury in plain language without any technical medical details,
including diagnosis or symptoms. Although revealing the nature of an illness
may suggest the diagnosis, it will not necessarily do so. "Nature of illness" and
"diagnosis" are not congruent terms. For example, a statement that a person
has a cardiac or abdominal condition or that s/he has undergone surgery in that
respect reveals the essence of the situation without revealing a diagnosis.

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2. Is this condition the result of: (check one)
☐ Non-occupational illness/injury ☐ Occupational illness/injury
3. Is he/she receiving treatment: ☐ Yes ☐ No
4. Has or will a referral to a specialist been made? ☐ Yes ☐ No
If yes, date of referral: ________________________

(dd/mm/yyyy)
5. Have you discussed return to work with your patient? ☐ Yes ☐ Not at this
time
6. Is the patient able to return to work: ☐ with accommodation ☐ without accommodation
Expected date of return: ___________________

(dd/mm/yyyy)
☐ unable to return to work at this time
7. Date of next assessment: ___________________

(dd/mm/yyyy)
Part 3 and/or 4 need only be completed for a return to work that

requires an accommodation.
Part 5 below is to be completed.

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Part 3 – Medical Practitioner – please complete the following:

COGNITIVE LIMITATIONS AND/OR RESTRICTIONS ☐ N/A
Please describe cognitive limitations and/or restrictions. Physical limitations and/or restrictions, if any, can be detailed in
Part 4. These cognitive restrictions will be assessed when determining modified work either in the employee’s own
position or another suitable position.
Date of Assessment: ____________________________
(dd/mm/yyyy)
Level of Functioning
(Please circle which level LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4
applies for each task)
Supervision Required needs constant needs frequent needs limited requires no
supervision supervision supervision supervision
Supervision of not able to
can meet demands can meet demands
can meet demands
Others of or for occasional of or for regular
supervise others of full supervision
supervision supervision
Tolerance to cannot deal with occasionally deal can deal with deadlines can deal with
Deadlines deadline pressures with deadlines that are reoccurring strict deadlines
Attention to Detail can concentrate on
(indicate maximum time the concentration on details, able to concentrate
concentrate on
Individual can concentrate) detail is severely needs occasional intensely on detailed
detail is limited
limited breaks of non work
detailed work
Performance of can handle more can handle multiple
fully able to handle
Multiple Tasks can deal with one than 1 task but tasks requires some
multiple tasks without
task at a time requires cues as time management
difficulty
to when to do task assistance
Tolerance to needs quiet, non can cope with can cope with fully able to cope with
External Stimulus distracting work small degree of distracting stimuli multiple stimuli without
environment distraction for portion of day negative effect
Ability to Work can tolerate others
can work with others fully able to work in
with Others tolerates working within vicinity, but
cooperatively close cooperation
alone needs to perform
Cooperatively independent tasks
when required with others
Confrontational unable to cope

can cope with
moderate ability to able to deal with
Situations exposure to
with cope with confrontational
confrontational
confrontational confrontational situations
situations with
situations situations with tact and control
back-up available
Responsibility and can exercise a can accept
can accept a high
Accountability errors in judgment moderate level of responsibility
level of responsibility
or attention likely responsibility with including the
including sensitive
to occur occasional need responsibility for
situations
for support the safety of others
Prognosis (based on objective assessments)
From the date of this assessment, the above will apply for approximately:
☐ 1-2 weeks ☐ 3-5 weeks ☐ 6-8 weeks ☐ 2-3 months ☐ 4-6 months
☐ 6+ months ☐ Unknown
Recommendations for work hours and start date:
Start Date:
☐ Regular full time hours ☐ Modified hours ☐ Graduated hours ____________________
(dd/mm/yyyy)
Next appointment date to review Limitations and/or Restrictions: ____________________

(dd/mm/yyyy)

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Part 4 - Medical Practitioner – please complete the following:

PHYSICAL LIMITATIONS AND/OR RESTRICTIONS ☐ N/A
Please describe physical limitations and/or restrictions only. Cognitive limitations and/or restrictions, if any, can be detailed in
Part 3. These physical restrictions will be assessed when determining modified work either in the employee’s own position or
another suitable position.
Date of Assessment: ______________________
(dd/mm/yyyy)
Walking: Standing: Sitting: Lifting from floor to waist:

☐ Full abilities ☐ Full abilities ☐ Full abilities ☐ Full abilities
☐ Up to 100 metres ☐ Up to 15 minutes ☐ Up to 30 minutes ☐ Up to 5 kilograms
☐ 100 - 200 metres ☐ 15 - 30 minutes ☐ 30 minutes - 1 hour ☐ 5 - 10 kilograms
☐ Other (please specify) ☐ Other (please specify) ☐ Other (please specify) ☐ Other (please specify)
____________________ ______________________ ________________________ _____________________

_
Lifting from Waist to Stair Climbing:
Shoulder:
☐ Full abilities ☐ Full abilities
☐ Up to 5 kilograms ☐ Up to 5 steps
☐ 5 - 10 kilograms ☐ 5 - 10 steps
☐ Other (please specify) ☐ Other (please specify)
____________________ ______________________
_
☐ Bending/twisting ☐ Work at or above Limited pushing / pulling ☐ Limited use of hand(s):

repetitive movement of shoulder activity: with:
Left Right
(please specify): Left Arm ☐
☐ Gripping ☐
Right Arm ☐
☐ Pinching ☐
____________________ ______________________ Other (please specify) ☐
☐ Other ☐
_ _____________________
________________________
☐ Operating motorized ☐ Environmental Exposure ☐Chemical exposure to: ☐ Exposure to Vibration:

Equipment to: (heat, cold, noise)
___________________ Whole body
and/arm
Other (Please describe)
Prognosis - From the date of this assessment, the above will apply for approximately:
☐ 1-2 weeks ☐ 3-5 weeks ☐ 6-8 weeks ☐ 2-3 months ☐4-6 months ☐ 6+ months ☐ Unknown
Recommendations for work hours and start date:
☐ Regular full time hours ☐ Modified hours ☐ Graduated hours Start Date: ____________________
(dd/mm/yyyy)
Next appointment date to review Limitations and/or Restrictions: __________________________

(dd/mm/yyyy)
Please provide any additional information/comments/findings/limitations (ex. Physical, Cognitive) which

you feel would assist our employee in a safe and timely return to work.
_________________________________________________________________________________

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__________________________________________________________________________________
__________________________________________________________________________________
PART 5 – Health Care Practitioner Information

Health Care Practitioner Signature: Date Completed: ______________________
dd/mm/yyyy
Health Care Practitioner Name and Address:
Page 4 of 4

OECTA
PART B: Section 1
Permanent Teachers
LOCAL AGREEMENT
COLLECTIVE
AGREEMENT
BETWEEN
AND
THE ONTARIO
ENGLISH CATHOLIC
(OTTAWA ELEMENTARY AND SECONDARY
LOCAL BARGAINING UNITS)
FOR THE PERIOD
SEPTEMBER 1, 2019
TO
AUGUST 31, 2022

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ARTICLE 1 - INTENT
1:01 It is the intent and purpose of this Agreement to maintain harmonious and mutually
beneficial relationships between the Board and the Association, and to set forth terms and
conditions which shall apply to all members of the Local Bargaining Units.
ARTICLE 2 - DEFINITIONS
2:01 The following definitions are subject to the other provisions of this Collective Agreement:
a) For the purposes of this Agreement, the term “Teacher” shall be interpreted in
accordance with the provisions of Part X.1(s. 277.1) of the Education Act, excluding
Occasional Teachers.
b) Continuing Education Teacher means a Teacher employed to teach a continuing

education course or class established in accordance with the regulations for which a
valid Certificate of Qualification or a Letter of Permission as a Teacher is required by
the regulations.
c) The term “Board” shall represent the Ottawa Catholic District School Board.
d) The Term “Association” shall represent the Ontario English Catholic Teachers’
Association of Ottawa, Elementary and Secondary Local Bargaining Units.
e) The “school day” and “school year” shall be as defined in the Education Act and
related regulations.
f) Catholic elementary schools shall be defined as those extending from Kindergarten to

Grade 8, and includes Catholic intermediate schools, which shall be defined as having
grades 7 and 8 alone or as having grades 7 and 8 in the same building as a Catholic
high school.
g) Catholic high schools are defined as those that extend from grade 9 to 12.
h) Positions of added responsibility shall be the positions of Coordinator, Consultant and

Department Head which are all system appointments. Curriculum Leaders and
Teacher Designates are appointed by the school Principal.
i) Coordinators are Teachers employed to assist Teachers and to plan, organize, develop
and evaluate curriculum and who are responsible to the Superintendent to establish a
liaison with outside sources within their field of responsibility, and to conduct
professional development. Their work is non-evaluative in nature.
j) Consultants are Teachers who assist the Coordinators and Superintendents in the
development of programs and whose primary role is to assist the Teachers in their
work. Their work is non-evaluative in nature.

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k) Learning Partners are Teachers who support Teachers in their work with Ministry or
Board initiatives. Their work is non-evaluative in nature.
l) Adult high school Lead Teachers are Teachers whose duties include the selection and
ordering of resources, curriculum development, checking exams for errors, compliance
with curriculum standards, implementation and review of assigned subject areas in
grades 9 to 12 and any other related duties as assigned by the Principal.
m) Teacher Designate is a Teacher designated to assume on a temporary basis defined

responsibilities of an absent Principal where there is no Vice-Principal assigned to that
school.
n) Administrator Support is a Teacher who volunteers to be released from their teaching

responsibilities on a given day, to act as a support to the administrative team when
required. The duties they perform for this day are limited in scope and do not include
neither the evaluation nor the discipline of Teachers.
o) Curriculum Leaders are elementary Teachers who assist with administrative duties and
curriculum development, implementation, and review in assigned subject areas in
grade 7 and 8, and may include communication with the Department Head under the
direction of the Principal.
p) Department Heads are Teachers whose duties are specified in O. Reg. 298 (Section
14). Department Heads assist in the implementation of curriculum initiatives, provide
mentorship, act as a liaison between staff and Administration to provide input on
budget and time-tabling decisions, and may include communication with the grade 7/8
Curriculum Leader under the direction of the Principal.
q) A Home Instruction Teacher is a Teacher employed to teach an individual student who,

because of circumstances, is unable to attend their scheduled classes during the regular
school day.
r) A Teacher’s position refers to their job as a Teacher.
s) A Teacher’s panel refers to elementary (K-8) and/or secondary (9-12).
t) A Teacher’s division refers to primary, junior, intermediate and/or senior.
u) A Teacher’s assignment refers to the Teacher’s schedule for that academic year.

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ARTICLE 3 - RECOGNITION
3:01 All Teachers covered by this Collective Agreement are required to be members of the
Ontario English Catholic Teachers’ Association (OECTA).
3:02 The Board shall recognize the Ontario English Catholic Teachers’ Association as the sole
bargaining agent for all Teachers covered by this Collective Agreement.
3:03 Teachers whose assignments qualify equally for membership in both the elementary and
secondary panel of the Ottawa Unit shall communicate the choice of panel to the President
of the Association and to the Superintendent of Human Resources in writing at the time of
first employment with the Board or upon assignment to a position that may affect the
Teacher’s affiliate status.
3:04 Teacher Local Bargaining Units referenced in this Collective Agreement are as defined in
Part X.1 of the Education Act.
3:05 It is understood that Teachers who participate on Board Committees do not represent the
Association unless they are appointed by the Association.
3:06 The Board shall report to the President of the Local Teachers’ Bargaining Unit each
appointment made pursuant to Ontario Regulation 183/97 (Letters of Permission) within
ten (10) days of granting the appointment.
ARTICLE 4 - DURATION AND RENEWAL
In accordance with Part A, Section 1.1 the following shall apply:
4:01 This Agreement shall have effect from the first day of September 1, 2019 to August 31,
2022.
ARTICLE 5 - MEMBERSHIP RIGHTS
5:01 There shall be no discrimination or intimidation of any Teacher by reason of a Teacher’s

membership or activity in the Ontario Teachers’ Federation or its affiliates or by virtue of
holding office therein.
5:02 There shall be no discrimination or intimidation of any Teacher on account of a Teacher’s

participation in negotiations with the Board.
ARTICLE 6 - MANAGEMENT AND DENOMINATIONAL RIGHTS
6:01 Subject only to the specific provisions of this Agreement, and the right of the Association
to lodge a grievance under the grievance procedures in the manner and extent therein
provided, the Association recognizes and accepts that it is the exclusive right of the Board

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to manage the affairs of the Board, including the right to determine and exercise generally
those functions which remain with the Board, except as specifically limited by the
provisions of this Collective Agreement and Provincial and Federal Acts and Regulations.
6:02 No provision of this Collective Agreement shall be construed as to affect prejudicially the
rights and privileges of the Board with respect to the employment of Teachers under the
Education Act or the British North America Act, 1867 or the Constitution Act 1982. The
Association may submit a grievance related to an issue of denominational rights.
ARTICLE 7 - JUST CAUSE
7:01 No Teacher shall be disciplined, demoted, suspended or discharged without just cause.
ARTICLE 8 - STATUS OF EMPLOYMENT
8:01 New Teacher Induction Program (NTIP)
Newly hired Teachers are required to successfully complete the New Teacher Induction
Program as outlined in the document “New Teacher Induction Program, Induction
Elements Manual, 2019”.
8:02 Notice of Resignation
Notice of resignation shall be provided in writing to the Superintendent of Human

Resources at least twenty (20) school days prior to the effective date or at any other time
as mutually agreed upon between the Teacher and the Superintendent of Human
Resources.
8:03 Notice of Retirement
a) Teachers may retire on their retirement date.
b) Teachers shall give at least twenty (20) school days notice prior to the effective date of
retirement.
8:04 Religious Education Reimbursement
a) Completion of Religious Education in Catholic Schools, Part 1 (formerly, Religious Ed.

Part 1) is a condition of employment for all newly hired permanent Teachers.
b) Teachers shall be eligible for the 50% reimbursement of the AQ Religious Education in
Catholic Schools, Part 1 if completed within four (4) years of their date of hire as a
permanent employee.
c) Teachers who are unable to complete Religious Education in Catholic Schools, Part 1
within the required 4 years, may request an extension from the Manager of Human

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Resources. If granted, they would still be eligible for the reimbursement if completed by
the end of the extension.
d) If no extension is requested and granted, Teachers are still required to complete Religious
Education in Catholic Schools, Part 1 but are no longer eligible for the 50%
reimbursement.
ARTICLE 9 - ASSOCIATION FEES
9:01 The Board shall deduct Association Fees in regular installments determined by the
Association and the Board, and remit these fees as directed by the Association no later
than the 15th of each month following the deduction periods.
9:02 The Association shall advise the Board in writing of the amount of fees authorized by the
Association membership in keeping with the Constitution and By-Laws of the Association.
9:03 For the purpose of conducting Association business, where the Association requests that a
levy be raised, the Board shall make the deduction for each member. Such deductions
shall be taken on a per pay basis in equal installments over the school year. The President
of the Association shall advise the Board in writing of the amount of the levy prior to June
30 of the preceding school year.
ARTICLE 10 - SCHOOL ASSOCIATION REPRESENTATION
10:01 The Board recognizes the appointment or election by Teachers of one or more Association
representatives at each school or work-site.
10:02 The Association shall forward the approved list of Association representatives and the
Joint Health and Safety representatives to the Board by October 15 of each year. The
Association reserves the right to alter this list throughout the year.
10:03 The Principal or Vice-principal (or where appropriate the Supervisory Officer) shall advise
Teachers of their right to have a Unit Release Officer or designate at a meeting that may
result in disciplinary action. The Principal or Vice-Principal (or where appropriate the
Supervisory Officer) shall inform the Teacher of the nature of the meeting upon request.
10:04 Reasonable notice of such a meeting will be given to the Teacher and/or the Unit Release
Officer or designate. The date and time will be mutually agreed upon by all parties.
10:05 The Association and the Board shall organize and coordinate an information session
(half-day or full-day as the needs dictate) to outline the nature of the Collective Agreement
and any changes therein, and/or mutually agreed upon topic. At least one
(1) Association Representative from each school and at least one (1) representative from
the Administration of each school will take part in this information session. The Board
and the Association shall share occasional Teacher costs equally.

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10:06 Authorized representatives of the Association shall be permitted to transact the business of
the Association with members on Board property provided such business does not interfere
with or interrupt normal operations. Reasonable notice of such a meeting will be given to
the Principal.
10:07 As a courtesy, the Board and the Association shall, by June 30 provide dates for the
following year’s events with the goal that Board and Association events do not conflict.
This does not preclude any party from scheduling further dates at any point during the
year.
ARTICLE 11 - COLLEGE OF TEACHERS
11:01 If a Teacher is the subject of an investigation or determination by the College of Teachers,

any action against the Teacher by the Board shall be taken in accordance with the terms of
the Collective Agreement.
11:02 The College of Teachers fees shall be deducted in three equal installments beginning the
first pay period of October, November and December of each year provided that the
College of Teachers has confirmed the fee.
ARTICLE 12 - INFORMATION TO THE ASSOCIATION
In accordance with Part A: Central Terms and the following shall apply:
12:01 The Board shall make available to the Association President by November 15 of each year,
the summary of salary, experience, category placement and position of all Teachers
covered by this Agreement and employed by the Board.
12:02 The Board shall, by November 15 of each year, make available to the Association
President the extent of each Teacher’s participation in the benefit plan as set out in Article
34.
12:03 The Board shall provide to the Association the names of Teachers on leave requesting to
withdraw from LTD.
12:04 A copy of the timetables shall be available at each school for copying by the Association
representative. An updated copy of the timetable including supervision will be available
to the Association by the end of September, or in the case of secondary Teachers, the end
of September and February. Teachers on leave will be provided access to their timetables
and supervision schedules electronically upon request.
12:05 The Board shall provide to the Association the names, mailing address, telephone
number(s) and personal email of those Teachers on leave.

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ARTICLE 13 - PERSONNEL INFORMATION
13:01 A Teacher, or Unit release officer/designate, shall have access to their personnel file,
maintained in the Human Resources Department, upon written request. The Teacher’s file
will be examined in the presence of a person authorized by the Board. The Teacher, upon
request, shall be provided with a photocopy of any documents in the files. The Teacher
shall provide written authorization to the Human Resources Department prior to a
designate accessing the file.
13:02 Documentation of a disciplinary or performance nature regarding the Teacher shall not be
placed on file without written notification to the Teacher. A Teacher may provide written
responses to such documentation and such responses shall be appended to the
documentation and included in the file. There is only one (1) personnel file. This file is
kept in the Human Resources Department. Documentation of a disciplinary nature may be
removed, upon request, from the Teacher’s personnel file after one year. Where legally
permitted, any time documentation is forwarded to a third party, the Teacher shall be
notified.
13:03 The Letter of Discipline shall be placed in the Teacher’s file, remain confidential to only
the Superintendent of Human Resources and the Manager of Human Resources, and may
be removed upon request after one (1) year.
ARTICLE 14 - GRIEVANCE / ARBITRATION PROCEDURE
14:01 Terms of Reference
a) The purpose of the grievance procedure is to secure, at the lowest possible

administrative level, solutions to complaints and/or grievances.
b) Time limits are mandatory and may only be amended by mutual agreement of both
parties.
c) A complaint and/or grievance under this Agreement shall be defined as a difference or

dispute by a Teacher or a group of Teachers or by the Board or by the Association (on
behalf of a Teacher, Teachers or the Bargaining Unit), which relates to the
interpretation, application, administration or alleged violation of this Agreement and
shall be processed in accordance with this Article.
14:02 Informal Stage Complaint
a) The Teacher(s) or designate, having a complaint arising out of the Collective

Agreement shall notify their immediate supervisor.
b) The immediate supervisor shall arrange a meeting for the purpose of responding within
five (5) school days after the receipt of the complaint.
c) Failing satisfaction with the reply, the complainant may proceed with the formal
grievance process.

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14:03 The grievance shall:
a) stipulate the name of the grievor;

b) identify the grievor’s work location;
c) outline the nature of the grievance;
d) specify the date on or about which the incident giving rise to the grievance occurred;
e) identify the specific clause which has been allegedly violated, misinterpreted or
misapplied and the redress requested.
The grievance shall be signed by the President of the Association/designate or the

Grievance Officer of the Association.
14:04 Any grievance which is not commenced or carried through to the next stage in the
grievance procedure by the grievor within the time specified shall be deemed to have been
abandoned, and no further action may be taken with respect to such grievance. If the
stipulated time limits are not met by the Party against whom the grievance is being lodged,
the grievor shall have the right to pursue the grievance at the next step of the procedure.
14:05 a) It is mutually agreed that a grievance must be submitted within thirty-five (35) school
days of the knowledge of the incident giving rise to the grievance.
b) Requests for an extension of timelines in Article 14:05 a) shall not be unreasonably

denied.
14:06 A grievance pursuant to this Agreement shall proceed according to the following steps:
Step1:
The Association on behalf of the grievor shall submit the grievance to the Superintendent
of Human Resources. The Superintendent of Human Resources shall give a decision to
the grievance in writing to the Association on behalf of the grievor within ten (10) school
days. The Superintendent of Human Resources may arrange a meeting with the grievor
who shall be accompanied by a Unit Release Officer or designate.
Step 2:
Failing settlement pursuant to Step1, the Association shall have ten (10) school days from
receipt of the reply at Step 1 to process the grievance to the Director of Education or the
Director’s designate. The Director, or the Director’s designate shall give a decision to the
grievance in writing, to the Association Grievance Officer within ten (10) school days after
receipt of the grievance. The Director or the Director’s designate may arrange a meeting
with the Association which may include the grievor.
14:07 If the matter remains unsettled following the reply from the Director or the Director’s
designate, the Association may seek to resolve the matter by notifying the Director of
Education, in writing, of its desire to submit the grievance to arbitration within ten (10)
school days of the Director’s or the Director’s designates’ reply.

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14:08 With regards to dismissal or suspension, the Association on behalf of the grievor may
proceed directly to Step 2 of the Grievance Procedure.
14:09 The Association may initiate a Bargaining Unit grievance in writing, at Step 2, using the
same criteria identified in this Article.
14:10 The Board may initiate a grievance, beginning at Step 2, in writing, using the same criteria
identified in this Article. Such grievance shall be submitted to the Association’s
Grievance Officer.
14:11 Where the Parties agree, a common complaint by a group of Teachers may be filed by the
Association as a single grievance, using the same criteria identified in this Article.
14:12 Single Arbitration
a) The Association, after exhausting the grievance procedure established by this

Agreement, may notify the other Party, in writing, of its desire to submit the difference
or allegation to arbitration.
b) The Parties shall, by written mutual agreement, appoint a single arbitrator chosen
jointly to deal with any arbitration matter.
c) The appointment of a single arbitrator shall take place within fifteen (15) school days
or other such time period as the parties agree.
d) If the Parties are unable to agree upon an arbitrator within the time limit, the Ontario
Labour Relations Board shall appoint an arbitrator.
e) The Arbitrator shall hear and determine the difference or allegation and shall issue a
decision. The decision is final and binding upon the Parties and upon any Teacher
affected by it.
f) Each party shall share equally the costs of the Arbitration.
g) The Arbitrator shall have the authority only to settle disputes under the terms of the
definition of grievance as outlined in this Article, and it shall only interpret and apply
this agreement to the facts of the particular grievance involved. The Arbitrator cannot
amend, alter or modify this Agreement, nor give any decision inconsistent with it.
14:13 Notwithstanding the procedures above, either party may request access to expedited
arbitration under Section 49 of the current Ontario Labour Relations Act.

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ARTICLE 15 - DISTRIBUTION OF COLLECTIVE AGREEMENT
15:01 An electronic copy of the Collective Agreement shall be made available to all members of
the combined local bargaining units of OECTA (Elementary/ Secondary) within thirty (30)
days of ratification by the Board and the Association.
15:02 Each permanent hire shall receive access to an electronic copy of the Collective
Agreement at the time of hire. A hard copy shall be provided upon request.
ARTICLE 16 - SICK LEAVE
In accordance with Part A, Section 3, and for clarity the following shall apply:
16:01 The Board shall establish a sick leave account for each Teacher. Full time Teachers will be
allocated eleven (11) sick days payable at one hundred percent (100%) of salary on the
first day of each school year. When a Teacher’s employment is less than full time, the
Teacher’s eligibility for sick leave credits shall be prorated by the ratio that the Teacher’s
FTE (full time equivalent) status is to full time.
16:02 Each Teacher's sick leave account shall be debited for the number of days absent due to
personal illness, injury, personal medical appointments and for which salary was paid,
until such account has been depleted.
16:03 a) Apply to Education (ATE) or I-Menu gives each Teacher access electronically to their
record of sick leave including remaining sick leave from the previous year.
b) Should a Teacher request a hard copy of the leave statement, they may request one
from the leave administrator after November 1 of any year for the time frame ending
August 31 of the same year.
16:04 The Teacher shall notify the Principal or designate of a known absence and probable date
of return.
16:05 a) A school board may request medical confirmation of illness or injury confirming the
dates of absences, the reasons therefore (omitting a diagnosis), the Teacher’s
prognosis, any limitations or restrictions. Medical confirmation will be required to be
provided by the Teacher as determined by the school board for absences of five (5)
consecutive days or greater.
b) Where a school board requires the completion of the form found in Part A, Appendix
B, the cost shall be reimbursed up to a maximum of $45.00.
16:06 A Teacher who is injured in the course of duty and received indemnity from the Workers’
Safety and Insurance Board shall be entitled to any difference between the amount of the
award and the regular salary.

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16:07 The Board reserves the right to seek a second medical opinion by a medical specialist to be
selected by the Board and the Association. The purpose of such an examination, should
special circumstance warrant, is to determine the physical and psychological fitness of a
Teacher to continue actively in a position or to return to the position after an absence. The
Board agrees to pay for such a medical opinion. The Board also retains the right to
withhold payment for sick leave or to delay a return to teaching after an absence where the
Teacher does not comply with the above requirements.
16:08 Where Teachers have depleted their sick leave, the Board shall continue to provide health
benefits and pay its share of premiums as per Board policy.
ARTICLE 17 - PREGNANCY AND PARENTAL LEAVE
Note: The provisions outlined in the Article below are subject to review pending Federal
legislation (Employment Insurance Act) and its impact on Provincial legislation (Employment
Standards Act).
17:01 Requests for Leave
a) Pregnancy and parental leave shall be granted to a Teacher if that Teacher meets the
experience requirement established in legislation.
b) Pregnancy and parental leave may be granted, subject to the approval of the
Superintendent of Human Resources, to a Teacher who does not meet the requirements
established in 17:01 a) above.
c) Leaves for birth or adoption that are longer than the period outlined in legislation may
be granted by the Board up to a maximum leave of one hundred and four (104) weeks.
d) Requests for pregnancy and parental leave must be submitted to the Superintendent of
Human Resources, in writing, at least two (2) weeks prior to commencement of leave.
e) In the case of adoption, requests for leave must be submitted to the Superintendent of
Human Resources, in writing, at least two (2) weeks prior to commencement of leave,
where possible.
f) Requests for pregnancy and parental leave must be accompanied by a medical

certificate from the medical practitioner stating the expected date of delivery.
g) Requests for adoption leave must be accompanied by proof of adoption.
h) Requests for leave shall also indicate the anticipated return date.

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17:02 Returning from Leave
a) Teachers returning to teaching after a leave granted in accordance with 17:01a) or b)

shall be reinstated to their same school, panel, and division in accordance with Part
XIV of the Employment Standards Act and subject to the surplus to school and/or
redundancy provisions of this Collective Agreement. (Article 25:07 and Article 26).
b) Such Teachers shall return to teaching as of January 1, after the March Break, at the
beginning of a semester, the start of the school year or on any other date mutually
agreed upon by the Teacher and the Superintendent of Human Resources.
c) Teachers returning from an extended pregnancy or parental leave as outlined in 17:01,

shall be placed in the same school, panel, and division to that held at the beginning of
the leave. Such Teachers shall return to teaching as of January 1, after the March
Break, at the beginning of a semester, the start of the school year or on any other date
mutually agreed upon by the Teacher and the Superintendent of Human Resources.
d) Teachers returning from a pregnancy or parental leave shall not be declared surplus to
school simply by virtue of being on such a leave.
17:03 Allowance
In accordance with Part A, Section 14 and Letter of Agreement #9 Re: Supplemental

Employee Benefits - Article 14, the bargaining unit has elected the following:
a) Upon the confirmation by the Employment Insurance Commission of the

appropriateness of the Board’s Supplemental Employment Benefit (SEB) Plan, a
Teacher who is on pregnancy and/or parental leave as provided under this Agreement,
who is in receipt of Employment Insurance benefits pursuant to the Employment
Insurance Act, shall be paid a Supplemental Employment Benefit.
b) The Teacher shall receive 100% of salary through the Supplemental Employment
Benefit (SEB) plan for the first six (6) weeks; and
c) The Teacher shall receive 75% of salary through the Supplemental Employment
Benefit (SEB) plan for a further eleven (11) weeks.
d) The supplemental payment shall take into account Employment Insurance, SEB and
all other earnings and will not exceed the employee’s normal weekly earnings based
on 194 days.
e) Payment shall commence following completion of the Employment Insurance waiting

period and receipt by the Board of the Teacher’s Employment Insurance cheque stub
as proof that the Teacher is in receipt of such benefits for a maximum period of
seventeen (17) weeks.

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f) Payments in respect of guaranteed remuneration or in respect of deferred remuneration

or severance pay benefits will not be reduced nor increased by payments received
under the Plan.
g) A Teacher shall not receive more than their normal annual salary as a result of
participation in the Supplemental Employee Benefit Plan.
17:04 Status during the Period of Leave
a) Pregnancy and parental leave taken in accordance with legislation shall be considered
continuous service with the Board for the purpose of experience recognition.
b) The Board shall continue to facilitate Teachers paying their LTD premiums during
pregnancy and parental leave taken in accordance with the Employment Standards Act.
The Teacher shall be notified by the Board of the amount of their LTD premiums.
Payments will be a monthly debit deduction.
ARTICLE 18 - SPECIAL LEAVE
In accordance with Part A, Section 16.2, the following shall apply:
18:01 Special Leave With Pay
The following special leave is granted with pay, on an “as required basis” provided the
Teacher obtains permission from their immediate Supervisor or Superintendent and gives
reasonable notice for such leave where possible.
a) Short-term Compassionate Leave: for emergency and compassionate reasons in the

Teacher’s household (up to three (3) days per annum);
b) Moving of Teacher’s household (up to one (1) day per annum);
c) Short-term parental leave (up to two (2) days per annum);
d) Marriage leave (one (1) day);
e) Examination leave to write exams leading to educational professional qualifications;
f) Jury Duty: when a Teacher is required to appear as a juror, attend a hearing or, as a
witness in a court case to which the Teacher has been summoned but in which they are
not a party nor one of the persons charged;
g) Quarantine: leave with pay shall be granted in any case where, because of exposure to
a communicable disease, a Teacher is quarantined or otherwise prevented by order of
the Regional Medical Officer of Health or designate from attending to their duties;

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h) Family and Wellness: Special leave for family reasons, community related reasons and
personal reasons (one (1) day of leave per annum). This leave shall not be used before
or after a statutory holiday or to extend the Christmas, March Break or Easter vacation
periods. Teachers shall give reasonable notice of request for such leave where
possible. Teachers not using their personal leave day during the current school year
may carry over a maximum of one (1) extra day which may be used concurrently in
the next school year. Valid reasons for taking a personal day could include and are
not limited to: family related reasons, family activities, or appointments;
i) Caregiver Leave: for illness to the Teacher’s child(ren), parents or family members up
to two (2) days of leave per annum;
j) Bereavement Leave:
i) Three (3) consecutive working days when required (or more at the discretion of the
Board) for the death of an immediate member of the family: that is father, or foster
father, mother, or foster mother, brother, sister, step-sibling, spouse, child,
mother-in-law, father-in-law, step-parent, step-child, ward or guardian;
ii) One (1) day when required (or more at the discretion of the Board) for the death of
a non-immediate member of the family or personal friend.
18:02 Long Term Leave Without Pay
In accordance with Part A, Section 9, and in addition, the following shall apply:
a) Leave without pay for educational, care-giving or other purposes, not exceeding two
(2) years, may be granted by the Board to a Teacher upon request after four (4) years of
employment with the Board, or any school or Board for which the Ottawa Catholic
District School Board has assumed responsibility. The Board may grant a leave of
absence without pay to a Teacher with less than four (4) years of employment for
exceptional personal reasons. Pregnancy and Parental Leave as outlined in the
Employment Standards Act shall not be included as part of the leave referenced in this
clause. The leave will be granted one year at a time and Teachers will be required to
apply for the second year. Teachers who have immediate family members working on
behalf of their country (i.e. Military or Global Affairs) may be granted up to four (4)
years of leave.
b) Requests for such leave shall ordinarily be made before March 1 of the school year
preceding the requested leave, to the Superintendent of Human Resources.
c) A Teacher on leave without pay shall retain experience held or accumulated to the
commencement of the leave but shall not accumulate further experience during the
period of leave. The Teacher shall be required to pay 100% of the cost of any benefits
in which the Teacher continues to be enrolled during the period of leave.

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18:03 Association Leave Without Pay
a) President, Bargaining Unit Vice-Presidents, and Unit Staff Officer(s)
i) Upon the written request of the Association the Board shall grant a leave of
absence for up to two (2) school years at a time to the President and Bargaining
Unit Vice-Presidents, and Unit Staff Officer(s) of the Association.
ii) The request for leave of absence shall ordinarily be submitted to the Superintendent
of Human Resources prior to May 31 for the following school year.
iii) The Board shall administer salary and benefits of the President, Bargaining Unit
Vice-Presidents and Unit Staff Officer(s) through the normal payroll process. The
Association shall reimburse the Board for such salary and benefits, including the
Board’s portion of deductions and benefits.
iv) The Teacher's seniority and experience shall continue to accumulate during the
period of the leave of absence. The Teacher shall be considered as surplus to school
at the end of the leave of absence.
b) Association Leave
i) The Association shall be granted release time for executive members to attend
monthly meetings. The Association shall reimburse the Board for the Occasional
Teacher replacement cost associated with such release.
ii) The Association shall be granted twenty (20) school days (or more by mutual
agreement) in order to release Association members to fulfill Association duties.
The Association President will advise the Board in writing at least one week prior to
such release.
18:04 Returning from Unpaid Leave
a) Teachers returning from unpaid leaves as outlined in this article that are one (1) full
school year or less shall be replaced with a Long Term Occasional Teacher and shall
return to their same school, panel and division, subject to the surplus to school and/or
redundancy provisions of this Collective Agreement as per Article 25:07 and Article
26.
b) Teachers returning from leaves as outlined in this article, that are for more than a full
school year shall be placed according to the following protocol:
i) If a vacancy exists for which the Teacher is qualified, the Teacher shall choose to
return to the same school.

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ii) In the event that a vacancy in the school does not exist, the Teacher shall be placed
at another school in the same panel and division, qualifications respected, to that
held at the commencement of the leave.
iii) An unpaid leave of absence shall be granted in one of the following formats:
1. Full school year
2. Secondary Teachers, by semester
3. Elementary Teachers, by reporting period
4. Date mutually agreed upon by the Teacher and the Superintendent of Human
Resources.
18:05 Care Giving Leave Benefit - Compassionate and Critical Care Leave (Employment
Insurance Act)
In accordance with Part A, Section 15, and the following shall apply:
Under the federal Employment Insurance Act, EI eligible employees may be paid
twenty-six (26) weeks of employment insurance benefits to care for a family member with
a serious medical condition. An employee who is eligible for this type of leave shall
receive 100% of their salary for eight (8) weeks under the Supplemental Benefit Plan
(SEB).
18:06 Domestic or Sexual Violence Leave
In accordance with Part A, Letter of Agreement 16 - Domestic and Sexual Violence,

the Employment Standards Act, the Employment Insurance Act and the following
shall apply:
a) Under federal and provincial statutes, eligible employees who are victims of domestic
and/or sexual violence will be given five (5) days of paid leave and up to fifteen (15)
weeks of unpaid leave.
b) The Board shall actively make known information about the leave program at least once a
year.
ARTICLE 19 - SELF-FUNDED LEAVE PLAN (X over Y)
19:01 The X over Y Plan affords Teachers the opportunity of taking a one (1) year leave of
absence without pay and, through deferral of salary, to finance the leave. The Plan allows
a Teacher to teach “X” period over a “Y” period with one (1) year’s leave in the final year
of the Plan.
19:02 The Teacher, in application, shall indicate the “X” and “Y” components desired. However,
the final determination of the “X” and “Y” components shall be made in consultation with
the Superintendent of Human Resources and in accordance with the total Plan’s
requirement for a balance between leaves commencing and leaves returning.

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19:03 The maximum number of Teachers on leave in accordance with the Plan in any given year
shall not exceed twenty (20) Teachers.
19:04 Eligibility
Any Teacher having three (3) years seniority with the Board is eligible to apply provided
that the year of leave does not begin until the employee has completed five (5) years of
employment with the Board.
19:05 Application
a) Applications for participation in the Plan must be filed no later than January 31 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 Teacher by
May 1 of the school year prior to the school year in which the Plan commences.
c) Acceptance of a Teacher’s application will be at the sole discretion of the Board.

Reasons for denial of the request will be given to the Teacher in writing.
19:06 Implementation of the Plan
The financial arrangements for funding the year of leave shall be arranged by mutual
agreement between the Teacher and the Board:
a) Each Teacher in the Plan shall sign an agreement with the Board. The agreement shall
specify the terms and conditions agreed to by the Teacher and the Board.
b) An account will be established with the Your Credit Union for each participant in the
Plan. The money to be deducted from each participant’s bi-weekly pay will be
deposited to this account where it shall be retained and accumulate interest until the
year of the leave or dissolution of the agreement between the Board and the Teacher,
subject to Canada Revenue Agency regulations.
c) In each year of the Plan, preceding the year of the leave, a Teacher will deposit a
percentage of the appropriate grid salary and applicable allowances in accordance
with the agreement.
d) During the year of leave, the Teacher shall withdraw accumulated funds in the
Teacher’s account. Subject to the conditions of the insurance carrier, a Teacher may
continue coverage of existing benefits in accordance with Article 34, Benefits
Provisions, for the year of leave under this Plan by paying 100% of the premiums.
e) During the year of the leave, withdrawal from the Teacher’s account shall be in two
installments – one of 40% in September and one of 60 % in January.

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f) A Teacher may defer their leave subject to the requirements of this Article and Canada
Revenue Agency regulations.
19:07 Terms of Reference
a) The Teacher’s position will be staffed by a Long Term Occasional Teacher for the
time period in which the Teacher is away on the leave.
b) Teachers returning from a leave shall return to their same school, panel and division,
qualifications respected, subject to surplus to school and/or redundancy provisions of
the Collective Agreement.
c) Upon return to the system, Teachers will also have the option of participating in the
regular transfer process.
d) Leave taken under the Plan shall be treated as a year of teaching experience for
seniority purposes only.
e) Teachers declared redundant in any year of the Plan will be required to withdraw.
Any accumulated funds will be paid to the Teacher, subject to the regulations of the
financial institution.
f) A Teacher may withdraw from the Plan effective August 1, by giving written notice to
the Superintendent of Human Resources by the preceding April 1, except in the
calendar year in which the leave is due to commence, in which case the written notice
must be given by the preceding January 1.
g) Where it can be demonstrated to the Board by a Teacher who is a participant in the

Plan, that a financial emergency exists, or where a Teacher who is a participant in the
Plan is identified as being redundant, the notice period shall be waived and the
accumulated funds shall be released to the Teacher within sixty (60) days. In the case
of the death of a Teacher who is a participant in the Plan, the accumulated funds shall
be paid to the Teacher’s estate, providing the consents or releases required have been
obtained.
19:08 Canada Revenue Agency (CRA) Contingencies
a) The present method of making income tax deductions shall continue. Any changes to
this method are dependent upon a ruling from CRA, that the income deferral scheme
contemplated herein may be acceptable to CRA.
b) The amount of income tax to be deducted at source will only be computed on the
reduced salary with the agreement of the Association and the participating Teacher
and after the receipt of a ruling of CRA and of its terms. The participating Teacher
will be required to enter into an agreement with the Board to indemnify and hold the
Board harmless against all claims or demands or other forms of liability against the

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Board by any person, that may arise out of, or by reason of, deductions made or
payments made in accordance with this Article
c) If a Teacher is considering retiring at the end of this leave, the Teacher shall contact
CRA to ensure that this may be acceptable to CRA.
ARTICLE 20 - TEMPORARY LEAVE FOR REDUCTION IN TEACHING SCHEDULE
In accordance with Part A, Section 22 and if Section 22 is not renewed during the
subsequent central negotiations, the following language shall apply:
20:01 Definition
A permanent Teacher may be granted a part-time teaching assignment, subject to the
approval of the Principal and then the Superintendent of Human Resources.
20:02 Qualifications
Any permanent Teacher working for the Board is eligible to apply for a temporary leave
for reduction in teaching schedule.
20:03 Application
a) Eligible participants shall be those Teachers who voluntarily elect to take a leave so
that their teaching schedule is less than full-time. Such Teachers will make an
application on the appropriate form and will forward it to the Human Resources
Department for consideration by the end of February. In considering such
applications, the Human Resources Department will give first priority to the
requirements of the system as it relates to staffing and program needs. Teachers who
are accepted for a temporary leave for reduction in teaching schedule shall be notified
of their status in writing by the Human Resources Department prior to the transfer
process.
b) Such Teachers shall be eligible for salary and allowances on a pro-rated basis
calculated in accordance with the percentage of time that the Teacher's teaching
schedule bears to the teaching schedule of a full-time Teacher.
c) Such Teachers shall continue to participate in all of the benefit plans on the same basis
as a part-time Teacher.
20:04 Where the approved arrangement provides for the Teacher to be scheduled to work only
part of a school year on a full or part-time basis, the terms of the Article shall continue to
apply with the exception that the Teachers shall only be paid full salary for those school
days the Teacher is scheduled to work. Such salary will be prorated if the Teacher is
scheduled to work on less than a full-time basis during the period.

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20:05 Conditions
a) Service shall be recognized as full time for seniority purposes. For the purpose of
recognition of experience for salary purposes, the year of service in the temporary
teaching schedule shall be recognized in accordance with Article 30 (i.e. pro-rated
experience).
b) The Teacher's contractual status shall be preserved during this reduced schedule. The
redundancy and recall provisions of this Agreement shall apply to Teachers on a
reduced teaching schedule.
c) Subject to the terms of this agreement, Teachers shall have the right to resume
full-time employment at the start of the next school year, provided they notify the
Board in writing by the end of February of their intention to return to full-time
employment. A Teacher returning from a reduced teaching schedule shall be placed by
the Board in the same school, panel and division based on qualifications. This does
not entail any changes to past practice.
d) A Teacher who does not notify the Board of their intention to return to full time
employment by the end of February, and who continues to be employed, shall be
deemed to be continuing employment on a reduced teaching schedule for the following
school year. The maximum number of years a Teacher may participate in a temporary
reduced teaching schedule is five (5) years. If the Teacher does not notify the Board of
their intention to return to full-time teaching duties within the five-year period, the
Teacher shall be deemed to have become a permanent part-time Teacher. Prior to a
Teacher being deemed a permanent part-time Teacher, the Board shall contact the Unit
President and inform them of the Teacher’s impending status change. The Unit
President shall be afforded a reasonable amount of time to contact the member before
any permanent change in status occurs.
ARTICLE 21 - SENIORITY
21:01 Seniority shall be defined as the continuous length of service in the Local Bargaining Unit
as of the most recent date of hire as a permanent Teacher with this Board or its predecessor
Board(s). “Continuous length of service” shall include all leaves or secondments taken
with the approval of the Board or its predecessor Board(s) as outlined in Articles 17, 18,
19, and 20.
21:02 In the event that two or more Teachers have the same seniority date, the following criteria
are to be successively applied:
a) Total teaching experience with the Board or its predecessor Board(s);
b) Total teaching experience;

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c) Qualifications in accordance with QECO Statement of Evaluation with preference

given to higher qualifications;
d) By lot drawn in the presence of the Association President and the Superintendent of
Human Resources.
21:03 The Board agrees to make available electronically, a copy of the list of all Teachers
showing their seniority date as specified in the definition above by November 15 and
February 15 of each year. An electronic copy of such list shall be provided to the
President of the Association.
21:04 Any Teacher who believes their seniority date is incorrect must advise the Association
President and the Superintendent of Human Resources, in writing, by the Friday prior to
the March Break.
21:05 A Teacher who is an Acting Principal or Acting Vice-Principal shall continue to accrue
seniority, as defined above, during the acting appointment.
ARTICLE 22 - TEACHER WORKLOAD PREPARATION AND PLANNING TIME
22:01 Allocation
a) The Board shall make every effort to ensure that the workload given to Teachers is fair,
equitable and consistent, subject to the terms of the Collective Agreement.
b) Preparation time is at the discretion of the Teacher and will be provided in no less than
the period of time allotted.
22:02 Average Class Sizes
a) The Board shall ensure that the class size aggregate complies with the Acts and
Regulations.
b) Courses taught on-line as part of a day school credit load shall be included in the
workload assigned to a Teacher and such courses shall appear on the Teacher’s
timetable.
c) The Board shall determine the average size of its classes in the aggregate, as of
November 15 each year, and the determination shall be made in accordance with the
above. The Board shall provide the Association with an electronic copy of the staffing
and school organizational model for each school by the last working day of November
each year. The Principal shall make every effort to minimize the number of split
grade/course/level classes.
d) The Board shall provide the President of the Association with staffing information on a
regular basis as requested.

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22:03 Preparation and Planning Time
a) Elementary (K to 8):
i) Elementary Preparation Time
Preparation time for a full-time Teacher shall be 240 minutes/week, delivered in no

less than thirty (30) minute blocks of time.
ii) Release Time for Assessment, Evaluation and Report Cards (K-8)
The Parties agree on the importance of timely, relevant, comprehensive and

meaningful assessment and evaluation of students’ learning.
Two (2) Professional Activity Days shall be designated for the purpose of
assessment and/or completion of student report cards: one prior to the first
reporting period and one prior to the second reporting period.
b) Secondary (9 –12):
i) Each secondary Teacher shall be assigned a maximum of 6.0 credit/credit

equivalent courses. Each secondary Teacher shall be assigned a maximum 6
credit/credit equivalency/on-line courses.
ii) On calls will be for emergency purposes only, up to a maximum of 25 minutes per
on call. It is understood that emergency purposes is defined as the sudden and
unexpected absence of a Teacher. The use of an emergency on call shall cease
with the arrival of the Occasional Teacher called to replace the absent Teacher.
iii) Part time Teachers shall have their schedule pro-rated to that of a full-time
Teacher.
iv) During the school day, any time other than assigned in (i) or (ii) above, shall be
reserved for preparation and planning time.
c) Secondary Dual Credit Courses
A secondary school’s Average Daily Enrolment in ‘Dual Credit’ courses shall be

included in the calculation of the number of secondary teaching positions required in
the Board pursuant to this Collective Agreement and/or any class-size regulation.

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d) Reporting Periods
i) It is important that Teachers communicate student success to parents. There will

be two formal reporting periods per semester which will be in the form of a report
card.
ii) To help identify at risk students, an additional early intervention progress report is
recommended. This progress report can be in the following format: letter of
concern, phone call and/or check-list.
iii) Early release time for interviews will be provided as per current practice for: 7
and 8 stand alone schools, 7 to 12 schools and stand alone 9 to 12 high schools.
22:04 Supervision
Supervision is a requirement of all members of the school community to ensure the safety
and well being of all staff and students. Supervision is site specific based on the needs of
the school as determined by the Principal in consultation with the committee referenced in
a).
a) Every Teacher shall be assigned equitable supervision duties as outlined in the

supervision schedule. This schedule shall be developed by the Principal in
consultation with a committee of Teachers comprised of an Association staff
representative and an additional Teacher(s). The parties agree on a supervision
schedule that minimizes Teacher supervision while still maintaining a safe
environment for students.
b) Elementary Supervision
i) Effective September 1, 2013, all elementary Teachers shall be assigned a

maximum of eighty (80) minutes of supervision per five (5) day period.
ii) Elementary Teachers (JK-8) shall be available to students in their classroom

fifteen minutes prior to the first scheduled class of the day and five minutes prior
to the first scheduled class in the afternoon. Such time shall not constitute
supervision/on-call or instructional time. Any assigned supervision duty during
the times as outlined above, such as but not limited to, bus duty, hall duty and/or
yard duty constitutes supervision. This does not entail making any changes to
past practice.
iii) Every effort shall be made to minimize the number of Teachers required to
supervise and/or monitor students during the lunch break and inclement weather.
iv) The Board shall make available to the Association all supervision schedules by
the end of September for study and review.

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v) The Board shall provide the Association with a shared electronic document of
supervision in each school performed by all staff in the school agreed to by the
Board by September 30 of each school year.
vi) The Association will review all schedules and may request, through the
Superintendent of Human Resources, revisions and/or additional information with
respect to the schedules by October 15 of each school year.
vii) Issues and concerns around supervision will be referred by either party of this
Collective Agreement to the Superintendent of Human Resources for discussion
and resolution.
c) Secondary (9-12)
i) All school based staff have a role to play in secondary school supervision which
is essential in maintaining a safe school environment.
ii) All Teachers may be assigned based on their FTE (full-time equivalent) up to a
maximum of 110 minutes per two weeks for supervision purposes.
iii) Secondary Teachers shall be available to students in their classroom fifteen

minutes prior to the first scheduled class of the day. Such time shall not constitute
supervision/on-call or instructional time. This does not entail making changes to
past practices.
iv) Any assigned secondary supervision duty during the times as outlined above, such
as but not limited to bus duty, hall duty and/or yard duty, shall constitute
supervision/on-call time.
v) The Board shall make available to the Association all supervision schedules by
the end of September for study and review.
vi) The Board shall provide the Association with a shared electronic document of
supervision schedules in each school performed by all staff in the school agreed to
by the Board by September 30 of each school year.
vii) The Association will review all summaries and may request, through the
Superintendent of Human Resources, revisions and/or additional information with
respect to the summaries by October 15 of each school year. Issues and concerns
around supervision will be referred by either party of this Collective Agreement
to the Superintendent of Human Resources for discussion and resolution.
22:05 Part-Time Teachers
Part-time Teachers shall be assigned to a proportional amount of instructional time,

preparation/evaluation time and supervision duties as outlined above. All of these
assignments shall be scheduled consecutively unless mutually agreed to by all parties.

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22:06 Cross Panel Assignments
Teachers covered by this Agreement whose teaching assignment includes teaching in both
the elementary and secondary panels shall receive a pro-rated assignment of instructional
time, preparation/planning time and supervision duties as outlined above.
22:07 Lunch Period
Each Teacher shall be entitled to an uninterrupted and continuous period of not less than
forty (40) minutes for lunch in the scheduled interval for lunch in accordance with
Regulation 298 of the Education Act.
22:08 Travel
Teachers who are assigned duties at two (2) or more locations on the same day shall be
provided with adequate time to travel between locations. Travel time is exclusive of lunch
time, preparation and planning time and supervision assignments.
22:09 Prior Learning Assessment Recognition (PLAR)
a) All members of the Bargaining Unit shall have equal access to any PLAR work that
must be initiated by the Board.
b) Compensation for PLAR assessment shall be at the Occasional Teacher daily rate of
pay pro-rated to the contracted hours.
ARTICLE 23 - POSITIONS OF ADDED RESPONSIBILITY
Secondary
23:01 The high school organization structure will be as follows:
a) Each high school (9- 12) shall be assigned a minimum of ten (10) Department Heads
and a maximum of eleven (11) Department Heads.
b) Each High School shall have a department head assigned to English, Mathematics,
Physical Education, Religious Education, and Student Services. Remaining
Department Heads shall be assigned to departments at each school as determined by
the Principal and the Superintendent of Schools.
c) A department may be formed in each subject area with ten (10) or more sections. A
subject area with less than ten (10) sections shall be combined with another subject
area to form one department.
d) Department Heads with 35 sections or more or Department Heads who have been
assigned departments with more than one subject area will be given 3 days with

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Occasional Teacher coverage per year to assist with administrative duties. Department
Heads with less than 35 sections will be given 2 days with Occasional Teacher
coverage per year to assist with administrative duties.
e) The parties may agree to amend the high school organization structure in 23:01 by
mutual agreement.
23:02 Department Head Eligibility List:
a) Department Head appointments are system-based appointments. By the end of

February, Principals shall notify the Board of all known Department Head vacancies
for the next school year.
b) Each spring, when the Board has fewer than six (6) Teachers on the Eligibility List for
a given department the Board shall advertise a system-wide competition
electronically. At the discretion of the Board, such positions may also be advertised
externally.
c) All applicants who hold the required qualifications for the position will be considered.
All applicants will receive written acknowledgment that their application has been
received.
d) Candidates who are successful shall be placed on the Department Head Eligibility
List for future appointments according to their specific department and date of
qualification to the Eligibility List.
e) Unsuccessful candidates in a competition shall have the right to a debriefing

regarding their candidacy upon written request to the Human Resources Officer
(Teaching) within two (2) weeks of having been notified.
f) Candidates’ names shall remain on the Eligibility List for a period of four (4) years
from the date of assignment to that Eligibility List. Any candidate who has been on
the Eligibility List for four (4) years and has not been placed, may continue on the
Eligibility List for an additional four (4) years, subject to a recommendation from a
current Administrator. If they are not recommended to remain on the Eligibility List
for an additional four (4) years, the Teacher shall have a right to a debriefing with
their Principal.
g) Department Heads who take a leave of absence of more than one (1) year, shall be
added back to the Eligibility List when they return. Their placement on the list will
reflect the Teacher’s most recent date of qualification to the Eligibility List.
h) Department Heads who no longer hold their position and who later successfully
requalify for the Eligibility List shall be placed on said list according to their most
recent date of qualification.

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i) Teachers appointed to Eligibility Lists shall be notified in writing and shall be

informed of the number of candidates on that Eligibility List. The Association shall be
advised of those Teachers who are on the Eligibility List.
23:03 Department Head Appointments
a) Department Heads shall be informed by the end of February if their term will be
renewed. Human Resources shall post all known Department Head vacancies by
school to the system. Current Department Heads and those returning from a leave of
up to one (1) year shall have first priority and may apply for any of the vacancies by
submitting their application to Human Resources. Existing Department Heads shall
be in their Department Head position for at least two (2) years before they may apply
to another school.
b) For each Department Head vacancy, up to three (3) current Department Head
candidates shall be interviewed. The candidates to be interviewed shall be determined
by the greatest number of years of experience as a Department Head. A successful
candidate shall be selected from one of the candidates interviewed. Should only one
current Department Head apply, they will be appointed to the vacancy.
c) After first priority has been observed according to 23:03 a) and b), for remaining
vacancies, up to three (3) candidates shall be interviewed. The candidates to be
interviewed shall be determined by the earliest qualification date to the Eligibility
List. A successful candidate shall be selected from one of the candidates interviewed.
d) Initial appointment as Department Head shall be for a probationary period of one (1)
year. Appointees who successfully complete the probationary period shall be
recommended by the Principal for an appointment to a five (5) year renewable term.
The probationary period shall be considered part of the five (5) year renewable term.
If it is determined by the Principal and Superintendent, a second year of probation
shall be granted, during which support for growth shall be provided.
e) Incumbent Department Heads whose term is not renewed may apply for any other
vacant Department Head position. In the event they are unable to secure a Department
Head position they are required to reapply to the Department Head Eligibility List.
f) Upon an unsuccessful completion of the probationary period, the Teacher shall be

given written notification. A debriefing by the Superintendent of Schools shall be
granted, if requested in writing, within two (2) weeks of written notification of
reassignment to teaching duties.
g) If a Department Head is returning to teaching duties after one (1) year, they will be
subject to Article 24:03. If returning to teaching duties after more than one year, a
Department Head shall remain at their school and be subject to surplus as per Article
25:07.

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h) If an appointment is required during the school year, the Board may temporarily
appoint a candidate from the Eligibility List to such a position as per Article 23:03 b),
or may appoint a Teacher on an acting basis for a period not to extend beyond the end
of the school year. A vacancy shall be reported for the following school year and a
Department Head appointed as per the process contained herein.
i) In the event of a known absence of twenty (20), or more, consecutive teaching days
by the current Department Head, the Principal may appoint an acting Department
Head subject to the approval of the Superintendent.
j) A Teacher designated as an acting Department Head shall be given the remuneration

of a Department Head in accordance with the Collective Agreement.
k) Department Heads who take a leave of absence shall have their Department Head and
teaching position at the school held for a maximum of one (1) year. Their Department
Head position shall be filled with an acting Department Head and their teaching
vacancy will be filled with a Long Term Occasional Teacher. At the end of the year,
the Department Head shall either return to their school and Department Head position,
or relinquish their Department Head position and shall be considered as surplus to
school.
l) All Teachers in a Department Head position as of September 3, 2019 will begin a five
(5) year renewable term on August 31, 2020. Their five (5) year renewable term end
date shall be no later than June 30, 2025.
m) If an issue arises in the implementation of articles 23:01 to 23:03, the Board and the
Association mutually agree to meet to resolve this issue.
23:04 Redundancy of Department Head Position
a) Every effort shall be made to absorb the redundancy of Department Heads through the
process of attrition as a result of normal resignations, retirements, and/or leaves of
absence.
b) In accordance with the above, where redundancy exists after attrition, redundancy
shall be affected in the reverse order of seniority as per Article 21 provided that the
Department Heads remaining have the required qualifications as per the Education
Act and Regulations.
c) Department Heads whose positions have been eliminated for reasons of redundancy
will be notified, in writing, by the Director of Education by May 15 and, where
possible, preliminary notice will be provided by May 1st. This notification will
clearly state that the elimination of the positions is for reasons of redundancy. The
Association shall be provided with a copy of all redundancy letters.

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d) No new Department Heads shall be hired until all those Department Heads who are
declared redundant, who are qualified have been recalled. A recall list of the
redundant Department Heads will be kept in the Superintendent of Human Resources’
file. A copy of this recall list shall be provided to the Association President. This
recall list shall be kept active for the length of this Collective Agreement.
e) In making new appointments of Department Heads first offer of these positions shall
be made to those on the recall list. Such offers shall be made in the reverse order of
reduction, subject to qualifications,. Any Department Head on the recall list who
refuses to accept an available position under the above, forfeits all rights to recall.
Elementary (7-8)
23.05 Curriculum Leader is a school-based appointment.
23.06 Each intermediate (7&8) school shall be assigned a minimum of five (5) Curriculum
Leaders. For the purposes of this Article, St. Michael Fitzroy is considered a K-8 school
and as such shall be assigned Curriculum Leaders as required.
a) The Principal and the Superintendent of Schools shall determine the organization of
the curriculum divisions at each school.
b) Principals shall post vacant positions to all 7-8 staff. Applicants are expected to be
assigned to teach a minimum of one curriculum area that falls under the posted
Curriculum Leader position. All applications will be acknowledged in writing. Upon
request, unsuccessful candidates shall be provided with a debriefing from the
Principal.
c) Initial appointment as Curriculum Leader shall be for a probationary period of one (1)
year. Appointees who successfully complete the probationary period and who are
recommended for permanent appointment by the Principal and Superintendent shall
subsequently be appointed to a two (2) year renewable term.
d) In the event that a Curriculum Leader’s term is not renewed, the Principal will
convene a meeting with the Curriculum Leader to outline the reason(s).
e) Each Curriculum Leader will be given 2 days with Occasional Teacher coverage per
year to assist with administrative duties.
ARTICLE 24 - STAFFING: COORDINATOR, CONSULTANT, LEARNING PARTNER

AND ITINERANT TEACHERS
24:01 a) When there is a requirement to appoint a Coordinator, Consultant, Learning Partner or

Itinerant Teacher, the Board will post an Expression of Interest electronically and will
notify the President of the Association.

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b) All postings for positions with terms shall include the following language: “The term of
the appointment shall be consistent with the terms outlined in the Collective
Agreement.” At the discretion of the Board, such positions may also be advertised
externally.
c) All applicants will receive written acknowledgment that their application has been
received. Unsuccessful candidates in a competition shall have the right to a debriefing
regarding their candidacy upon written request to the Human Resources Officer
(Teaching).
24:02 Coordinator, Consultant and Learning Partner
a) The term of Consultant shall be three (3) years and the term for Coordinator shall be
five (5) years. These appointments may be extended, one (1) year at a time, for up to an
additional two (2) years at the discretion of the Director of Education.
b) The term for Learning Partner shall be for three (3) years pending funding. Learning
Partners shall be notified prior to the launch of the transfer process each year as to
whether funding has been allocated to the position for the following year. This term
may be extended one (1) year at a time, for up to an additional two (2) years at the
discretion of the Director of Education.
c) When an individual leaves the position of Coordinator, Consultant or Learning Partner,

they shall be treated as surplus to school with the same rights as any other Teacher that
has been declared surplus to school. This precludes the right of first recall to a system
position, as per Article 25.07 d) of the Collective Agreement.
d) If a Teacher was in a Department Head position prior to accepting a system position, at

the end of their system position term, the Teacher shall be offered all vacant Department
Head positions for which they are qualified and on the Eligibility List for that subject
area. This will occur before offers are made to individuals on the Eligibility List.
e) If a Teacher was a Teacher Designate prior to accepting a system position, at the end of
their term, the Teacher will be considered for the Teacher Designate position in their new
school.
f) The positions of Coordinator, Consultant and Learning Partner shall be posted and
every attempt made to fill these positions prior to the annual staffing process. The
position shall be advertised and a competition shall be held, which shall be open to new
and qualified applicants. The incumbent may apply to the vacancy in the event that no
qualified applicants apply and may occupy the position for an additional one (1) year
period.
g) Each Learning Partner shall have access to a Teacher-directed professional learning

fund for courses and conferences up to $ 1,750 during their term as Learning Partner.

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24:03 System Teaching Position
The following article applies to all Teachers who leave a school and accept a system teaching
position.
a) The successful candidate will have a position, for which they are qualified, at their
home school protected for a period of one (1) year.
b) After one (1) year in the position, the Teacher shall declare, prior to the staffing process,
if they are returning to their home school position.
c) The home school position shall be replaced by a permanent Teacher.
d) If a Teacher returns to their home school position, the Teacher is subject to the surplus
to school and/or redundancy provisions of the Collective Agreement (Article 25:07 and
Article 26).
e) If a system Teacher is absent for a period of six (6) weeks or more:
i) The vacancy will be posted to the membership for five (5) school days. The
Board shall select the temporary replacement from the qualified applicants.
ii) As a result of the absence of any system-assigned Teacher, no Teacher will

have their workload increased.
ARTICLE 25 - TRANSFERS
25:01 Timetables
The Principal shall ordinarily provide each Teacher with a preliminary assignment for the
next school year prior to the first round of the transfer process.
25:02 Staffing Procedures
a) The Board Level Joint Staffing Committee (JSC) shall meet to review these procedures
and timelines by the end of January of each year.
b) Each Principal, in consultation with their Superintendent of Schools, shall determine

the school organization for the upcoming school year in accordance with the staff
allocated by the Board.
c) Each Principal shall declare vacancies and/or staff surplus to the school in accordance
with Article 25:07, Article 43 and Article 44. Principals shall forward this report to
the Human Resources Department by the date determined by the JSC.

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d) The Board shall provide the Association with staffing information on a regular basis as
requested.
e) The Board shall, when possible, announce Principal and Vice-Principal transfers and
appointments prior to the first round of the transfer process.
f) Prior to round 1 of the transfer process, or at any point during the annual staffing
process, where reasonably necessary, the JSC shall place Teachers who require
medical accommodations in known vacancies, as assignments that meet these
accommodations requirements become available.
g) Prior to round 1 of the transfer process, or at any point during the annual staffing
process, the JSC shall place Teachers who have been administratively transferred into
assignments mutually agreed to by the Board and the Association.
h) For the purposes of staffing (ie. vacancies and surplus), St. Michael Fitzroy shall be
considered a K-8 school.
25:03 Transfer Process
a) The Board and the Association shall encourage the voluntary transfer of Teachers. A
Teacher’s request for a transfer shall be considered without prejudice.
b) Vacant teaching positions shall be defined as those known vacancies resulting from,
but not limited to, resignations, retirements, enrolment growth, transfers, and
promotions.
c) To the extent possible, Expression of Interest positions will be posted before the
transfer process and/or when the vacancies become known. Expression of Interest
positions shall be posted for a minimum of five (5) school days. Expression of Interest
positions are teaching opportunities that may require specialized skills and
qualifications (according to Regulation 298).
d) All Teachers who have a minimum of two (2) years experience at the same school shall
be eligible to take part in the transfer process. Each Teacher shall be able to apply for
any posted vacancy for which the Teacher has the required minimum qualifications
according to Regulation 298.
e) There shall be two (2) rounds/opportunities for transfers. A notice shall be sent to all
Teachers notifying them that the transfer process has opened and again when it closes.
All known vacancies will be posted electronically and state the school, vacancy
full-time equivalent (FTE), and vacancy description.
f) All interested eligible Teachers shall apply online for any posting for which they are
qualified. A surplus Teacher must indicate that they are surplus on the online form.
No other form of application will be accepted. A part-time Teacher may only apply for

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a position that matches their current full-time equivalent (FTE) status. Teachers who
are part of the “Temporary Leave for Reduction in Teaching Schedule” program are
eligible to apply for the full-time equivalent status (FTE) that they had prior to entering
the program.
g) Teachers who are surplus with five (5) or more years of seniority who have not found a
placement by the end of round one shall be placed, according to seniority,
qualifications respected, in known vacancies by the Placement Committee. If no
assignment is possible or if the Teacher elects not to accept the assignment, such
Teachers shall participate in the regular transfer process.
h) Round 1 and 2 shall follow this process:
1. All vacancies shall be posted for three (3) school days. In each round, the Board
shall electronically notify all Teachers that the vacant positions have been posted.
2. Principals shall interview a minimum of three (3) qualified candidates where a
minimum of three (3) candidates have applied. If one or more surplus
candidate(s) apply, at least one shall be interviewed.
3. If the Principal chooses one of the interviewed candidates, they shall notify
Human Resources.
4. Human Resources shall inform the Principal that the transfer has been approved
and a copy will be provided to the Teacher prior to the beginning of the next
round of transfers.
5. Teachers who accept a position must complete a two (2) year placement prior to
being eligible for another transfer unless by mutual consent.
i) The Board shall copy the Association when notifying candidates of a successful
transfer.
j) Teachers currently in the employ of the Board who apply for a transfer shall be given
priority placement in new and vacant teaching positions prior to the placement of any
new hire until the conclusion of the transfer process.
k) Teachers will not have their Local Bargaining Unit affiliations changed unless it is
through the transfer process. Such change in status shall not create a surplus. By
mutual agreement between the Board and the Association, Guidance and Resource
Teachers who serve students in grade 7-12 may have their panel changed, with the
Teacher’s permission, outside of the transfer process. Principals will notify Human
Resources of such requests.
l) Nothing in the above precludes a Teacher being given notice of involuntary transfer by
a Superintendent of Schools. A copy of this notification shall be forwarded to the
Association President.

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25:04 Staff Returning From Leave
a) All Teachers scheduled to return from a leave of absence shall be contacted in writing
by the Human Resources Department. Teachers will be requested to verify the date of
their return to work and asked to provide any required documentation by the end of
February.
b) Teachers returning from a leave of absence may access the two (2) rounds of the
transfer process. If at the end of the second round, the Teacher does not have a
position, the Teacher will be placed by the Placement Committee except as outlined in
Articles 17, 18 and 19.
In accordance with Part A, Section 22 and, if Section 22 is not renewed during the
subsequent central negotiations, the following language shall apply:
25:05 Change in Contractual Status (Teacher Requested Increase in Full-time Equivalent (FTE))
Part-time Teachers shall be granted, where an appropriate vacancy exists, an increase in

teaching status prior to external hiring subject to the following procedures:
a) The Teacher seeking a change in contractual status (increase in FTE) for September 1st
of any year shall use the following procedures:
i) The Human Resources Department shall advertise at the beginning of

February inviting part-time Teachers who will be requesting an increase in
FTE to apply on-line.
ii) Such application, on the prescribed form, with the recommendation of the
Principal shall be submitted to the Human Resources Officer (Teaching) by the
end of February. Upon written request, the Principal shall provide an
explanation to the Teacher in writing if the recommendation is not approved.
iii) The Teacher shall be notified in writing if eligible for an increase.
iv) The Placement Committee shall assign a known teaching vacancy,

qualifications respected, to Teachers who have requested an increase in FTE at
the end of round 2. The Placement Committee shall consider requests for
increases in FTE in accordance with Article 25:08 b).
v) If a Teacher's request cannot be accommodated the Teacher shall be advised in

writing.
vi) A Teacher who is eligible for an increase in status according to this procedure
and who is selected for a known vacancy by a Principal, shall, subject to final
approval by the Superintendent of Human Resources, be advised in writing
that their request for an increase in status has been approved.

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b) The Teacher seeking a change in contractual status (increase in FTE) as of January 1,

or at the start of the second semester in High Schools, shall use the following
procedures:
i) Such Teachers shall notify the Human Resources Officer (Teaching) by

November 30th online, with the recommendation of the Principal. Upon written
request, the Principal shall provide an explanation to the Teacher in writing if
the recommendation is not positive.
ii) If a part-time Teacher accepts a new assignment in accordance with these
provisions, any vacancy created by such Teacher's transfer or reassignment may
be filled by direct external hiring at the discretion of the Board.
c) If a partial vacancy arises once the school year has started, the vacancy will first be
offered to those who have previously requested an increase and then to any other
part-time Teachers within the school, qualifications and seniority respected. Should
the vacancy not be filled internally, it will be posted for external hires.
25:06 Absolute Transfers
a) An absolute transfer is understood to be a request for transfer by a Teacher where the

Teacher may be assigned to any school and is prepared to accept any assignment for
which the Teacher is qualified.
b) A Teacher may be assigned to any school and in any assignment for which the Teacher
is qualified. Consideration will be given to a Teacher’s preferred list of schools.
c) Any Teacher accessing the absolute transfer process must indicate this choice through
an online form, to Human Resources at any time prior to the end of February.
d) Teachers who apply for an absolute transfer may still participate in the regular transfer
process and apply for any known vacancies for which they are qualified.
e) The Placement Committee shall assign a known teaching vacancy to any Teacher who
has applied for an absolute transfer and who has been unable to obtain a transfer
through the Transfer Process. Teachers shall be placed in known teaching vacancies
by the Placement Committee after round 2.
25:07 Surplus to School
a) Surplus to School shall mean a reduction in the total teaching positions in a school due
to:
i) declining enrolment
ii) enrolment shifts brought about by the opening of new schools or caused by
student option selections
iii) the creation, reduction or elimination of a program

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iv) other changes in the organization of the Board
b) Surplus to School shall be determined by the school Principal by the application of the
following criteria:
i) System seniority date of the Teacher as per Article 21

ii) Curriculum program requirements of the school
c) It is recognized that following due consideration of the information provided in Regulation

298 of the Education Act, curriculum program requirements may result in a Teacher being
declared Surplus to School who has more seniority than another Teacher in the same
school. Where this occurs, the Board shall provide to the affected Teacher(s) and to the
Association an explanation of the curriculum program requirements.
d) A Teacher declared Surplus to School has the right of first recall for any position at their
originating school until September 30th providing they have the qualifications for the
assignment as set out in the Education Act. If the originating school received additional
staff and/or has vacancies, the surplus Teacher will have the first recall rights during the
month of January.
e) Teacher(s) who may be subject to the Surplus to School provision of this Collective
Agreement shall be notified in writing with a copy of notification provided to the President
of the Association.
f) In a school where a surplus of Teacher(s) exists, a Teacher(s) may volunteer, in writing, to

be declared surplus to the school subject to the approval of the school principal. Such
approval shall not be unreasonably withheld.
g) Unless otherwise agreed to by the Board and the Association, Teachers declared surplus
who have five (5) or more years seniority with the Board by June 30 of that year will be
placed, according to seniority, qualifications respected, in known vacancies prior to the
second round of the regular transfer process by the Placement Committee. If no
assignment is possible or if the Teacher elects not to accept the assignment, such Teachers
shall participate in the regular transfer process.
h) Teachers declared Surplus to School according to this Article who have less than five
years seniority with the Board by June 30 of that year shall participate in the regular
transfer process.
i) Teachers who are surplus and have not found a placement by the end of the transfer
process shall be placed, according to seniority, qualifications respected, in known
vacancies by the Placement Committee.

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25:08 Supernumerary
a) A Teacher shall be declared supernumerary if they were unable to be placed in a

permanent vacancy for which they are qualified and were placed in a long-term occasional
assignment. Such placement in an LTO will continue until a permanent position becomes
available. Partial permanent/supernumerary placements may occur.
b) Prior to round 1 vacancies being posted and surplus Teachers being placed, supernumerary
Teachers will be offered all vacant positions that match their qualifications and FTE.
Should no appropriate vacancies exist, or if the supernumerary Teacher elects not to accept
a placement, they will be eligible to participate in the next round of the transfer process.
Prior to new vacancies being posted during round 2, supernumerary Teachers will be
offered all vacant positions that match their qualifications and FTE. Should no appropriate
vacancies exist, or if the supernumerary Teacher elects not to accept a placement, then they
will be subject to final placement by the Placement Committee.
25:09 Placement Committee
a) The Placement Committee shall consist of the Superintendent of Human Resources,

representative(s) of the Teachers (assigned by the Association) and other staff as
designated by the Superintendent of Human Resources.
b) The Placement Committee shall make recommendations regarding the assignment of

the Teacher(s). If the placement does not coincide with one of the schools on the
Teacher’s preferred list, the Teacher will be contacted for input. Unless otherwise
agreed to by the Board and the Association, the assignment of Teacher(s) shall be done
according to seniority, qualifications respected, in the following priority:
i) Teachers declared supernumerary

ii) Teachers declared surplus as per Article 25:07 and Teachers returning from a
termed system position
iii) Teachers returning from a system class/system appointments without terms
iv) Teachers returning from a leave of absence including temporary reductions in
teaching schedule
v) Teachers accessing absolute transfers
vi) Teachers looking to increase their full-time equivalent (FTE)
A Teacher placed by the Placement Committee in 25:08(b) may apply for a transfer after one year
in the position.
c) The recommendation of 25:09(b) shall be instituted prior to the placement of any new
hires.
d) Notwithstanding b) above, Teachers assigned by the Placement Committee to two

different schools shall have the right to accept a position in one school that may
become available prior to the start of the next school year.

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e) Teachers who have been declared surplus and not placed by the Placement Committee
shall have priority to any new vacancies.
f) The Placement Committee shall not grant increases to Teachers if the position is
located in two different locations. Construction, transportation, hospitality and
tourism, and hairstyling and aesthetics Teachers shall be considered for placement at
two different locations, but only one location each semester.
25:10 With the exception of Expressions of Interest, the following shall apply:
a) All permanent vacancies between the end of the transfer process and September
15th, shall be filled by a new hire.
b) As of September 15, all permanent vacancies shall be filled by a new temporarily

placed hire. The Board shall declare these Teachers Surplus to School prior to the
annual staffing process. At the next round of transfers, the resulting position is
posted in round 1 of the transfer process. These Teachers have all the rights of
Surplus to School.
c) If an issue arises in the implementation of 25:10, the Board and the Association
mutually agree to meet to resolve this issue.
ARTICLE 26 - REDUNDANCY
In accordance with Part A Section 12, the following shall apply:
26:01 In the event that redundancy of Teachers occurs within the Board, reduction of staff shall
be implemented in the following manner:
a) Every effort shall be made to absorb the redundancy of Teachers and/or to reduce staff
through the process of attrition as a result of normal resignations, retirements, and/or
leaves of absence.
b) In accordance with the above, where redundancy exists after attrition, redundancy shall
be affected in the reverse order of seniority as per Article 21 provided that the Teachers
remaining have the required qualifications according to the Acts and Regulations.
c) Teachers whose employment have been terminated for reasons of redundancy will be
notified, in writing, by the Director of Education or designate by May 15 and, where
possible, preliminary notice will be provided by May 1st. This notification will clearly
state that termination is for reasons of redundancy. The Association shall be provided
with a copy of all redundancy letters.

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d) Teachers who are given notice of lay-off will be allowed up to a maximum of two (2)
days with pay for the purpose of job search, subject to prior approval of the
Superintendent of Human Resources.
e) Regular teaching staff including those returning from leave shall be placed through the
regular transfer and placement procedure prior to the recall of redundant Teachers. No
new staff shall be hired until all those Teachers who are declared redundant, who are
qualified to fill the assignment available, have been recalled. A recall list of the
redundant Teachers will be kept in the Superintendent of Human Resources’ file. A
copy of this recall list shall be provided to the Association President. This recall list
shall be kept active for a period of forty-nine (49) months from the date of redundancy.
f) In making new appointments of staff, first offer of these positions shall be made to
those on the recall list. Such an offer shall be made in the reverse order of reduction
subject to qualifications with consideration to be given to those Teachers who are
willing to become qualified for the assignment prior to its start. Any Teacher on the
recall list who refuses to accept an available position under the above, forfeits all rights
to seniority and recall.
g) Any Teacher who is released due to redundancy, and subsequently rehired within a
forty-nine (49) month period, will have all teaching experience with the Board credited
towards the attainment of a permanent teaching position
h) Any Teacher recalled to a teaching position shall be given full recognition for seniority
accumulated to the date of termination.
i) Redundant Teachers shall be placed on the OT Roster and have first consideration for
occasional teaching positions.
ARTICLE 27 - JOINT CONSULTATION COMMITTEE
27:01 The Board and the Association agree to set up a Joint Consultation Committee (JCC) to
review and discuss matters of common interest or concern as they arise. The committee
may also discuss and analyze pertinent data relating to Ministry/Board initiatives and
implementation strategies. The Committee may make recommendations on such matters to
the Director of Education.
27:02 The Joint Consultation Committee shall consist of three (3) representatives from each
party. In addition, with the approval of the parties, the Board and the Association may
invite resource persons to be in attendance in order to facilitate the discussion.
27:03 The Associate Director of Education and the President of the Association shall be the
contacts for setting up such meetings.
27:04 The Committee shall normally meet three (3) times per school year or at the request of
either party.

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27:05 Ordinarily, both parties shall submit agenda items one (1) week prior to such a meeting.
27:06 Minutes will be brought forward to the next meeting for approval by the parties.
27:07 Action directives resulting from the meeting shall be assigned, forwarded to the respective
parties and reported upon at the next meeting.
ARTICLE 28 - REPLACEMENT OF TEACHERS
28:01 Teachers who are absent from their classroom teaching duties shall be replaced by an
Occasional Teacher except if there are no Occasional Teachers available. Teachers are
required to access the call-out system to arrange for a replacement. If the call-out system
is not operational the Teacher shall inform the Principal or Vice-Principal.
28:02 In the event that a Teacher is assigned to replace an absent Teacher, and loses preparation
and planning time, the following protocol shall apply:
a) The Teacher will keep a record of all time lost.
b) Once the Teacher has accumulated at least a half a day, compensatory time in the form
of preparation and planning days shall be scheduled during the school year at a date
approved by the principal. Such approval shall not be unreasonably withheld.
c) Teachers may work at the school or at any other Board site mutually agreed upon by
the Teacher and the principal.
d) Occasional Teachers shall be hired by the Board to replace Teachers on the assigned
days.
ARTICLE 29 - QECO PLACEMENT
In accordance with Part A, Section 2 and as follows:
29:01 Placement
a) All Teachers shall be placed on the Teacher salary grid in Article 32 on the basis of a
Statement of Evaluation in accordance with QECO Program 5 (2013). Such statements
of Evaluation shall be sent to the Human Resources operations team.
b) No Teacher who was in the employ of the Board prior to September 1, 2004 shall be
adversely affected with respect to either grid placement or movement on the grid by
reason of the application of Article 29.
29:02 All newly-hired Teachers who do not hold a university degree shall be placed in pre-degree
category A pending receipt of a valid QECO Statement of Evaluation.

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29:03 All newly-hired Teachers who do hold a university degree shall be placed in category A1
pending receipt of a valid QECO Statement of Evaluation.
29:04 Once the Board has received confirmation of a newly-hired Teacher’s appropriate
placement according to QECO, the Board will make the appropriate salary adjustment
retroactive to the effective date of hire. Such QECO statements will be submitted no later
than the end of the first school year.
29:05 Notwithstanding 29:01(a) and (b), the following shall apply:
a) Any Teacher who was in the employ of the Board on June 30, 1989 who was
downgraded by the QECO rating shall be “grandparented” in the level in which they
were placed in June 1989.
b) No Teacher “grandparented” in accordance with a) above may progress through the

levels except by submitting a valid QECO rating statement.
c) For the purpose of QECO placement, “grandparented” shall be interpreted as meaning

that Teachers will remain at the category level they have attained by June 30, 1989, but
can continue to move within that category level to maximum based on teaching
experience.
29:06 A Teacher who, before the beginning of the school year, has completed all the
qualifications required for a change in category is entitled to an adjustment in salary as of
September 1 of that year, provided that the Teacher submits to the Board a revised QECO
Statement of Evaluation by December 31 of that school year.
29:07 A Teacher who, before December 31, has completed all the qualifications required for a
change in category is entitled to an adjustment in salary as of January 1, provided that the
Teacher submits to the Board a revised QECO Statement of Evaluation by June 30 of that
school year.
29:08 Where a Teacher is unable to submit the required Statement of Evaluation as per Article
29:04, 29:06 and 29:07 within the required timelines, due to delays in the evaluation of
requests by QECO, the Teacher shall submit acceptable proof to the Board of this situation
by December 31 or June 30 as appropriate. Where such acceptable proof is submitted as
required, the Teacher shall be eligible for retroactive adjustments in accordance with
Articles 29:04, 29:06 and 29:07 where the revised Statement of Evaluation is submitted to
the Board as soon as possible after it has been received.
ARTICLE 30 - TEACHER PLACEMENT ON GRID
30:01 Except as otherwise specifically provided for in the terms of this Agreement, the annual
salary and allowances of each Teacher shall be determined in accordance with Article 32
of this Agreement.

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30:02 Unless legally permitted to do so, the Board may not withhold parts of a Teacher's salary.
30:03 a) i) Nothing in the terms of this Agreement shall permit the Board to reduce the salary
and allowances of any Teacher on staff, except in those cases where the duties or
responsibilities of a Teacher have been reduced. Such a reduction in salary and
allowances shall occur no later than the second pay period in the month of October
of the current school year or upon confirmation by the schools of the positions of
responsibility for the current school year.
ii) Teachers who voluntarily resign their position of added responsibility shall forfeit
their allowance effective the date of their resignation.
b) Notwithstanding 30:03 a) above, the Board reserves the right to recover over a
reasonable period of time, salary and allowance payments inadvertently paid in excess
of entitlements. Teachers who are inadvertently paid less than their salary and
allowance entitlement by the Board will be entitled to recover such salary.
30:04 Teaching experience shall be credited as of the first day of the school year and shall be
recognized in years and months. (i.e. A Teacher who has completed five years and three
months teaching experience as of August 31 would be paid at 5.3 years for the school year
starting September 1).
30:05 a) Teaching experience recognized for placement on the salary grid means teaching
experience gained in an elementary or secondary day school in Ontario while holding
a valid Ontario Certificate of Registration or Letter of Permission.
b) Teaching experience gained in an elementary or secondary day school in another

Canadian province or territory, or outside of Canada while holding a valid Ontario
Certificate of Registration or equivalent Teacher qualification, may be recognized at
the discretion of the Superintendent of Human Resources.
c) Ten (10) months of full-time teaching experience shall be equivalent to one (1) full
year of experience. No Teacher on staff as of the date of ratification of this Collective
Agreement will have the calculation of their teaching experience adversely affected by
the application of this clause.
d) All partial years of teaching experience shall be recognized for salary placement
purposes when the Teacher has accumulated 194 days, except for any period a Teacher
is on long-term disability. No Teacher on staff as of the date of ratification of this
Collective Agreement will have the calculation of their teaching experience adversely
affected by the application of this clause.
e) i) Teachers teaching less than a full-time assignment (i.e. 6.0 credit courses or
equivalent) in any given school year shall be able to claim teaching experience
for credit courses taught in summer school. Such Teachers should submit

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written proof of such additional teaching experience to the Human Resources

Department by August 31 of that school year for a change for the upcoming
school year.
ii) In 30:05 e) i) above, 6.0 credit courses taught are equivalent to one year
teaching experience.
f) In any given school year (i.e. September to August), the maximum experience a
Teacher may accumulate is one year's teaching experience.
30:06 Related Experience
Related teaching experience means teaching experience other than as recognized in 30:05
a) above. Related teaching experience may be recognized for salary placement purposes as
follows:
i) Such experience must be directly related to the teaching assignment.
ii) Related teaching experience recognized for salary placement purposes shall not exceed
two (2) years and shall be pro-rated in the ratio of three (3) years related experience to
one (1) year teaching experience.
iii) In the case of any dispute regarding related teaching experience the decision of the
Superintendent of Human Resources, in consultation with the Association President,
shall be considered final and binding.
30:07 Related Experience - Technological Studies
Teachers whose teaching assignments include two (2) or more periods teaching Subjects in
Schedule B of Regulation 176/10 S.24 may be eligible for related experience on the
following basis:
i) Related experience must be directly related to the teaching technological studies

assignment and includes experience in a trade or any other experience as approved by
the Superintendent of Human Resources. Related experience letters shall be submitted
to Human Resources the same year the Teacher first teaches a minimum of two (2) or
more periods of Schedule B subjects.
ii) A year of related experience is a twelve (12) month period of experience.
iii) Related experience shall be credited on the basis of one (1) year related experience for
one year (10 months) teaching experience on the salary grid, to a maximum of ten (10)
years related experience.

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iv) In the case of any dispute regarding related experience, the decision of the
Superintendent of Human Resources, in consultation with the Association President,
shall be considered binding and final.
ARTICLE 31 - PAYMENT OF SALARIES
31:01
a) For the 2019-2020 school year, Teachers shall be paid in the following manner: 21
installments of 1/26 of salary beginning on the 5th day of September 2019 and every
two weeks thereafter with an additional payment of 5/26 of salary to be paid on the
last pay day prior to summer holidays.
b) For the 2020-2021 school year, Teachers shall be paid in the following manner: 21
installments of 1/26 of salary beginning on the 3rd day of September 2020 and every
two weeks thereafter, with an additional payment of 5/26 of salary on the last pay day
prior to summer holidays.
c) For the 2021-2022 school year, Teachers shall be paid in the following manner: 21
installments of 1/26 of salary beginning on the 2nd day of September 2021 and every
two weeks thereafter, with an additional payment of 5/26 of salary on the last pay day
prior to summer holidays.
31:02 The Board shall deposit Teachers’ salaries in accounts at financial institutions of the
individual Teacher’s choice provided that the financial institution is a participating
member in the electronic funds transfer system.
31:03 Notwithstanding the above, individual Teachers shall have the opportunity to direct the
Board to deposit an amount of salary in the Teacher’s account at the Your Credit Union
each pay period.
31:04 Any adjustment to a Teacher’s salary shall be based upon the number of days worked as a
proportion of the recognized school year.
31:05 Teachers’ salaries shall be subject to all lawful deductions.
31:06 The Board shall consult with the Association prior to any changes in salary and
allowances. An implementation plan will be developed by representatives of the Finance
Department, Human Resources Department and the Association. The implementation plan
will occur within a time frame which will allow both parties a reasonable opportunity to
resolve the matter and to notify Teachers.
31:07 The Board agrees to remit the employees’ share of the Employment Insurance rebate to the
employee.
* First pay date in September is subject to change pending approval of school calendar from
Ministry of Education.

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ARTICLE 32 - SALARY AND ALLOWANCES
Salary grids and allowances shall be in accordance with Part A, Section 2 and as follows:
32:01 Salaries and Allowances:
a) Effective September 1, 2019 school year, salaries and allowances will be in accordance
with the Salary Grid in 32:02(a).
b) Effective September 1, 2020 school year, salaries and allowances will be in accordance
with the Salary Grid in 32:02(b),
c) Effective September 1, 2021 school year, salaries and allowances will be in accordance
with the Salary Grid in 32:02(c).
32:02 a) Salaries and Allowances effective September 1, 2019:
Ottawa Catholic School Board

Sept 1, 2019 - OECTA Grid
+1.00%
Step A0 A1 A2 A3 A4
0 43,116 46,523 49,582 54,474 57,457
1 45,680 49,578 52,807 58,010 61,409
2 48,246 52,624 56,033 61,541 65,363
3 50,808 55,677 59,262 65,076 69,313
4 53,372 58,724 62,485 68,609 73,271
5 55,935 61,779 65,715 72,145 77,222
6 58,499 64,827 68,938 75,673 81,178
7 61,062 67,878 72,166 79,208 85,130
8 63,626 70,930 75,390 82,743 89,082
9 66,187 73,979 78,616 86,275 93,035
10 68,751 77,031 81,843 89,808 96,988
11 71,320 80,078 85,081 93,343 100,939
Continuing Education per hour (Including 4% Vacation) 48.16
ALLOWANCES
In addition to their salary based on the above salary grid, Teachers will receive an allowance as
follows when assigned to the following positions:
Teacher Designate 2,616

Consultant 5,893
Coordinator 17,167
Department Head 5,893

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St Nicholas Adult HS Lead Teacher 2,332

Curriculum Leaders (Grades 7-8) 1,032
b) Salaries and Allowances effective September 1, 2020:

+1.00%
Step A0 A1 A2 A3 A4
0 43,547 46,988 50,078 55,019 58,032
1 46,137 50,074 53,335 58,590 62,023
2 48,728 53,150 56,593 62,156 66,017
3 51,316 56,234 59,855 65,727 70,006
4 53,906 59,311 63,110 69,295 74,004
5 56,494 62,397 66,372 72,866 77,994
6 59,084 65,475 69,627 76,430 81,990
7 61,673 68,557 72,888 80,000 85,981
8 64,262 71,639 76,144 83,570 89,973
9 66,849 74,719 79,402 87,138 93,965
10 69,439 77,801 82,661 90,706 97,958
11 72,033 80,879 85,932 94,276 101,948
ALLOWANCES

Consultant 5,952
Coordinator 17,339

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c) Salaries and Allowances effective September 1, 2021:

+1.00%
Step A0 A1 A2 A3 A4
0 43,982 47,458 50,579 55,569 58,612
1 46,598 50,575 53,868 59,176 62,643
2 49,215 53,682 57,159 62,778 66,677
3 51,829 56,796 60,454 66,384 70,706
4 54,445 59,904 63,741 69,988 74,744
5 57,059 63,021 67,036 73,595 78,774
6 59,675 66,130 70,323 77,194 82,810
7 62,290 69,243 73,617 80,800 86,841
8 64,905 72,355 76,905 84,406 90,873
9 67,517 75,466 80,196 88,009 94,905
10 70,133 78,579 83,488 91,613 98,938
11 72,753 81,688 86,791 95,219 102,967
ALLOWANCES

Consultant 6,012
Coordinator 17,512
32:03 The parties agree that the provisions of this Collective Agreement meets and continues to
meet the requirements of the Pay Equity Act, 1989.
ARTICLE 33 - CONTINUING EDUCATION TEACHERS
Salary grids and allowances shall be in accordance with Part A, Section 2 and as follows:
33:01 Continuing Education Teacher means a Teacher employed to teach a continuing education
course or class established in accordance with the regulations for which a valid Ontario
Certificate of Registration or a Letter of Permission as a Teacher is required.

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33:02 Continuing Education Teachers shall be paid:

a) $48.16 per hour including 4% vacation pay as of September 1, 2019;
b) $48.64 per hour including 4% vacation pay as of September 1, 2020; and
c) $49.13 per hour including 4% vacation pay as of September 1, 2021.
33:03 The Board will undertake to advertise all anticipated continuing education vacancies
internally. At the discretion of the Board vacancies may also be advertised externally.
33:04 Provisions set out in Part B - this Article, as well as Articles 1, 2, 3, 4, 5, 6, 7, 9, 10, 11,
12, 13, 14, 15, 21, 27, 32, 33, 35, 40, 47, 49, LOU 2, LOU 5, shall constitute the entire
agreement of the parties on the terms and conditions of employment for Continuing
Education Teachers.
33:05 In order of seniority, Teachers shall receive one offer of employment based on their first
choice, qualifications respected.
33:06 In the event that two or more Continuing Education Teachers on the seniority list have the
same date and qualifications, and are vying for the same position, permanent Board
employees shall be given preference over someone from outside the Board. In the event
that two Teachers on the priority list have the same seniority date, seniority within OECTA
shall be the determinant as defined in Article 21 of the Collective Agreement.
33:07 Teachers shall have a 24-hour turnaround period to respond to a firm offer. If there are
extenuating circumstances (i.e. a need to arrange daycare) an extension of 24 hours shall
be granted. Failure to respond to phone calls and emails within the 24 hour period shall be
considered a negative response to an offer and shall result in a missed opportunity.
33:08 Continuing Education Teachers shall be assigned according to course preference and
system needs. Every effort shall be made to assign Summer School Teachers according to
their qualifications, indicated location and subject preference.
33:09 A list of expectations of the position will be made available to Continuing Education
applicants.
33:10 Continuing Education courses shall be offered to Teachers who hold the appropriate
qualifications according to the Education Act and Regulations to teach the course.
Notwithstanding the above, if there is a course offered at Summer School and no Teacher
qualified in that subject area is available, consideration may be granted to another Teacher
if mutually agreed to by both parties.
33:11 Continuing Education Teachers shall be entitled to an uninterrupted and continuous period
of not less than forty (40) minutes for lunch in the scheduled interval for lunch in
accordance with Regulation 298 of the Education Act.

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33:12 Seniority
a) Seniority for the purposes of Continuing Education shall be defined as the earliest date
of hire as a Continuing Education Teacher in the Local Bargaining Unit with the
Ottawa Catholic District School Board or its predecessor Board(s) providing there is
continuous employment as set out in 33:12 b). In the event of a tie, the criteria
outlined in 21:02 above will apply.
b) All Continuing Education Teachers are deemed to have continuous employment with
the Board, provided they are employed by Continuing Education at least once over a
period of two (2) years. If a course is cancelled due to insufficient enrolment, seniority
shall be maintained.
c) The Board shall maintain a separate list of Continuing Education Teachers. The Board
agrees to post electronically the list of all Continuing Education Teachers, showing
seniority date as specified in the definition above by February 15 of each year. An
electronic copy of such list shall be provided to the President of the Association.
d) Continuing Education Teachers on the summer school returning list will be considered
first, in order of seniority, for continuing education assignments, subject to
qualifications prior to new hiring.
ARTICLE 34 - BENEFITS PROVISIONS
In accordance with Part A, Letter of Agreement #5 and, if Letter of Agreement #5 is not

renewed during the subsequent central negotiations, the following shall apply:
34:01 a) The Board and the Association agree to continue the benefits provisions as outlined in
the current Group Insurance Plan Booklet of the Board. These benefits include
extended health (including hospital room coverage), life, accidental death and
dismemberment, vision and dental provisions.
b) The Board agrees to pay eighty-five (85%) percent of the benefit costs. The Teachers
agree to pay fifteen (15%) percent of the benefit costs.
c) The Benefits Advisory Committee will meet at least quarterly to monitor the benefits
plan.
34:02 The Association assumes responsibility for the LTD policy for all Teachers. The Board
agrees to continue payroll deductions for LTD purposes as directed by the Association
with reasonable notice. Teachers will pay 100% of the LTD premiums. The Board shall
provide to the Association the names of Teachers on leave requesting to withdraw from
LTD.

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ARTICLE 35 – JOINT PROFESSIONAL DEVELOPMENT COMMITTEE
35:01 The Joint PD Committee will consist of equal representation between the School Board
and the Association, not to exceed six representatives in total. The Board and the
Association will meet within 60 days of ratification to establish a Joint Professional
Development Committee. The parties agree to meet four (4) times per year or as required.
The first meeting shall take place prior to the end of September.
35:02 The parties agree that valuable professional development is job embedded within the
instructional day and done in partnership with colleagues. This does not preclude the
scheduling of valuable professional development outside of the school work day at which
attendance is not mandatory.
a) The success of a Catholic Professional Learning Community (CPLC) depends largely

on the environment and the climate in which it is established.
b) CPLC’s are most effective when the atmosphere within a school promotes a focus on
learning, collegiality, respect for professionalism, a commitment to continuous
learning, collective inquiry into best practice, innovation and experimentation to
improve teaching and student learning.
35:03 The Joint PD Committee will:
a) make recommendations regarding Teacher professional development. The committee

will oversee the professional activities for Teachers during professional activity days
that are to be consistent with the learning goals identified in the Teachers’ Annual
Learning Plan.
b) promote best practices aimed at sustaining successful Catholic Professional Learning

Communities.
35:04 School and Board-wide in-service programs are not affected by this Article.
ARTICLE 36 - RETIREMENT GRATUITY (GRANDPARENTING)
In accordance with Part A, Section 5 and Letter of Agreement #1, and in addition, the
following shall apply:
36:01 The Board and the Association agree that former Ottawa Roman Catholic School Board
Teachers whose employment was transferred to the Ottawa Catholic District School Board
as of January 1, 1998 and who had an entitlement for a retirement gratuity in accordance
with the OECTA Ottawa Unit Collective Agreement will continue to be eligible for the
payment of a retirement gratuity. Such a retirement gratuity will be payable in accordance
with the terms outlined in the OECTA Ottawa Collective Agreement for 1997-98.

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36:02 The Board shall provide a letter to each entitled employee by January 30, 2013 identifying
the following:
a) The number of vested sick days the Teacher has banked as of August 31, 2012;
b) The annual salary of the Teacher as of August 31, 2012;
c) The amount of the gratuity the Teacher shall receive upon retirement and how the
amount was calculated.
The letter shall be copied to each Teacher’s personnel file with a copy to the Unit.
ARTICLE 37 – ACTING PRINCIPALS AND ACTING VICE-PRINCIPALS
In accordance with Part A, Letter of Agreement #4, and the following shall apply:
37:01 a) The Board may appoint an Acting Principal or Acting Vice-Principal from the Local
Bargaining Unit for a temporary period of up to one (1) year. Such acting
appointments may be extended beyond one (1) year by mutual consent of the Board
and the Association. Acting Principals and Vice-Principals are members of the
Bargaining Unit, and as such, shall not participate in any activities involving the
evaluation and disciplining of other Bargaining Unit members.
b) All provisions of this Collective Agreement shall apply to the Teacher during such
period of temporary assignment.
c) The Teacher acting as Principal or Vice-Principal will receive the salary of the
Principal/Vice-Principal as appropriate during the time the Teacher is assigned to the
position.
d) Any Teacher appointed as Acting Principal or Vice-Principal will be re-assigned to

their previous position at the end of the acting assignment.
e) The Teacher vacancy created by this appointment or by the staff redeployment as the
result of this appointment shall be filled by an Occasional Teacher or a permanent
Teacher if the position is extended beyond one year.
ARTICLE 38 – PERFORMANCE APPRAISAL FOR EXPERIENCED TEACHERS

(PAET)
In accordance with Part A, Section 6, the following shall apply:
38:01 The criteria for the performance appraisal process for experienced Teachers shall be
consistent with the practice and components of the Ministry of Education’s existing

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performance appraisal documents entitled Teacher Performance Appraisal Technical

Requirements Manual (Revised 2010). The domains, competencies, or look fors shall
be those found in the Manual.
38:02 No member of the Bargaining Unit shall participate in the performance appraisal of
another Teacher.
38:03 The Board shall disclose to the Association, on or before October 31 of each school year a
current list of Teachers participating in the Performance Appraisal for Experienced
Teachers process in that year.
38:04 The Board shall disclose to the Association, the name of any member who receives an
unsatisfactory performance appraisal or who is placed on review status.
38:05 The Annual Learning Plan is Teacher authored and Teacher directed, and developed in a
consultative and collaborative manner with the Principal.
38:06 The Association will have representation on the Board’s Policy & Procedures steering
committee.
38:07 The performance appraisal shall only reference the Teacher’s teaching assignment during
the instructional day. There shall be no reference to voluntary/extracurricular activities.
ARTICLE 39 –NEW TEACHER INDUCTION PROGRAM (NTIP)
39:01 The criteria for the performance appraisal process for new Teacher hires shall be consistent
with the practice and components of the Ministry of Education’s existing performance
appraisal documents entitled Teacher Performance Appraisal Technical Requirements
Manual (Revised 2010). The domains, competencies, or looks fors shall be those found
in the Manual.
39:02 No member of the Bargaining Unit shall participate in the performance appraisal of a new
Teacher.
39:03 The Board shall disclose to the Association, the names of all new Teachers who fall within
the definition of Regulation 266 of the Education Act by September 30 of each year.
39:04 Participation of mentors in the NTIP process is voluntary.
39:05 Each new Teacher chooses their own mentor.
39:06 The relationship between the new Teacher and the mentor may be terminated by either
party at any time.

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39:07 The Board shall disclose to the Association the name of any member who receives an
unsatisfactory performance appraisal, or who is deemed of needing improvement, or who
is placed on review status.
39:08 The Association will have representation on the Board’s Policy & Procedures steering
committee.
39:09 The NTIP Teacher performance appraisal shall only reference the Teacher’s teaching
assignment during the instructional day. There shall be no reference to voluntary/
extracurricular activities.
ARTICLE 40 – BOARD LEVEL JOINT STAFFING COMMITTEE
a) The Board Level Joint Staffing Committee (JSC) shall meet within thirty (30) days of
ratification of this agreement.
b) The committee shall be comprised of equal numbers of members to be appointed by the

Association and the school board respectively, not to exceed six (6) members in total.
Additional staff, as a resource, may be requested by mutual agreement.
c) The committee shall have co-chairs selected by the Association and the school board
respectively from among their appointees to the committee.
d) The committee co-chairs shall draft agenda and discussion items collaboratively.
e) At a minimum, the JSC shall meet at least once in each quarter as follows: by April 15,
August 30, November 15, and January 15 of each school year, or as otherwise mutually
agreed.
f) Discussion items and functions shall include but are not limited to:
● Enrolment
● Class size
● Existing staff model and staff allocation
● Monitoring compliance with respect to Ministry/collective agreement staffing
requirements
● Making recommendations on and monitoring the implementation of new
program/initiatives
g) The members of the JSC may request specific information to inform discussion of agenda
items and the performance of the committee’s functions. Without limiting the foregoing, the
information provided to members of the JSC shall include:
● Information necessary to monitor compliance with staffing requirements
● Financial information that has been publicly approved by the Board
● The numbers of Teachers employed by the school board and changes to the numbers so
employed

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● Class sizes as at September 30 of each school year

● Continuing Education programs and related staffing
● NTIP
● Professional learning and Learning to 18 reforms
● E-learning
● Persons employed pursuant to letters of permission, temporary letters of approval and use
of uncertified teaching personnel
● Information relating to the employment or allocation of daily, long term or permanent
assignments to occasional Teachers’
h) The School Board shall provide this information to the members of the JSC and the
Association no later than seventy-two (72) hours prior to the JSC meetings unless otherwise
agreed. For the fall JSC meeting, the parties agree that the formal reports shall be sent by the
end of October. This does not preclude information being shared with the Association if
requested and as it becomes available.
ARTICLE 41 - ATTENDANCE INCENTIVE
In accordance with Part A, Article 8.2, the Unit has elected to maintain the following
program:
41:01 Teachers who use five (5) days or less of sick leave in any school year shall be paid a
bonus day of pay based on the current Occasional Teacher rate.
41:02 The bonus shall be paid on the first pay in October of the new school year following the
year in which the bonus was earned.
41:03 Teachers retiring and/or leaving the Board at the end of the school year and having met the
requirements outlined above will also be eligible for the bonus.
ARTICLE 42 – DELEGATION OF LIMITED AUTHORITY TO A TEACHER
42:01 The Teacher Designate may replace a Principal, when the Principal is absent from school,
on a short-term basis. The Teacher Designate may be released from teaching duties and
may be replaced by an Occasional Teacher. The Teacher Designate shall not have any
Teacher Designate responsibilities when the Principal is present.
42:02 The list of Teacher Designates and their school assignment shall be forwarded to the
Association by September 30.
42:03 Teachers who are delegated limited authority shall receive appropriate information/training
that includes but is not limited to duties, responsibilities and expectations during the
instructional day.
42:04 Teacher Designates shall deal only with matters pertaining to students and student safety.

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42:05 It is understood that the Board’s Liability Policy will cover any Teacher Designate while
they are acting within the scope of their duties in good faith, on behalf of the Board.
42:06 The Board shall not discipline a Teacher for any matters that may arise in performance of
the role of Teacher Designate. This is subject to the Teacher having followed Board Policy
and having performed the duties according to the ethical standards of practice as outlined
by the Ontario College of Teachers.
42:07 The Teacher Designate shall be provided in writing with the emergency contact phone
numbers of the Principal, Vice-Principal(s) and Supervisory Officer of the school. Such
contact numbers shall be held in confidence by the Teacher Designate.
42:08 A Teacher Designate retains all rights and professional obligations under the Collective
Agreement and relevant legislation, including but not limited to, the Education Act, the
Ontario College of Teachers Act, the Occupational Health and Safety Act, Safe Schools
Act and the Ontario Labour Relations Act.
ARTICLE 43 – OPENING OF A NEW SCHOOL
43:01 The Board and Association shall review this process prior to the opening of a new school.
43:02 The Board shall appoint the new school’s Principal prior to staffing the new school.
43:03 a) Teachers at affected schools shall be given the first opportunity to request a transfer to
the new school and shall submit such a transfer request by a mutually agreed upon
date by the Board and the Association. All affected Teachers are eligible to be
considered for a move to the new school.
b) Interested Teachers shall complete an online form.
c) The new school staff shall be selected from the transfer requests prior to the regular
transfer process. Such Teacher(s) shall be selected in ensuring a proper balance of
curriculum needs for both schools. The Association shall be provided with a list of
selected Teachers.
d) The number of Teachers transferred from the affected school(s) shall not be greater
than the anticipated surplus (FTE) created at the new school as a result of the
projected decrease in overall school population. The anticipated surplus number shall
be provided in consultation with the Association prior to Teachers being assigned to
the new school.
e) Surplus to school Teacher(s) shall be declared (if necessary) at the affected school(s),
only after the transfer to the new school has taken place. Such Teacher(s) will be
declared surplus to school in accordance with Article 25:07 (Surplus to School).

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43:04 Any vacancies at the new school that remain after 43:03 a) to e) above will be staffed
through the regular transfer/placement process in accordance Article 25.
a) In order to allow for Teachers across the system an opportunity to apply for vacancies
at the new school, no more than two (2) Teachers from any school, other than the
affected school(s), may be hired to fill vacancies at the new school. The new school
Principal, in consultation with the Superintendent of Human Resources and the
Association, may request an increase to this allocation, where warranted due to unique
circumstances, such as surplus situations at other schools.
b) All transfers approved through this process will be confirmed in writing by the Human
Resources Department to the Teacher and a copy to the Association.
c) The parties agree that the above process may be changed by mutual consent as
required.
d) Nothing in this agreement prevents an affected Teacher from participating in the

transfer process.
ARTICLE 44 – SCHOOL CLOSURE
44:01 In accordance with Board policy, when the Board is considering a school consolidation it
will initiate a “Pupil Accommodation Review”.
44:02 The Board and Association shall review this process at the beginning of the Pupil
Accommodation Review.
44:03 In the event of a school closure, all Teachers within the affected school will be given
access to all vacancies within the receiving school(s) and/or within the larger school
system in the following manner:
a) Teachers from a staff at a school affected by the closure who request a transfer to any
vacancy within the school(s) receiving its’ students shall be transferred in keeping
with the Teacher’s seniority and qualifications prior to the regular transfer process.
b) A Teacher moving from a closing school shall not cause a Teacher to be surplused at
the receiving school.
c) If a surplus situation exists as a result of b), the surplus procedure is subject to Article
25:07 (Surplus to School).
ARTICLE 45 – SECONDARY SCHEDULING ALTERNATIVES
45:01 All credit courses shall be delivered during the instructional day.

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45:02 Where a secondary school has developed an alternative to the regular schedule of four (4)
seventy-five minute (75) classes, the Board shall ensure the following:
a) Teachers shall be scheduled to teach no more than three (3) periods in any semester,
for a maximum of two hundred twenty-five (225) minutes of instruction per day.
b) Every Teacher’s three (3) periods of instruction and their lunch shall be scheduled
consecutively, ensuring that the instructional day is not extended.
c) Teachers shall only be scheduled to begin teaching earlier or later than the regular
schedule of four (4) teaching periods on a voluntary basis.
ARTICLE 46 - ST. NICHOLAS ADULT HIGH SCHOOL STAFFING MODEL
46:01 It is understood by both parties of this collective agreement, subject to Regulation and
government funding, and without precedent and without prejudice:
a) The staffing determined for September 1, will be based on the average enrolment number
over the previous September to June period.
b) By the end of October, the Principal of St. Nicholas Adult High School will report the
status of the enrolment to the Human Resources Officer. If the enrolment is 35 students
under the average monthly enrolment number, a Teacher may be declared surplus and can
be placed at another location.
c) Based on continuous entry, the Principal of St. Nicholas Adult High School may request
additional staffing at any time. The request for additional staffing will be reviewed by the
Superintendent of Human Resources.
d) Based on the uniqueness of the adult high school environment, vacancies during the year
will be made available first to all permanent staff through an Expression of Interest posted
on the Board Intranet.
e) If a new vacancy is not filled by a permanent Teacher, the vacancy will be posted for a new
hire.
ARTICLE 47 - MEDICAL AND PHYSICAL PROCEDURES
47:01 The Board shall not require any Teacher to administer medication or to perform any
medical or physical procedure, as outlined in PPM 81 on any pupil that might in any way
endanger the safety or well-being of the pupil or subject the Teacher to risk, injury, or
liability for negligence. In the case of an emergency, Teachers will respond to the extent of
their training and/or ability.
47:02 Teachers shall be provided with and use personal protective equipment (PPE) and special
clothing where deemed necessary by the Board, OHSA, and Public Health guidelines.

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ARTICLE 48 - COVERAGE FOR EXTRA CURRICULAR ACTIVITIES
48:01 Any Teacher who volunteers to cover a class to support high school extra-curricular
activities shall receive compensatory time. This coverage can only be used when up to
one (1) period of coverage is required. If more than (1) period of coverage is required for
an extracurricular activity, an Occasional Teacher shall be hired with no deduction from
this allotment.
48:02 At the start of each semester, an administrator shall ask for volunteers to cover classes to
support extra-curricular activities.
48:03 Teachers who volunteer are then organized into a list based on their preparation and
planning time.
48:04 A Teacher can request that their name be removed from this list at any time, or can decline
a specific offer of coverage at any time.
48:05 A Teacher who requires coverage shall notify the respective administrator of this request at
least forty-eight (48) hours beforehand. The administrator shall arrange for coverage for
the necessary time required.
48:06 For each period covered for extra-curricular activities, the Teacher will receive pro-rated
Occasional Teacher coverage in minimum seventy–five (75) minute blocks within the
same school year. This coverage will be given at a mutually agreed upon time within the
given school year to be used as prep and planning at the school site.
This article is subject to budget allocation for extra-curricular activities.
ARTICLE 49 - STAFF MEETINGS
49:01 Staff meetings address operational items, professional learning and feedback discussions.
a) Staff meetings shall usually be held on the second Tuesday of the month to ensure
there are no conflicts with other Board events.
b) A schedule of the dates for staff meetings shall be circulated at the beginning of the
school year in order to allow staff to plan for childcare and other considerations.
c) Staff meetings may take place before or after school.
d) Every Teacher is expected to attend each staff meeting. If a Teacher is unable to

attend they shall inform the Principal prior to the staff meeting.

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e) Staff meetings shall be held no more than once a month and shall usually be about
60 minutes in length.
f) Principals shall invite staff to submit agenda items. The agenda shall be made
available to staff prior to the staff meeting.
49:02 There may be a staff meeting on the Thursday prior to the start of the school
year which shall usually be no longer than 90 minutes in length. The Board recognizes that
attendance at this meeting is not mandatory. Staff who do not attend this meeting shall
obtain the relevant information from a colleague.
ARTICLE 50 - HOME INSTRUCTION
50:01 Upon notification of a need for Home Instruction, the following Teachers
may be considered for the assignment:
● The Teacher(s) currently assigned to the student’s class(es)

● Other qualified Teachers within the school
● Other qualified Teachers within the Unit
50:02 Payment to qualified Teachers for home instruction shall be at the continuing education
rate. Such employment shall take place outside of the Teacher’s current assignment.

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Letter of Understanding 1
TRANSITIONAL JOB SECURITY
The Board agrees to consult with the Association regarding the impact on Teachers of potential
changes to the instructional program and/or significant changes to staffing levels.
In the event that the Board implements a French as a Second Language Programme that impacts
on staffing (FSL Teachers, English Teachers) the Association and the Board shall agree to a
protocol for the placement of all Teachers affected. If the parties cannot agree, this issue shall be
submitted to a single arbitrator for review and final binding decision prior to April 1 of the school
year preceding implementation.

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HEALTH AND SAFETY
In accordance with Part A, Section 21 and as follows:
The health and safety of its Teachers is a matter of paramount importance to the Board. In
recognition of that fact, and consistent with the Occupational Health and Safety Act, the Board
shall take all reasonable precautions to protect the health and safety of its Teachers and to protect
them from workplace violence and harassment.
Teachers who serve on a Joint Health and Safety Committee shall carry out their duties, including
attendance at committee meetings and worker meetings, during the regularly scheduled
instructional day.
All Teachers serving on a Joint Health and Safety Committee shall receive training as required to
fulfill their duties.
All Teacher training related to a Joint Health and Safety Committee shall be conducted during the
regularly scheduled instructional day.
All forms relating to Occupational Health and Safety, workplace violence and Safe Schools shall
be accessible in electronic form found in the OCSB Staff Portal.
The Board and the Association shall meet a minimum of four (4) times a year to address issues
relating to health and safety. The committee shall consist of three (3) members from each party.

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ALTERNATE SCHOOL DAY SCHEDULE
It is the intent of both parties that no Teacher shall be advantaged or disadvantaged because of
their school’s timetable.
With respect to the Alternate School Day, the following shall apply:
1. The length of instructional time shall be 300 minutes per day.
a) For the purposes of an Alternate Day School, the morning shall end midway through the
second instructional block of time. The afternoon shall commence immediately thereafter
and end at the end of the instructional day.
b) Occasional Teachers’ assignments will remain the same as a traditional school.
c) An Occasional Teacher assigned a half day to an Alternate School Day school shall be
paid 0.67 of a day’s salary.
d) If an Occasional Teachers’ assignment goes beyond the second instructional block of

time, the Teacher shall be paid a full day’s salary.
2. Part-time Teachers will teach the same number of minutes as they would in a Traditional
School Day.
3. The number of minutes for preparation and planning shall be in compliance with Article
22:03 a) of the Ottawa Unit Collective Agreement.
4. The number of supervision minutes shall be in compliance with Article 22:04.
5. A Teacher’s lunch and breaks shall be as per Article 22:07. The timing of the lunch will be
during one of the two nutrition breaks. The Principal will discuss which nutritional break
shall be designated as lunch with each Teacher and wherever possible, shall provide the
Teacher with the lunch requested.
6. No Teacher shall deliver more than 125 consecutive minutes of combined instructional and
supervision time. Notwithstanding the above a Teacher may take a break deemed necessary
by the Teacher during the school day.
7. The Board shall provide a mutually acceptable accommodation necessary for any Teacher
who presented medical documentation that recommends a need to alter a Teacher’s schedule.
8. Voluntary activities shall not be imposed on a Teacher and shall not interfere with the fair
and equitable distribution of workload assignments including supervision.

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9. In accordance with the Collective Agreement, Teachers attending a half-day Professional

Development in-service shall be provided a lunch break exclusive of travel time and/or time
attending the in-service. All Teachers, regardless of the organization of the school day shall
be afforded the same in-service opportunities during the instructional day.
10. No Teacher will be transferred to a school with an Alternate School Day without their
agreement. The only exception shall be a program need where no qualified Teacher has
applied or is willing to move. Should a Teacher be required to be transferred, it will be done
in accordance with the Collective Agreement and after discussions between the Human
Resources Superintendent, the President of the Association and the Principal.
11. If the Board is considering the implementation of an Alternate School Day schedule, the
following process shall occur:
a) Should any school wish to consider implementing an Alternate School Day schedule,
consultation between the President of the Association, the Principal and the
Superintendent shall begin no later than two (2) months prior to the Friday before the
start of the March Break during the year prior to the start date.
b) There will be an opportunity for full discussion and consultation by the teaching staff,
during a scheduled meeting comprised of the school teaching staff, school
administration and the President of the Association. If the President of the Association
is not available, the President of the Association will advise the Principal of who will be
the designate.
c) After the consultation process, a vote by secret ballot of the teaching staff shall be
conducted by the Principal and President of the Association. If a minimum of
seventy-five (75) percent of the teaching staff chooses to adopt the Alternate School
Day, the Principal shall proceed with the implementation of Alternate School Day for
the following school year. If seventy-five (75) percent is not achieved, the school shall
remain with the Traditional School Day.
d) This process must be completed no later than one (1) month prior to the Friday before
the start of the March Break of the current school year.
12. The Alternate School Day will be assessed and a decision reached whether to continue the
Alternate School Day or return to a Traditional School Day school using the same process
outlined above. The process must be completed no later than one (1) month prior to the
Friday before the start of the March Break.
13. Should any other school wish to consider implementing an Alternate School Day schedule,
consultation between the President of the Association, the Principal and the Superintendent
shall begin no later than two (2) months prior to the Friday before the start of the March
Break during the year prior to the start date.

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ELEMENTARY FRENCH TEACHERS
Whereas the Board is currently in a surplus position with regard to elementary English Teachers
and, that there are French qualified Teachers in English assignments:
The Board and OECTA agree that, while there still are surplus English Teachers and Teachers
returning to the system, an English assignment cannot be given to a French qualified Teacher until
all English Teachers listed above are placed.
As well and if required, in order to provide additional English assignments,, French qualified
Teachers shall be transferred to available French assignments.
Notwithstanding the above, qualified Teachers shall have equal consideration for non-traditional
classroom teaching assignments such as, but not limited to resource, English as a Second
Language and system appointed positions.

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REACH AHEAD SUMMER E-LEARNING
In accordance with Part A, Section 23 and Letter of Agreement #18 Re: Class Size Local
Language, and the following shall apply:
Teachers wishing to teach in a summer school position where the mode of teaching is e-Learning
may apply to do so, subject to Article 33 - Continuing Education Teachers.
E-Learning class size shall be consistent with the prevailing regulations, including achieving the
allowable class sizes in regulations made under section 170.1 of the Education Act, or other
legislated requirements.. Length of the e-Learning school day will coincide with that of all
summer school credit course delivery. Teachers of e-Learning will locate to any of the four
summer school sites dependent upon where e-Learning classes are running. Summer school
e-Learning Teachers will be loaned Board equipment needed to deliver the e-Learning course.
Teachers of e-Learning, who require training in the delivery of an e-Learning course, will receive
training prior to the start of summer school. Without prejudice and precedent, and on an as
needed basis, release time will be provided for Teachers of e-Learning to become familiar with the
use of the Desire to Learn e-Learning platform. An e-Learning coach will be available during the
delivery of the summer school program to provide assistance with the delivery of
e-Learning using the Desire to Learn e-learning platform.
As per all summer school courses Teacher placement will be subject to the availability of classes,
qualifications and sufficient student enrollment to run the classes. Courses will be offered in
accordance with Continuing Education Teacher seniority, Article 33 (Continuing Education
Teachers), and the requirement to deliver summer e-Learning courses using the Desire to Learn
e-Learning platform.

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TECHNOLOGY AND PLATFORM COMMITTEE
The parties agree to form a committee comprised of equal representation from the Board and the
Association. Additional staff, as resource, may be requested by mutual agreement.
The mandate of this committee will be to review how new and current technology and platforms
are accessed, a review of relevant current and future Board policies, and the timely maintenance
and repair of the network and equipment and the development of a plan for when the system is not
available for an extended period of time.
This joint committee shall meet twice a year and shall make recommendations to the Associate
Director after each meeting. Either party may request additional meetings.

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SELF FUNDED LEAVE PLAN PILOT PROJECT

The Board and the Association are in agreement with Article 19 but desire to initiate a pilot
project to amend 19:01. The pilot will be in effect for the duration of the present Collective
Agreement and will read:
19:01 The X over Y Plan affords Teachers the opportunity of taking a half-year leave or a one
(1) full year leave of absence without pay and, through deferral of salary, to finance the
leave. The Plan allows a Teacher to teach “X” period over a “Y” period with either a half
year or one (1) full year’s leave in the final year of the Plan depending on the duration of
the leave.
If an elementary Teacher chooses to take the first half of the year leave of absence, it is
understood that the Long Term Occasional Teacher shall have completed all assessment,
evaluation and reporting requirements by the 97th school day. For a secondary Teacher, the Long
Term Occasional Teacher shall have completed all assessment, evaluation and reporting
requirements by the end of Semester 1.
If an elementary Teacher chooses to take the second half of the year as their leave of absence, it is
understood that the Teacher shall have completed all assessment, evaluation and reporting
requirements by the 97th school day. For a secondary Teacher, they shall have completed all
assessment, evaluation and reporting requirements by the end of semester 1 for a second half of
the school year leave.
During the half year of the leave, withdrawal from the Teacher’s account shall be in one
installment of 100% at the beginning of the leave.
Interested Teachers are to follow the remaining articles under 19 of the present Collective
Agreement.
The Parties agree that should any concerns, challenges or difficulties arise, they shall meet to find
a mutually-agreeable solution.

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TEACHER WELLNESS
The Board and the Association acknowledge the importance of Teacher wellness and the impact
that the current Occasional Teacher shortage is having on Teachers. The parties agree to form a
committee composed of equal representation from the Board and the Association. The mandate of
this committee will be to promote Teacher wellness.
KINDERGARTEN EDUCATOR ROLE REVIEW
The parties agree to form a committee comprised of equal representation from the Board and the
Association. Both parties agree to invite CUPE 2357 and the Principals’ Association to participate
in the committee, at no cost to the Board. Additional staff, as a resource, may be requested by
mutual agreement. The mandate of this committee will be to clarify Teacher /ECE roles based on
relevant legislation and to develop annual inservice opportunities.
LOCAL SCHOOL STAFFING CONSULTATION
Each spring, the Principal and their local OECTA representative will meet, on a mutually agreed
day, for the purpose of local school staffing consultation at no cost to the Board. This consultation
will provide a structure for Teacher input to occur regarding school staffing. This consultation is a
forum for dialogue, sharing perspectives and discussing challenges. After seeking input, the
Principal determines the school organization and staffing.

OECTA OCCASIONAL
PART B: Section 2
Occasional Teachers
LOCAL AGREEMENT
COLLECTIVE
AGREEMENT
BETWEEN
AND
THE ONTARIO
ENGLISH CATHOLIC
FOR THE PERIOD
SEPTEMBER 1, 2019
TO
AUGUST 31, 2022

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ARTICLE 1 - DEFINITIONS
1:01 “Occasional Teacher”, as defined under the Education Act shall mean that they are
employed by a board to teach as a substitute Teacher on a day to day basis for a
permanent, continuing education or Long-Term Occasional Teacher.
1:02 “Long-Term Occasional Teacher” shall mean an Occasional Teacher who is employed to
teach for a period of ten (10) or more consecutive teaching days replacing the same
Teacher.
1:03 In determining whether to grant a Long-Term Occasional Assignment, the Board shall not
regard Professional Development days, Board recognized holidays, school cancellations,
or partial day assignments as breaking the consecutiveness of the days involved.
1:04 The Board agrees to pay any LTO for participation in Professional Days and for any school
day cancelled due to circumstances beyond the Teacher’s control.
ARTICLE 2 - RECOGNITION
2:01 The Board recognizes the Ontario English Catholic Teachers Association (OECTA)
(thereafter referred to as the Association) as the hereafter bargaining agent for all
Occasional Teachers employed by the Board.
2:02 a) The members of the bargaining committee who are on long-term occasional
assignments shall suffer no loss of pay for attending negotiations meetings with the
Board.
b) Where a prospective Long-Term Occasional Teacher is required to attend negotiations

meetings during the designated period required to qualify for an LTO position, the
day(s) spent at negotiations shall be considered as teaching day(s) for the purpose of
accumulating the above mentioned designated days as outlined in article 1:03.
2:03 All correspondence between the Board and the Association arising out of this Agreement,
or incidental thereto, shall pass to and from the Superintendent of Human Resources and
the Association Unit President.
ARTICLE 3 – NO DISCRIMINATION
3:01 There shall be no discrimination by the Board or by the Association against any
Occasional Teacher because of membership or non-membership in any lawful union or
because of lawful activity therein.

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ARTICLE 4 – MANAGEMENT RIGHTS
4:01 The Association recognizes that it is the function of the Board to manage the affairs of the
operation, to hire, to lay off, to suspend, to discipline employees and to direct the working
forces of the Board, subject to the terms of this Agreement and in accordance with the
Acts and Regulations of the Province of Ontario.
ARTICLE 5 - DENOMINATIONAL RIGHTS
5:01 No provision of this Collective Agreement shall be construed as to affect prejudicially the
rights and privileges of the Board with respect to the Employment of Teachers under the
Education Act or the British North America Act, 1867 or the Constitution Act, 1982.
ARTICLE 6 - ASSOCIATION DUES
6:01 Membership in the bargaining unit shall be mandatory on the first day of work. All
Occasional Teachers of the Board covered by this Agreement must pay regular union dues
as long as they remain members in good standing of the Association.
6:02 In every pay period, the Board shall deduct from each Occasional Teacher covered by this
Agreement, the appropriate amount of dues as authorized by the Constitution of the
Association.
6:03 The Association agrees to notify the Board in writing of the amount of dues to be deducted
and to provide the Board with notification, in writing, at least four weeks prior to the pay
period, of any changes in the amount of Association dues.
6:04 Dues deductions made as in accordance with this Article shall be forwarded to the
Provincial Treasurer of the Association subsequent to each pay period. Such deductions
shall be accompanied by a computer listing indicating the Occasional Teacher’s name,
Social Insurance Number, and the amount of the dues deducted.
6:05 The Association agrees to indemnify and save the Board harmless with respect to all
claims and demands made against the Board by an employee as a result of the deduction
and remittance of dues by the Board pursuant to this Article.
ARTICLE 7 - INFORMATION TO MEMBERS
7:01 The Board shall provide the Association with an electronic means to communicate with
members and post notices.
7:02 All upcoming Long-Term Occasional Teacher vacancies will be posted for three (3) work
days prior to filling, on the Board’s Staff Portal. The Association and the Board agree that

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the position will be filled with an Occasional Teacher until such posting occurs and the
position filled.
7:03 An Occasional Teacher currently completing a Long-Term Occasional assignment shall be

eligible to apply for any new Long Term Occasional assignment, prior to the completion of
their current assignment. However, for Long-Term Occasional assignments that are thirty
(30) days or less, the current assignments must be completed before the new assignment
begins.
7:04 In the event that the Board terminates the assignment of a Long-Term Occasional Teacher
prior to the expected termination date identified in the posting, the Long Term Occasional
Teacher shall be given five (5) teaching days notice or five (5) days pay in lieu of notice.
ARTICLE 8 - PROBATIONARY PERIOD/JUST CAUSE
8:01 The probationary period for Occasional Teachers shall be as follows:
a) For day to day Occasional Teachers, the probationary period shall be thirty (30) days
of active work.
b) For Teachers employed in long-term occasional assignments of three (3) months or

longer, the probationary period shall be sixty (60) calendar days.
c) For Teachers employed in both day to day and long-term assignments shorter than
three (3) months, the probationary period shall be the sum of the casual teaching days
and the long-term assignment days to a maximum of thirty (30) days of active work.
d) The Board and the Association shall mutually agree to an extension of the probationary
period for a specific Occasional Teacher, if necessary.
8:02 Pursuant to 8:01 it is understood and agreed by the parties that probationary employees
may be removed from the Occasional Teacher list by the Board due to unsatisfactory
performance and/or any other valid employment related reasons.
8:03 Occasional Teachers shall not be disciplined or discharged without just cause. The Board
shall provide the Association (Local Unit) with written notification of any Occasional
Teacher removed from the Roster, or ATE Priority Lists.
8:04 A mechanism (Appendix “A”) has been established in order to provide support and
professional development as well as ensuring satisfactory performance of all Occasional
Teachers.
8:05 Teachers in their first or second Long-Term Occasional Assignment with the Board that is
ninety-seven (97) days or greater in length may qualify to participate in the New Teacher
Induction Program (NTIP).

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ARTICLE 9 - GRIEVANCE PROCEDURE
9:01 It is the mutual desire of the Board and of the Association that all complaints and
grievances shall be addressed as quickly as possible.
9:02 A grievance under this Agreement shall be defined as a difference or dispute by an

Occasional Teacher or a group of Occasional Teachers or by the Board or by the
Association which relates to the interpretation, application, administration or alleged
violation of this Agreement which shall be processed in accordance with this Article.
9:03 If applicable, the grievance shall stipulate the name of the grievor, shall identify the
grievor’s work location, shall outline the nature of the grievance, shall specify the date on
or about which the incident giving rise to the grievance occurred, shall identify the specific
clause which has allegedly been violated, misinterpreted, or misapplied and the redress
requested. The grievance shall be signed by the Association Unit President/designate.
9:04 Any grievance which is not commenced or carried through to the next stage of the
grievance procedure by the Association/Board within the time specified shall be deemed to
have been abandoned, and no further action may be taken with respect to such grievance.
If the stipulated time limits are not met by the Party against whom the grievance is being
lodged, the grievor shall have the right to pursue the grievance at the next step of the
procedure.
9:05 It is mutually agreed that a grievance must be submitted within twenty (20) school days of
the incident giving rise to the grievance or within twenty (20) school days after the
Teacher/Bargaining Unit or the Board became aware or ought to have become aware of the
circumstances giving rise to the grievance.
Step One
a) If a Principal or designate is aware of an issue with an Occasional Teacher in the

performance of their duties, they shall seek clarification on the matter with the
Occasional Teacher. This shall be done in an attempt to resolve the issue informally. If
the issue remains unresolved the Principal or designate may submit a Letter for
Professional Growth to the Occasional Teacher within ten (10) working days. At this
time the OT should be made aware of all the relevant information. The Association and
the Board shall be notified of the Letter for Professional Growth.
b) If not resolved informally, the grievance must be submitted, in writing, to the

Superintendent of Human Resources or designate.
c) The Superintendent of Human Resources or designate shall give the Association on

behalf of the grievor, a response to the grievance, in writing, within ten (10) school
days.

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d) The Occasional Teacher shall be accompanied to a meeting with the Superintendent of

Human Resources and/or designate by the Association Unit President and/or designate.
Step Two
a) Failing settlement pursuant to Step One, the Association shall have ten (10) school
days from receipt of reply at Step One to process the grievance to the Director of
Education or designate.
b) The Director or designate shall give a response to the grievance in writing to the Unit
President and/or designate within ten (10) school days after receipt of the grievance.
The Director or designate may arrange a meeting with the Association which may
include the grievor.
c) Failing settlement pursuant to Step Two, the grievance may be referred to arbitration at
the request of either party provided such request is made in writing within ten (10)
working days after the response of the Board in Step Two has been received.
d) The Occasional Teacher shall be accompanied to any grievance meeting with the
Director and/or designate by the Unit President and/or designate.
ARTICLE 10 - ARBITRATION
10:01 Arbitration shall be constituted and convened in the following manner:
The grievor and the Association Unit President after exhausting the grievance procedure
established by this Agreement may notify the other Party, in writing, of its desire to submit
the difference or allegation to arbitration, and the notice shall contain the name of the
arbitrator.
10:02 The arbitrator shall hear and determine the difference or allegation and shall issue a
decision. The decision is final and binding upon the Parties and upon any Occasional
Teacher affected by it. A decision of the arbitrator shall be deemed the final decision.
10:03 Each Party shall pay its share of the costs of the arbitrator.
10:04 The arbitrator shall have the authority to settle disputes under the terms of the definition of
grievance as outlined in this Article and will only interpret and apply this Agreement to the
facts of the particular grievance involved. The arbitrator cannot amend, alter, or modify
this Agreement, nor give any decision inconsistent with it, nor provide a remedy
applicable to the time prior to the date of the filing of the grievance.
10:05 The Association may initiate a grievance, that is, a grievance on a matter which cannot be
the subject of a grievance by an individual Teacher, in writing at Step Two, using the same
criteria identified in this Article.

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10:06 The Board may initiate a grievance beginning at Step Two in writing, using the same
criteria identified in this Article. Such grievance shall be submitted to the Association
Unit President.
10:07 Where the Parties agree, a common complaint by a group of Occasional Teachers may be
filed as a single grievance.
10:08 Notwithstanding the above procedures, a grievance may be subject to expedited arbitration
pursuant to Section 49 of the Ontario Labour Relations Act.
10:09 Upon moving a grievance for termination to arbitration, the Board shall temporarily seal
the records of the Occasional Teacher and only respond to inquiries with the dates of
employment of said Teacher. The continued sealing of records shall be subject to the
outcome of arbitration.
ARTICLE 11 - ACCESS TO RECORDS
11:01 Upon giving prior notice to the Human Resources Department and in the presence of a
member of the Human Resources Department, an Occasional Teacher, or their Association
designate, shall be allowed to review the Occasional Teacher’s personnel file and to
request photocopies of part or all of its contents. Such access time will be scheduled at a
mutually convenient time. The Occasional Teacher shall have the right to respond in
writing to any document contained in the file. Such response shall be appended to the
document. Should the Occasional Teacher wish to provide access to their personnel file to
an Association designate, prior written approval shall be forwarded to the Human
Resources Department.
11:02 There is only one (1) personnel file. This file is kept in the Human Resources Department.
Documentation of a disciplinary nature, or that may lead to discipline, shall not be placed
in an Occasional Teacher’s file without the Occasional Teachers prior knowledge. When
the document is added to an Occasional Teacher’s file, an electronic copy of the document
shall be sent to the Occasional Teacher and the Association with the notice that it has been
added to the personnel file and that the member contact the Unit to address the concerns.
Where legally permitted, any time that documentation is forwarded to a third party, the
Teacher shall be notified.
11:03 Documentation of a disciplinary nature may be removed, upon request, from the
Occasional Teacher’s personnel file after two years. The Letter of Discipline shall be
placed in a sealed envelope in the employee’s file.
11:04 Documents of a non-disciplinary nature in accordance with the procedure outlined in

Article 8:02 and Appendix A, shall be removed and destroyed upon request from the
Occasional Teacher’s file after two (2) years from the date of the request for professional
development. This is conditional upon there being no further documents of a
non-disciplinary nature placed on file.

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ARTICLE 12 - LEAVES WITH PAY FOR LONG-TERM OCCASIONAL TEACHERS
12:01 Sick Leave for Long-Term Occasional Teachers
a) Teachers employed by a Board to fill a long term teaching assignment that is a full
year will be allocated eleven (11) sick days payable at one hundred percent
allocated at the commencement of the assignment. A Teacher who is employed by
a Board to fill a long term teaching assignment that is less than a full year will be
allocated eleven (11) sick days, reduced to reflect the proportion the assignment
bears to the length of the regular work year (194 days), and allocated at the start of
the assignment. If a Teacher’s employment status is less than full-time, the
Teacher’s allocation of sick leave credits shall be prorated by the ratio that the
Teacher’s FTE status is to full-time status. Sick leave days may be used for
reasons of personal illness and injury and personal medical appointments.
b) A school board may request medical confirmation of illness or injury confirming the
dates of absence, the reason therefore (omitting a diagnosis), the Teacher’s prognosis,
any limitations or restrictions. Medical confirmation will be required to be provided
by the Teacher as determined by the school board for absences of five (5) consecutive
days or greater. Boards are entitled to make reasonable follow up requests and seek
reasonable periodic updates. Requests shall be sent to the Teacher who shall be
responsible for authorizing their medical practitioner to respond in a timely fashion.
The medical confirmation and follow up requests may be required to be provided in
the attached form (Part A, Appendix B) or on forms as mutually agreed between the
school board and the Association, where appropriate. Where a school board requires
the completion of the attached form found in Part A, Appendix B. The cost shall be
reimbursed to a maximum of $45.00.
c) A Teacher employed by a Board to fill a long-term teaching assignment may carry

over unused sick leave from one long-term teaching assignment to another long-term
teaching assignment within the same school year.
12:02 Short-Term Leave and Disability Plan (STLDP)
Teachers employed by a Board to fill a long-term teaching assignment that is a full year
will be allocated one hundred and twenty (120) STLDP days on the first day of the
Teacher’s assignment. A Teacher employed by a Board to fill a long-term teaching
assignment that is less than a full year will be allocated one hundred and twenty (120)
STLDP days, reduced to reflect the proportion the assignment bears to the length of the
regular work year (194 days), and allocated at the start of the assignment. If a Teacher’s
employment status is less than full time, the Teacher’s eligibility for short-term leave and
disability days shall be prorated by the ratio that the Teacher’s FTE status is to full time
status. Teachers eligible to access short-term leave and disability coverage shall receive
payment equivalent to ninety percent (90%) of their applicable salary or daily rate.

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12:03 Bereavement Leave
a) Three consecutive (3) working days when required (or more at the discretion of the
Board) for the death of an immediate member of the family;
b) One (1) day when required (or more at the discretion of the Board) for the death of the
non-immediate family or personal friend provided the Long-Term Occasional Teacher
was scheduled to work.
12:04 Jury Duty or Subpoena
A Long-Term Occasional Teacher who is absent from a long-term occasional teaching

assignment by reason of a summons to serve as a juror, or a subpoena as a witness in any
proceedings to which the Long-Term Occasional Teacher is not a party or one of the
persons charged, shall be paid the salary due.
12:05 Communicable Disease
A Long-Term Occasional Teacher shall be entitled to the Long-Term Occasional Teacher’s

salary for the remaining period of a teaching assignment notwithstanding absence from
duty where, because of exposure to communicable disease, the Long-Term Occasional
Teacher is quarantined or otherwise prevented by the order of the medical health
authorities from attending to the long-term occasional teaching duties.
12:06 Emergency/Compassionate Leave
A Long-Term Occasional Teacher whose assignment is three (3) months or longer may be
absent from duty for up to two (2) days per year for emergency/ compassionate reasons
with prior approval of the Superintendent of Human Resources. Such leave will include
parental reasons.
In the event of an emergency, the Teacher will report the absence to the Principal as an
emergency/compassionate leave within five (5) school days of the emergency. The
Superintendent of Human Resources shall review the request and the Teacher shall be
informed within 2 weeks of the status of the day as emergency/compassionate leave.
ARTICLE 13 - OCCASIONAL TEACHERS’ ROSTER
In accordance with Part A Section 17 and 18, the following shall apply:
13:01 To be eligible for initial placement on the Occasional Teachers’ Roster the applicant must,
a) hold a valid Certificate of Qualification (Ontario Teacher’s certificate) or equivalent;
b) be in good standing with the Ontario College of Teachers;

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c) provide all documentation required by Board policies and/or procedures;
d) be interviewed by members of the Human Resources Department or their agents (ie:

Principals/Vice-Principals);
e) be approved by the Board for placement on the Roster.
13:02 Occasional Teachers shall notify the Salary Administrator – Occasional Teaching, in
writing, of any change of address, telephone number, e-mail address and/or availability
required by the Board to contact the Occasional Teacher regarding teaching assignments.
13:03 a) The Board shall maintain an active Occasional Teachers’ Roster.
b) The Occasional Teachers’ Roster complement will be calculated on a full-time

equivalent basis according to the following:
i) the total FTE Occasional Teachers’ Roster will be no more than thirty-five (35)
percent of the Board's complement of full-time equivalent Permanent Teachers;
ii) Occasional Teachers available for less than full-time will be recognized for the
portion of the time that they are available, including retired Teachers and
part-time permanent Teachers;
iii) Occasional Teachers on Leave of Absence may be replaced for the period of
leave;
iv) Occasional Teachers on Long-Term Occasional contracts may be replaced for the
period of the LTO contract;
c) The Board may add Occasional Teachers up to the maximum complement at any time
during the school year;
d) An Occasional Teacher who has not worked for a period of three (3) school months
shall be removed from the Roster upon formal notification in writing by the Board
unless they confirm in writing their availability/circumstances to the employer;
e) Additions to the Occasional Teachers Roster may be made when a retired Occasional
Teacher is no longer available or a Daily Occasional Teacher takes a Long Term
Occasional contract.
13:04 The Superintendent of Human Resources may add Teachers to the Roster beyond the
maximum specified in 13:03 above, in agreement with the Unit President, for specific
needs identified by the Board. Additions to the Roster will be reviewed and agreed to by
mutual consent of both parties. As well, in agreement with the Unit President, the
replacement number may be exceeded for a time specific period with the approval of the
Unit President.

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13:05 Occasional Teachers whose names have been added to the Roster as a result of 13:04
above, shall be placed on the following year’s Occasional Teacher Roster provided there
are available spaces on the Roster as set out in 13:03.
13:06 The Board shall make available by September 1 of every school year an electronic version
of the Occasional Teachers’ Roster of all qualified Occasional Teachers. The Board shall
also make available a monthly update of changes to the Occasional Teachers’ Roster. The
Board shall provide an electronic version of such Roster and/or update to the Unit
President. It will also indicate if the Teacher is eligible for permanent hire.
13:07 The Roster of all qualified Occasional Teachers will show name, telephone number,
address, personal e-mail address, employment end date, basic and additional Teacher
qualifications, and any other information deemed relevant to the Board. The Roster will
note Teachers on LTO assignments and on leave.
13:08 The Board shall make available twice yearly on October 1 and February 1 a list of
part-time permanent Teachers with their FTE and school, as well as, any LTOs to which a
Teacher is assigned, including the start and end dates of said LTO assignment. It will also
indicate if the Teacher is eligible for permanent hire.
13:09 The Board may grant an Occasional Teacher up to one year of leave of absence from the
Occasional Teachers’ Roster for personal, and Association business reasons. A second
year may be granted at the discretion of the Board. As well, the Board may grant an
Occasional Teacher up to two years leave of absence from the Occasional Teachers’ Roster
for pregnancy and parental leave. Requests for such leave shall be in writing to the
Superintendent of Human Resources or designate. Occasional Teachers returning from
leave shall be placed on the Roster upon their return.
ARTICLE 14 - CENTRAL DISPATCH SYSTEM AND CALL OUT PROCEDURE
14:01 The time of placements shall be between the hours of 4:00 p.m. and 9:30 p.m. Monday to
Friday and between the hours of 3:00 p.m. and 9:30 p.m. on Sunday for absences within
the next 30 days. Unfilled OT assignments will automatically be posted to the Job Board in
Apply to Education (ATE) beginning at 8:00 p.m. the day before the posting start date.
Call outs for assignments unfilled on the day of the posting shall begin as of 6:00
a.m. until all jobs are filled, or until at least 30% of the job is complete. In extraordinary
circumstances, the Board may choose to alter the hours identified above. The Board shall
notify the Unit President at least 24 hours in advance of the change.
14:02 a) All offers for an OT assignment shall come through the automated dispatch system
Apply to Education (ATE) The parties recognize that for emergency situations, the
school ATE Administrator may assign Occasional Teachers.

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b) “Special Requests” or overrides may be assigned outside the rotational order, with the
pre-approval of the Unit President or designate and the Manager of Human
Resources. See Appendix C for the Approved Pre-Booking List.
14.03 The Board agrees to provide the Association with monthly electronic copies, of the
available automated dispatch system records, and any Occasional Teacher assigned as
per 14.02 b) which shall include:
i) The number and percentage of system overrides for the requested period;
ii) The number and percentage of system overrides for each school for the requested
period;
14.04 The Board shall make every effort to ensure that the following information will be
included in the ATE assignment:
i) The name of the Teacher being replaced;

ii) The name of the school;
iii) The grade(s) of the assignment, and for secondary assignments, the subject(s) and the
periods to be covered;
iv) Start and end times reflecting the official bell times;
v) Special events planned for the day;
vi) Supervision duties for that day;
vii) Lunch times and supervisions for half-day assignments.
14.05 Should the Board create an assignment that replaces Teachers who are not absent but are
involved in other professional activities (e.g.: coverage of IPRC meetings, grade placement
meetings, divisional/team meetings), or who are required to fill assignments for other
reasons (e.g. vacancy), the call-out shall inform Occasional Teachers of the nature of the
assignment. These Teachers are entitled to a 40 minute uninterrupted lunch and shall not
have any supervision duties.
14.06 Should a case of any communicable disease, including Fifth’s disease have been identified
in a school, this information shall be included in the call out information provided.
14:07 ATE Priority Lists
a) An Occasional Teacher shall be notified that they have been removed from an ATE
priority list for a school within three (3) calendar days of removal. The Board shall
provide the reason that the Occasional Teacher is no longer on the priority list.
b) The call out order shall be:

i) A call out to Teachers on the school priority list;
ii) A call out to Teachers on the system priority list;
iii) A call out to Teachers whose qualifications match those of the absent Teacher,
and who have listed the school in their profile as a location to which they are
willing to be dispatched,

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iv) A call out to Teachers who have that school in their profile as a location to which
they are willing to be dispatched, regardless of qualification(s).
c) Occasional Teachers are placed on priority lists in the following manner:

i) The administration of a school can place a minimum of fifteen (15) Occasional
Teachers of their choosing on that school’s priority list. An Occasional Teacher can
be on only six (6) administrative priority lists.
ii) Apply to Education can place a minimum of fifteen (15) Occasional Teachers
who request placement on the elementary priority list of an elementary school or
a minimum of fifteen (15) Occasional Teachers who request placement
on the intermediate or secondary priority list of an intermediate or secondary
school. An Occasional Teacher can be on only four (4) self-selected priority lists.
14:08 The Board shall disclose to the Association the version of ATE currently in use. The
Board will notify the Unit President when any changes are made to the ATE system. The
Unit President and/or designate will attend one session a year with the ATE administrator
to review the operation and functionalities of ATE.
ARTICLE 15 - DAILY RATES OF PAY
Salary grids and allowances shall be in accordance with Part A Section 2 and 7 as follows:
15:01 The Board shall pay to Occasional Teachers in respect of each full day of employment as
an Occasional Teacher with the Board the following rate of pay:
a) Effective September 1, 2019, the rate of pay shall be $223.13.

b) Effective September 1, 2020, the rate of pay shall be $225.36.
c) Effective September 1, 2021, the rate of pay shall be $227.61.
Daily Rates of Pay Base Rate Vacation Pay Total Amount

September 2019 223.13 8.93 232.06
September 2020 225.36 9.01 234.37
September 2021 227.61 9.10 236.71
15:02 An Occasional Teacher shall be paid for a full day of employment when replacing a
full-time Teacher and at the appropriate prorated amount of pay when replacing a part-time
Teacher or replacing a full-time Teacher for less than a full day. Occasional Teachers are paid in
accordance with the FTE of the Teacher being replaced. It is pro-rated if partial coverage is
required.
15:03 Casual and Long-Term Occasional Teachers with the Board shall accumulate one month of
teaching experience for every nineteen (19) full-time days or equivalent of casual or
long-term teaching. This experience shall be recognized in the event that the Teacher is

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employed by the Board in a long-term assignment. If a Teacher is part-time permanent,

this teaching experience shall be recognized annually before the first pay of the school
year.
15:04 A Long-Term Occasional Teacher shall be paid a prorated salary based on the salary
schedule of the Collective Agreement between the Board and OECTA (Ottawa Elementary
and Secondary Bargaining Units) according to qualifications and teaching experience and
retroactive to the first day of the long-term assignment. In addition, a Long-Term
Occasional Teacher shall be subject to the QECO salary grid placement provisions of the
Collective Agreement between the Board and OECTA (Ottawa Elementary and Secondary
Bargaining Units). Long-Term Occasional Teachers are paid for the duration of their
contract, which shall include professional activity days if they fall within the term of the
contract. For reference, the Salary Grids for Long-Term Occasional Teachers can be found
in Article 32 of the OECTA Ottawa Elementary and Secondary Bargaining Units
Collective Agreement.
15:05 The vacation and statutory holiday pay to which the Occasional Teacher, either Daily
Occasional or Long-Term Occasional, is entitled under applicable legislation shall be
deemed to be included in the rates of pay set out in 15:01, 15:02 and 15:04 above.
15:06 Should a classroom Teacher return as a partial return to work, the Occasional Teacher
performing a LTO to replace that Teacher shall continue to be paid at the LTO rate for any
days or partial days for which they replace said Teacher.
ARTICLE 16 - REPORTING PAY
16:01 An Occasional Teacher shall be compensated at the appropriate daily rate

(pro-rated when applicable) normally earned in the event that the Occasional Teacher has
reported to a work assignment on a day that school was closed by inclement weather, any
other emergency, or when the Occasional Teacher has reported to work as a result of an
error on the part of the Board.
16:02 The parties agree that on days where an Occasional Teacher has been assigned a school,
reports to a school, is no longer required and the assignment has been cancelled, the
Occasional Teacher will be entitled to a half-day pay. The Occasional Teacher will remain
on the premises and assist supervision/coverage where needed.
16:03 Assignments during a ‘shortened day’, due to Parent Teacher interviews, shall be paid as a
full (1.0 FTE) day of pay.
ARTICLE 17 - TRAVEL ALLOWANCE
17:01 A day to day or Long-Term Occasional Teacher who replaces a Teacher whose schedule
requires travel to two (2) or more schools within the school day, will be reimbursed in the
same manner as the Teacher being replaced.

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ARTICLE 18 - RETROACTIVITY
18:01 All provisions in this Agreement shall be effective on the date of signing unless otherwise
specified.
ARTICLE 19 – JOINT CONSULTATION COMMITTEE (JCC)
19:01 A committee comprised of the Superintendent of Human Resources, the Manager of

Human Resources, an ATE representative and three (3) representatives of the Association
shall meet at least three (3) times a year.
19:02 The committee may deal with any matters of mutual concern not related to collective
bargaining or grievance settlement.
19:03 The committee may discuss, but will not be limited to professional development, attrition
patterns, hiring patterns, grade/ division and special qualification needs, instructions to
Principals and materials necessary to carry out teaching duties.
19:04 Recommendations will be made to the Director of Education for consideration and
response.
19:05 Minutes will be brought forward to the next meeting for approval by the parties.
19:06 Action directives resulting from the meeting shall be assigned, forwarded to the respective
parties and reported upon at the next meeting.
ARTICLE 20 - PROFESSIONAL DEVELOPMENT DAYS
20:01 The Board shall provide the Local Occasional Teacher Bargaining Unit with the school
year calendar outlining the professional development days prior to the start of each school
year. Occasional Teachers may, with the approval of the Principal, participate in
Professional Development Days subject to availability of space and prior notification.
ARTICLE 21 - NO STRIKES OR LOCK-OUTS
21:01 The Board agrees that there shall be no lock-out of Occasional Teachers and the
Association agrees that there shall be no strike so long as this Agreement continues to
operate. Lock-outs and strikes shall only be as defined in the Ontario Labour Relations
Act, as amended from time to time.

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ARTICLE 22 - DISTRIBUTION OF AGREEMENT
22:01 This agreement will be posted on Board intranet and Occasional Teacher and Information
Site (OTAIS) otais.ocsb.ca for all members. An electronic copy shall be provided to the
Association and a hard copy of the agreement shall be made available upon request.
ARTICLE 23 - DURATION OF AGREEMENT
In accordance with Part A Section 1.1, the following shall apply:
23:01 This Agreement, duly signed, shall have effect from the first day of September, 2019 and
continue in force for a period of months to expire on 31 August, 2022.
ARTICLE 24 - NOTICE OF RENEWAL
24:01 Either party hereto may give written notice to the other party on or after March 1, of the
year in which the Agreement is due to expire, of its desire to negotiate for the renewal of
this Agreement. Negotiations for such renewal shall commence within thirty (30) days of
notification.
ARTICLE 25 - BENEFITS
In accordance with Part A Section 7, and the following shall apply:
25:01 All Occasional Teachers shall be given access to the Board’s Employee Family Assistance
Program.
25:02 The Board shall provide the information requested by the plan administrator, by July 20 of
each year (or as updated from OTIP from time to time), to allow eligible daily Occasional
Teachers to enrol in the OECTA Daily Occasional Teachers' Benefits Plan.
ARTICLE 26 - WORKING CONDITIONS
26:01 An absent regular day school Teacher shall be replaced by an Occasional Teacher.
26:02 An Occasional Teacher shall be assigned only the regularly scheduled duties of the
Teacher being replaced.
26:03 a) The Occasional Teacher may not be required to perform supervision duties prior to the
beginning of morning classes on the first day of an assignment.

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b) When an Occasional Teacher is assigned two (2) half-day assignments on the same day
at different schools, no supervision duties shall be assigned during required travel time.
26:04 Upon arrival at a school for an assignment, an Occasional Teacher will be given a package
providing relevant information and key(s)/pass for access to all areas of the school for
which the Occasional Teacher shall require in completion of the assignment.
Authorization of timesheets will be made after the key(s)/pass have been returned.
26:05 a) The Board shall not require any Occasional Teacher to administer medication or to
perform any medical or physical procedure on any pupil that might in any way
endanger the safety or well-being of the pupil or subject the Occasional Teacher to
risk, injury, or liability for negligence.
b) In the case of an emergency, Occasional Teachers will respond to the extent of their
training and/or ability.
26:06 a) The Board shall provide access to the electronic Staff Portal for all Occasional
Teachers.
b) The Board shall provide software and hardware access for Occasional Teachers to
complete their assigned duties.
26:07 Should the Board request that an Occasional Teacher who has completed a LTO
assignment be available to complete or help in the completion of report cards, and the
Occasional Teacher agrees to the request, the Occasional Teacher shall complete the
requested work during the provided professional development day. The Occasional
Teacher shall be paid the daily rate for the day worked completing the report cards.
26:08 When concerns arise, the Association will be able to request and receive a copy of the
monthly sign out/sign in sheets for keys distributed to daily OTs. Such requests shall be
forwarded within two weeks of the request.
26:09 An occasional teacher will have forty-eight (48) hours to respond to an interview request.
If the candidate does not respond during this timeframe the candidate will no longer be
considered for this position.
ARTICLE 27 – INFORMATION DISCLOSURE TO THE OCCASIONAL TEACHER

BARGAINING UNIT
In accordance with Part A, Section 17 and 18, and the following shall apply:
27:01 The Board shall provide to the Occasional Teacher Bargaining Unit on a semi-annual basis
the following information for all Teacher absences that trigger the Long-Term Assignment
(LTA) threshold:
a) The absent Teacher’s name, assignment and school;

Page|161
b) The start date of the assignment and the duration;

c) The name of the Occasional Teacher or individual filling the absence;
d) The date/time the job was posted;
e) The date/time the job was filled;
f) The name of any certified Teacher not on the Occasional Teachers Roster, employed
to fill a Teacher absence;
27:02 The Board shall provide to the Occasional Teacher Bargaining Unit on a semi-annual
basis:
a) The name of any Teacher on a Temporary Letter of Approval;

b) The name of any individual on a Letter of Permission;
c) The name of any uncertified person employed to replace an absent Teacher.
27:03 The Board shall provide to the Occasional Teacher Bargaining Unit:
a) The current seniority list for all Occasional Teachers to be provided no less than two
(2) times per year unless there has been no change.
27:04 For each LTO and permanent position, the Board shall provide the following information
to the Occasional Teacher Bargaining Unit:
a) The job posting at the time the posting is circulated in the system;
b) The job number/position title and the list of any applicants for the posting within three
(3) weekdays following the closing of the posting;
c) The name of the successful candidate within three (3) weekdays of the successful
applicant being selected;
d) In boards where the above information in 27:04 a) through 27:04 c) is provided more
expeditiously, the boards shall continue to do so.
ARTICLE 28 – HIRING PRACTICE
In accordance with Part A, Section 17, the following shall apply:
28:01 Occasional Teachers (OTs) play a critical role in the educational achievement of Ontario’s
students and Ontario’s new Teachers are increasingly relying on occasional teaching
assignments as their introduction to the teaching profession. The OT role is challenging
and builds experience which should be recognized by Boards in the hiring of Long-Term
Occasional (LTO) and/or permanent positions. It is critical that the process to gain such
positions be fair and transparent.

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ARTICLE 29 - RELIGIOUS EDUCATION
Any Occasional Teacher who successfully completes the Religious Education in Catholic Schools
Part 1 qualifications will be reimbursed for 50% of the cost of the course once hired on a permanent
basis as per Article 8:04 of the OECTA Ottawa Elementary and Secondary Bargaining Units
Collective Agreement.
ARTICLE 30 - OCCUPATIONAL HEALTH & SAFETY TRAINING AND

PROFESSIONAL DEVELOPMENT
Both parties agree that training and professional development for all Occasional Teachers is a
requirement under the Occupational Health and Safety Act. The Board shall ensure that all
Occasional Teachers shall receive all the training required by the Acts and Regulations. Occasional
Teachers shall be provided access to complete the online safety training modules through their
OCSB email account.
ARTICLE 31 - LONG-TERM OCCASIONAL PAY
31:01 a) LTO daily salaries are calculated by dividing the yearly salary by 194. The LTO will
receive this, or a prorated amount, for each day worked during the LTO including PD
days. Vacation pay is included in the amount.
b) All Teachers shall be placed on the Teacher salary grid as per Part B, Article 32 Salary
and Allowances from the Collective Agreement for Ottawa Elementary and Secondary
Bargaining Units, on the basis of a Statement of Evaluation in accordance with QECO
Program 5 (2013) as per Part B, Article 29 QECO Placement. Such statements of
evaluation shall be sent to the Superintendent of Human Resources.

Page|163
LETTERS OF UNDERSTANDING
Alternate School Day Schedule
The language that addresses the alternate school day schedule, is located in Part B, Letter of
Understanding 3 - Alternate School Day of the OECTA Ottawa Elementary and Secondary
Bargaining Units Collective Agreement.
Professional Growth Work Group
The Board and the Association will form a work group to create a process for daily Occasional
Teachers who have had needs for professional growth outlined in Appendix A. The mandate of the
work group will be to connect Board personnel to support the professional growth needs of an
Occasional Teacher through the development of a mentoring/coaching relationship for an
established period of time.
The work group shall be composed of two Association representatives, one member of the Human
Resources team and up to two (2) other Board staff from departments which have expertise in the
areas for which professional development may be needed.
Occasional Teacher Shortage Committee
The Board and the Association agree to form a committee comprised of equal representation from
the Board and the Association. Additional staff, as a resource, may be requested by mutual
agreement.
The mandate of this committee will be to look for creative solutions to ensure that our Occasional
Teachers feel welcomed, valued and supported. The committee will address the following, and
any other mutually agreed to items: attracting new candidates, priority lists and the equitable
distribution of work including overrides, call-out times and procedures, professional learning
opportunities, and regular communication with Occasional Teachers.
This committee will seek feedback from Occasional Teachers, review the unfilled jobs and other
relevant data and make recommendations to support Occasional Teacher retention. The
recommendation shall include rationale, examples and/or best practices which will then inform the
parties for the next round of collective bargaining.
The committee shall meet a minimum of three times a year for the 2020-2021 school year and
thereafter as needed. The committee is at no cost to the Board.

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Communicating with Occasional Teachers
The Board shall work with the Association and communicate bi-monthly with Occasional Teachers
via their OCSB email accounts. Information in this communication may include the data on the
number of Occasional Teacher opportunities, where the Board is finding it challenging to find OTs,
professional learning opportunities, staffing timelines, health and safety information, etc.
Elementary Pre-Booking Pilot
With the shortage of Occasional Teachers, the following pre-booking may be used for the period
August 31, 2020 to June 25, 2021. At the end of this pilot the Board and the Association shall meet
to share and discuss the data on this pilot and shall attempt to find a mutually agreeable solution
moving forward.
SOR-12 A Grade K-6 vacancy that has been posted in ATE for at least forty-eight (48) hours
and that still exists eighteen (18) hours before the start of the school day.

Page|165
APPENDIX A
GUIDELINES FOR PROFESSIONAL GROWTH

FOR OCCASIONAL TEACHERS
If a Principal or designate is aware of an issue with an Occasional Teacher in the performance of

their duties, they shall seek clarification on the matter with the Occasional Teacher. This shall be
done in an attempt to resolve the issue informally. If the issue remains unresolved the Principal or
designate may submit a Letter for Professional Growth to the Occasional Teacher within ten (10)
working days. At this time the OT should be made aware of all the relevant information. The
Association and the Board shall be notified of the Letter for Professional Growth.
The Principal or designate must address concerns with the Occasional Teacher and advise the
Occasional Teacher that a Letter for Professional Growth will be forwarded to the Human
Resources Department for review. The Association may exercise its rights under Article 9
(Grievance Procedure) at any point during the plan of action listed below.
Upon receipt of a Letter for Professional Growth, Human Resources will implement the
following plan of action:
Letter for Professional Growth #1:
Human Resources will review the Letter for Professional Growth. The Manager of Human
Resources will recommend appropriate resources for Professional Growth. A meeting may be
scheduled with the Occasional Teacher, OECTA Ottawa Unit President or designate, and the
Manager of Human Resources, if deemed necessary. The Board shall provide relevant
professional development opportunities to the Occasional Teacher. This professional learning may
include workshops with Board personnel, workshops offered by OECTA, and/or mentoring by
another Teacher.
Human Resources will review the Letter for Professional Growth. A meeting will be held with the
Occasional Teacher, the OECTA Ottawa Unit President or designate, and Manager of Human
Resources. If deemed necessary, the Principal may be asked to attend the meeting. The Occasional
Teacher may be blocked from the school(s) where concerns have been identified. The Board shall
provide relevant professional development opportunities to the Occasional Teacher. This
professional learning may include workshops with Board personnel, workshops offered by OECTA,
and/or mentoring by another Teacher.
Human Resources will again review the Letter for Professional Growth. At this time, the
Occasional Teacher may be suspended from the Occasional Teachers Roster. A meeting will be
held with the Occasional Teacher, the OECTA Ottawa Unit President or designate, Manager of
Human Resources and, if necessary, the Principal involved.

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Following this meeting, The Manager of Human Resources will review the history of concerns
and the steps that have been taken to assist the Occasional Teacher. The Manager will then decide
if further support for the Occasional Teacher is warranted. If not, the Board shall exercise its right
to terminate employment if the concerns are serious enough to require lodging a complaint to the
College of Teachers.
It is understood that the identification of any area for professional growth and/or subsequent
discipline, is subject to the standard of just cause.

Page|167
LETTER FOR PROFESSIONAL GROWTH

FOR OCCASIONAL TEACHERS
The Board recognizes that Professional Growth is essential for every Occasional Teacher. It is fundamental for
success in the classroom. With an emphasis on providing quality education in a nurturing, safe and vibrant
community, the Board is prepared to offer opportunities for professional and personal growth when performance
issues have been identified at the school level.
Occasional Teacher: Date:
School: Grades:
Describe the concern (reason for professional growth):
I have discussed my concerns with the Occasional Teacher:
Yes ⬜ No ⬜
______________________________
Principal’s Signature
Part 1: (to be completed by school Principal)

This Teacher may benefit from Professional Growth in the following area(s):
❑ Classroom Management
❑ Effective Discipline
❑ Professional Ethics (respect, care, trust, integrity)
❑ Positive and Safe Environment
❑ Respect/Role Modeling for Students
❑ Communication Skills
❑ Teamwork/Collaboration
❑ Punctuality
Part II: (to be completed by Human Resources)

The following Professional Growth is recommended:
Manager of Human Resources Date

Page|168
APPENDIX B
LONG TERM OCCASIONAL TEACHER EVALUATION
TEACHER'S NAME:
SCHOOL: DATE:
When an LTO is assigned for a period of four (4) months or greater, it is mandatory that an
evaluation be completed. At any time (including assignments less than 4 months), in cases
where performance falls below expectations, it is essential that these issues are discussed
with the Occasional Teacher in a timely manner, clarifying expectations and reinforcing that
an immediate and sustained improvement is required. Please provide details of your
discussion in the comments section below. Please send the original signed document to the
Human Resources Dept. for processing and a copy to the Teacher. Human Resources will
confirm the receipt of the form to the Occasional Teacher within five (5) working days.
EXPECTATIONS: BELOW MEETS EXCEEDS
1. Classroom Management
2. Teacher-Student Relations
3. Planning Skills
4. Instructional Methodology
5. Subject Competency
6. Contribution to Total School Effort
7. Special Education/Integration
OVERALL RATING:
COMMENTS:
Signature of Administrator:____________________________ Date:____________
Signature of Occasional Teacher:_______________________ Date:____________
(Signature of Occasional Teacher indicates receipt of this evaluation)

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APPENDIX C
APPROVED PRE-BOOKING LIST
The following is a list of agreed upon reasons to pre-book an Occasional Teacher. Each
pre-booking requires one of the following codes for each assignment:
SOR-01 Guidance/Resource/Inclusion Teacher/Co-op
SOR-02 Emergency Coverage (example: a Teacher becomes sick while at school, or needs
to leave school after learning of an emergency in their home, or leaves to pick up a
sick child)
SOR-03 System class Teacher
SOR-04 McHugh Section 23 program Teacher
SOR-05 Achievement Centre Teachers (Ottawa Catholic Intervention Program (OCIP) ,

John Bosco at Operation Come Home, St. Mary’s Home, Algonquin
College/OCSB Achievement Centre, Personalized Learning Centre)
SOR-06 Repeated medical leave or appointments (ex. Physiotherapy once a week for an
extended period of time)
SOR-07 Technology courses where safety training is required (example: auto/construction)
SOR-08 Grades 7-12 Physical Education where safety training is an issue (example –
activities taking place in a gymnasium (does not include health class coverage))
SOR-09 Booking of a permanent part-time Teacher from the same school (example –
permanent for morning, could be pre-booked for the afternoon and vice-versa)
SOR-10 When permanent Teachers serve as the Board or OECTA appointed representative
on a Central Committee, an OECTA committee, or a Ministry of Education
committee
SOR-11 Extended leave of consecutive days between 5 and 9 days.
Any other reason to pre-book an Occasional Teacher shall be annually approved in advance by the
Association in consultation with the Superintendent of Human Resources. These exemptions will
be listed on a shared document maintained by the Association and shared with the Manager of
Human Resources and/or designate.

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COLLECTIVE AGREEMENT

THE OTTAWA CATHOLIC SCHOOL BOARD

THE ONTARIO ENGLISH CATHOLIC

FOR THE PERIOD

SEPTEMBER 1, 2019 TO AUGUST 31, 2022

2 SALARY, WAGES, ALLOWANCES 1

3 SICK LEAVE/SHORT-TERM LEAVE AND DISABILITY PLAN – PERMANENT TEACHERS 1

4 SICK LEAVE/SHORT-TERM DISABILITY PLAN – LONG-TERM OCCASIONAL TEACHERS AND TEACHERS

6 PROFESSIONAL JUDGMENT AND EFFECTIVE USE OF DIAGNOSTIC ASSESSMENT 13

8 EARNED LEAVE PLAN 16

9 RETURN TO BARGAINING UNIT FOR PERMANENT TEACHERS 17

10 RETURN TO BARGAINING UNIT FOR PRINCIPALS AND VICE-PRINCIPALS 18

11 BOARD-LEVEL JOINT STAFFING COMMITTEE (JSC) 18

14 PREGNANCY LEAVE SEB PLAN 20

15 STATUTORY LEAVES OF ABSENCE/SEB 20

16 PAID LEAVES OF ABSENCE 21

18 INFORMATION DISCLOSURE TO OECTA 27

20 CENTRAL DISPUTE RESOLUTION PROCESS 28

21 HEALTH AND SAFETY 30

22 CHANGES IN FULL-TIME EQUIVALENT STATUS (FTE) 32

LETTER OF AGREEMENT #10 57

LETTER OF AGREEMENT #11 58

LETTER OF AGREEMENT #12 59

LETTER OF AGREEMENT #13 60

LETTER OF AGREEMENT #14 62

LETTER OF AGREEMENT #15 63

LETTER OF AGREEMENT #16 65

LETTER OF AGREEMENT #17 66

PART B: SECTION 1 - PERMANENT TEACHERS LOCAL AGREEMENT

ARTICLE 4 - DURATION AND RENEWAL 78

ARTICLE 5 - MEMBERSHIP RIGHTS 78

ARTICLE 6 - MANAGEMENT AND DENOMINATIONAL RIGHTS 78

ARTICLE 7 - JUST CAUSE 79

ARTICLE 8 - STATUS OF EMPLOYMENT 79

ARTICLE 9 - ASSOCIATION FEES 80

ARTICLE 10 - SCHOOL ASSOCIATION REPRESENTATION 80

ARTICLE 11 - COLLEGE OF TEACHERS 81

ARTICLE 12 - INFORMATION TO THE ASSOCIATION 81

ARTICLE 13 - PERSONNEL INFORMATION 82

ARTICLE 14 - GRIEVANCE / ARBITRATION PROCEDURE 82

ARTICLE 15 - DISTRIBUTION OF COLLECTIVE AGREEMENT 85

ARTICLE 16 - SICK LEAVE 85

ARTICLE 17 - PREGNANCY AND PARENTAL LEAVE 86

ARTICLE 18 - SPECIAL LEAVE 88

ARTICLE 19 - SELF-FUNDED LEAVE PLAN (X over Y) 91

ARTICLE 20 - TEMPORARY LEAVE FOR REDUCTION IN TEACHING SCHEDULE 94

ARTICLE 22 - TEACHER WORKLOAD PREPARATION AND PLANNING TIME 96

ARTICLE 24 - STAFFING: COORDINATOR, CONSULTANT, LEARNING PARTNER AND ITINERANT TEACHERS

ARTICLE 25 - TRANSFERS 106

ARTICLE 26 - REDUNDANCY 113

ARTICLE 27 - JOINT CONSULTATION COMMITTEE 114

ARTICLE 28 - REPLACEMENT OF TEACHERS 115

ARTICLE 29 - QECO PLACEMENT 115

ARTICLE 30 - TEACHER PLACEMENT ON GRID 116

ARTICLE 31 - PAYMENT OF SALARIES 119

ARTICLE 32 - SALARY AND ALLOWANCES 120

ARTICLE 33 - CONTINUING EDUCATION TEACHERS 122

ARTICLE 34 - BENEFITS PROVISIONS 124

ARTICLE 35 – JOINT PROFESSIONAL DEVELOPMENT COMMITTEE 125

ARTICLE 36 - RETIREMENT GRATUITY (GRANDPARENTING) 125

ARTICLE 37 – ACTING PRINCIPALS AND ACTING VICE-PRINCIPALS 126

ARTICLE 38 – PERFORMANCE APPRAISAL FOR EXPERIENCED TEACHERS (PAET) 126

ARTICLE 39 –NEW TEACHER INDUCTION PROGRAM (NTIP) 127