THE ELEMENTARY TEACHERS’ FEDERATION OF ONTARIO and Related... · knowledge of curriculum expectations, context, evidence of learning, methods of instruction and assessment, and

AGREEMENT

Between

THE THAMES VALLEY DISTRICT SCHOOL BOARD

and THE ELEMENTARY TEACHERS’ FEDERATION OF ONTARIO

THAMES VALLEY

OCCASIONAL TEACHERS’ LOCAL

2014 SEPTEMBER 01

TO

2017 AUGUST 31

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TABLE OF CONTENTS Clicking on the page number in this table of contents will bring you to the respective page number in the

Collective Agreement. Central and Local articles that have been greyed out have been supplanted by Ministry Regulations or the Central Agreement. To go directly to your Local Articles, click here.

PART A – CENTRAL ARTICLES

C1.00 STRUCTURE AND CONTENT OF COLLECTIVE AGREEMENT .................................... 8

C1.1 SEPARATE CENTRAL AND LOCAL TERMS ........................................................................................................................ 8 C1.2 IMPLEMENTATION .................................................................................................................................................... 8 C1.3 PARTIES .................................................................................................................................................................. 8 C1.4 SINGLE COLLECTIVE AGREEMENT ............................................................................................................................... 8

C2.00 DEFINITIONS ................................................................................................................... 8

C3.00 LENGTH OF TERM/NOTICE TO BARGAIN/RENEWAL ................................................. 9

C3.1 SINGLE COLLECTIVE AGREEMENT ............................................................................................................................... 9 C3.2 TERM OF AGREEMENT ............................................................................................................................................. 9 C3.3 WHERE TERM LESS THAN AGREEMENT TERM .............................................................................................................. 9 C3.4 TERM OF LETTERS OF UNDERSTANDING ...................................................................................................................... 9 C3.5 AMENDMENT OF TERMS .......................................................................................................................................... 9 C3.6 NOTICE TO BARGAIN ............................................................................................................................................... 9

C4.00 CENTRAL GRIEVANCE PROCESS .............................................................................. 10

C4.1 DEFINITIONS ......................................................................................................................................................... 10 C4.2 CENTRAL DISPUTE RESOLUTION COMMITTEE ............................................................................................................. 10 C4.3 THE GRIEVANCE SHALL SPECIFY: ............................................................................................................................... 11 C4.4 REFERRAL TO THE COMMITTEE ................................................................................................................................ 11 C4.5 MEDIATION ......................................................................................................................................................... 11 C4.6 ARBITRATION ....................................................................................................................................................... 11

C5.00 (NOT APPLICABLE TO OCCASIONAL TEACHERS) - VESTED RETIREMENT GRATUITY VOLUNTARY EARLY PAYOUT OPTION - .............................................................. 12

C6.00 BENEFITS ...................................................................................................................... 12

C6.1 FUNDING ............................................................................................................................................................ 12 C6.2 COST SHARING ..................................................................................................................................................... 12 C6.3 PAYMENT IN LIEU OF BENEFITS ................................................................................................................................ 13 C6.4 (NOT APPLICABLE TO OCCASIONAL TEACHERS – LONG-TERM DISABILITY (EMPLOYEE-PAID PLANS) .......................... 13

C7.00 (NOT (ALL) APPLICABLE TO OCCASIONAL TEACHERS) - SICK LEAVE/SHORT TERM LEAVE AND DISABILTY PLAN ....................................................................................... 13

C8.00 CENTRAL LABOUR RELATIONS COMMITTEE ........................................................... 16

C9.00 MINISTRY/SCHOOL BOARD INITIATIVES ................................................................... 16

C10.00 DIAGNOSTIC ASSESSMENT ........................................................................................ 16

C11.00 STATUTORY LEAVES OF ABSENCE/SEB ................................................................... 17

C11.1 FAMILY MEDICAL LEAVE OR CRITICALLY ILL CHILD CARE LEAVE .................................................................................. 17 C11.2 PREGNANCY LEAVE ........................................................................................................................................... 18

C12.00 CLASS SIZE/STAFFING LEVELS .................................................................................. 18

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To Alphabetized Chart

LETTER OF AGREEMENT #1 .................................................................................................... 20

RE: SICK LEAVE .............................................................................................................................................................. 20


RE: REGULATION 274 - HIRING PRACTICES ........................................................................................................................... 21


RE: OCCASIONAL TEACHER ABILITY TO LOCK THE CLASSROOM DOOR ......................................................................................... 23


RE: EMPLOYMENT INSURANCE (E.I.) REBATE....................................................................................................................... 24


RE: SPECIAL EDUCATION COMMITTEE .................................................................................................................................. 25


RE: BENEFITS ................................................................................................................................................................. 26


RE: STATUS QUO CENTRAL ITEMS ........................................................................................................................................ 35


RE: STATUS QUO CENTRAL ITEMS REQUIRING AMENDMENT AND INCORPORATION ....................................................................... 36

ARTICLE L1.00 - PURPOSE ...................................................................................................... 38

ARTICLE L2.00 - SCOPE AND RECOGNITION ......................................................................... 38

ARTICLE L3.00 – AMENDMENT DURING LIFE OF AGREEMENT ........................................... 39

ARTICLE L4.00 - NO STRIKE OR LOCKOUT ............................................................................ 39

ARTICLE L5.00 - RIGHTS AND RESPONSIBILITIES ................................................................ 39

Long-Term Assignments .......................................................................................................................................... 40

ARTICLE L6.00 - OCCASIONAL TEACHER LIST ..................................................................... 41

Membership on the List ........................................................................................................................................... 41 Member Information on the List .............................................................................................................................. 41 Providing Copies of the List ...................................................................................................................................... 41

ARTICLE L7.00 - SALARY ......................................................................................................... 42

Rates of Pay ............................................................................................................................................................. 42 Recognized Teaching Experience ............................................................................................................................. 43

ARTICLE L8.00 - (NOT APPLICABLE TO OCCASIONAL TEACHERS) - BENEFITS FOR LONG-TERM OCCASIONAL TEACHERS .................................................................................. 46

ARTICLE L9.00 - SICK LEAVE .................................................................................................. 46

Long-Term Occasional Teachers .............................................................................................................................. 46 Absences Under the Sick Leave Plan ........................................................................................................................ 46

ARTICLE L10.00 - LEAVES OF ABSENCE ............................................................................... 47

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Leave of Absence With Full Salary ........................................................................................................................... 47 Leave of Absence with Occasional Teacher Cost Deduction .................................................................................... 48 Voluntary Leaves of Absence ................................................................................................................................... 49

ARTICLE L11.00 - PREGNANCY LEAVE .................................................................................. 50

Changing Dates of the Leave ................................................................................................................................... 51

ARTICLE L12.00 - PARENTAL LEAVE ...................................................................................... 52

Changing Dates of the Leave ................................................................................................................................... 53 Extended Leaves ...................................................................................................................................................... 53

ARTICLE L13.00 - ADOPTION LEAVE ...................................................................................... 53

Changing Dates of the Leave ................................................................................................................................... 54 Extended Leaves ...................................................................................................................................................... 55

ARTICLE L14.00 - CALLING PROCEDURES FOR SHORT-TERM OCCASIONAL TEACHING ASSIGNMENTS .......................................................................................................................... 55

ARTICLE L15.00 - (NOT APPLICABLE TO OCCASIONAL TEACHERS) - CALLING PROCEDURES FOR LONG-TERM OCCASIONAL TEACHING ASSIGNMENTS...................... 55

ARTICLE L16.00 - SERVICES NOT REQUIRED, LATE CALLS AND EMERGENCY SCHOOL CLOSURE ................................................................................................................................... 56

Occasional Teacher’s Services Not Required ............................................................................................................ 56 Late Calls .................................................................................................................................................................. 56 Emergencies ............................................................................................................................................................. 56 Cancellations ............................................................................................................................................................ 56 Job Integrity ............................................................................................................................................................. 57

ARTICLE L17.00 - (NOT APPLICABLE TO OCCASIONAL TEACHERS) - JOB VACANCIES: ELEMENTARY TEACHING POSITIONS .................................................................................... 57

ARTICLE L18.00 - WORKING CONDITIONS ............................................................................. 58

Timetable ................................................................................................................................................................. 58 Lunch Period ............................................................................................................................................................ 59 Time for Travelling and Travelling Expenses ............................................................................................................ 59

ARTICLE L19.00 - MEDICAL PROCEDURES - PUPILS ............................................................ 59

ARTICLE L20.00 - PROFESSIONAL ACTIVITY DAYS .............................................................. 60

ARTICLE L21.00 - OCCUPATIONAL HEALTH AND SAFETY................................................... 60

ARTICLE L22.00 - HARASSMENT ............................................................................................. 60

ARTICLE L23.00 - LOCAL REPRESENTATION AND INFORMATION ...................................... 61

ARTICLE L24.00 - LEAVE FOR UNION BUSINESS .................................................................. 61

ARTICLE L25.00 - LABOUR MANAGEMENT MEETINGS ......................................................... 61

ARTICLE L26.00 - CORRESPONDENCE ................................................................................... 62

ARTICLE L27.00 - UNION DUES AND ASSESSMENTS ........................................................... 62

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ARTICLE L28.00 - COPIES OF THE COLLECTIVE AGREEMENT ............................................ 62

ARTICLE L29.00 - ACCESS TO BOARD INFORMATION ......................................................... 62

ARTICLE L30.00 - PERSONAL INFORMATION ........................................................................ 63

Records Management and Access to Personnel File ................................................................................................ 63 Disputed Contents of Personnel File ........................................................................................................................ 63 Adverse Material to be Removed ............................................................................................................................ 64

ARTICLE L31.00 - GRIEVANCE AND ARBITRATION PROCEDURE ....................................... 64

General Guideline .................................................................................................................................................... 66 Grievance Definition ................................................................................................................................................ 66

ARTICLE L32.00 - TERMINATION OF EMPLOYMENT ............................................................. 66

ARTICLE L33.00 - CRIMINAL BACKGROUND CHECKS .......................................................... 67

ARTICLE L34.00 - TRANSPORTING STUDENTS...................................................................... 67

ARTICLE L35.00 - REPORT CARDS ......................................................................................... 67

ARTICLE L36.00 - DEFINITIONS ............................................................................................... 67

LETTER OF UNDERSTANDING................................................................................................. 70

OCCASIONAL TEACHER COMPLEMENT................................................................................................................................... 70


DISCIPLINE POLICY ............................................................................................................................................................ 71


NTIP ............................................................................................................................................................................. 72

APPENDIX A............................................................................................................................... 73

ANNUAL AND DAILY SALARY RATES FOR LONG-TERM OCCASIONAL TEACHERS .............................................................................. 73

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Alphabetical List of Key Terms & Article Numbers

TITLE CENTRAL TERM ARTICLE LOCAL TERM ARTICLE

Access to Board Information L29

Act of Nature Letter #8 L9.04

Adoption Leave L13

Amendment During Life of Agreement L3

Benefits for Long-Term Occasional Teachers C6, Letter 6 L8

Bereavement L10.05

Calling Procedures for Short-Term Occasional Assignments L14

Calling Procedures for Long Term Occasional Assignments L15

Cancellations (Services Not Required, Emergencies) L16

Care Days Letter #8 L9.04

Category/Change in Category L7.10

Central Labour Relations Committee C8

Compassionate Leave L10.07

Competition Leave

L10.13

Copies of the Collective Agreement L28

Correspondence L26

Critically Ill Child Care Leave C11

Definitions C2 L36

Diagnostic Assessment C10

Evaluations L5.04

Examination

L10.12

Experience Credit L7.08

Family Medical Leave C11

Graduation

L10.10

Grievance/ Arbitration Process C4 L31

Harassment L22

Jury Duty L10.04

Labour Management Meetings L25

Leave for Union Business L24

Leaves of Absence C11 L10, 11

Length of Term/Notice to Bargain/Renewal C3

Local Representation and Information L23

Long-Term Assignments L5.07

Medical Procedures - Pupils L19

Ministry/School Board Initiatives C9

No Strike or Lockout L4

Occasional Teacher List L6

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Occupational Health and Safety L21

Parental Leave L12

Personal Business Leave L10.11

Personal Information L30

Personal Leave of Absence L10.14

Personnel File L30.03

Posting of Positions Letter #2 L15

Pregnancy Leave C11 L11

Probationary Period L6.07

Professional Activity Days L20

Purpose L1

QECO (Change in Category) L7.10

Quarantine

L10.06

Recognized Teaching Experience L7.08

Report Cards L35

Rights and Responsibilities L5

Salary Letter #8 L7

Scope and Recognition L2

Seniority L36.11

Short Term Leave of Absence with Deduction of Salary L10.14

Sick Leave C7, Letter #1 L9

Structure and organization of Collective Agreement C1

Union Dues and Assessments L27

Vacancies L17

Vested Retirement Gratuity Voluntary Early Payout Option C5

Voluntary Leaves of Absence L10.15, L10.16

Wedding L10.11

Witness (Subpoena) L10.04

Working Conditions L18

WSIB C7, Letter #8

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PART A – CENTRAL ARTICLES (Appendix I to the ETFO Teachers MOS)

C1.00 STRUCTURE AND CONTENT OF COLLECTIVE AGREEMENT

C1.1 Separate Central and Local Terms

a) The collective agreement shall consist of two parts. Part “A” shall comprise those terms which are central terms. Part “B” shall comprise those terms which are central and local terms. For clarity there shall be one single collective agreement for teachers and one single collective

agreement for occasional teachers.

C1.2 Implementation

a) Part “A” may include provisions respecting the implementation of central terms by

the school board and, where applicable, the bargaining agent. Any such provision shall be

binding on the school board and, where applicable, the bargaining agent. Should a provision

in Central Agreement conflict with a provision in the Local Agreement, the provision in the

Central Agreement, Central Term will apply.

C1.3 Parties

a) The parties to the collective agreement are the school board and the employee bargaining

agent.

b) Central collective bargaining shall be conducted by the central employer and employee

bargaining agencies representing the local parties.

C1.4 Single Collective Agreement

a) Central terms and local terms shall together constitute a single collective agreement.

C2.00 DEFINITIONS

C2.1 Unless otherwise specified, the following definitions shall apply only with respect to their usage

in standard central terms. Where the same word is used in Part B of this collective agreement,

the definitions in that part, or any existing local interpretation shall prevail.

C2.2 The “Central Parties” shall be defined as the employer bargaining agency, the Ontario Public

School Board’s Association (OPSBA) and the employee bargaining agent, the Elementary

Teachers’ Federation of Ontario (ETFO).

C2.3 “Teacher” shall be defined as a permanent Teacher and specifically excludes Continuing

Education Teachers, Long Term Occasional Teachers and Daily Occasional Teachers, unless

otherwise specified.

C2.4 “Employee” shall be defined as per the Employment Standards Act.

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C2.5 “Professional Judgement” shall be defined as judgement that is informed by professional

knowledge of curriculum expectations, context, evidence of learning, methods of instruction

and assessment, and the criteria and standards that indicate success in student learning. In

professional practice, judgement involves a purposeful and systematic thinking process that

evolves in terms of accuracy and insight with ongoing reflection and self-correction.

(See also Local Article L36.00 for Definitions)

C3.00 LENGTH OF TERM/NOTICE TO BARGAIN/RENEWAL

C3.1 Single Collective Agreement

a) The central and local terms of this collective agreement shall constitute a single collective

agreement for all purposes.

C3.2 Term of Agreement

a) In accordance with Section 41(1) of the School Boards Collective Bargaining Act, the term

of this collective agreement, including central terms and local terms, shall be for a period of

three (3) years from September 1, 2014 to August 31, 2017, inclusive.

C3.3 Where Term Less Than Agreement Term

a) Where a provision of this collective agreement so provides, the provision shall be in effect

for a term less than the term of the collective agreement.

C3.4 Term of Letters of Understanding

a) All central letters of understanding appended to this agreement, or entered into after the

execution of this agreement shall, unless otherwise stated therein, form part of the

collective agreement, run concurrently with it, and have the same termination date as the

agreement.

C3.5 Amendment of Terms

a) In accordance with Section 42 of the School Boards Collective Bargaining Act, the central

terms of this agreement, excepting term, may be amended at any time during the life of the

agreement upon mutual consent of the central parties and agreement of the Crown.

C3.6 Notice to Bargain

a) Where central bargaining is required under the School Boards Collective Bargaining Act,

notice to bargain centrally shall be in accordance with Sections 31 and 28 of that Act, and

with Section 59 of the Labour Relations Act. For greater clarity:

b) Notice to commence bargaining shall be given by a central party:

i) within 90 (ninety) days of the expiry of the collective agreement; or

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ii) within such greater period agreed upon by the parties; or

iii) within any greater period set by regulation by the Minister of Education

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

C4.00 CENTRAL GRIEVANCE PROCESS

The following process pertains exclusively to grievances on central matters that have been

referred to the central process. In accordance with the School Boards Collective Bargaining

Act central matters may also be grieved locally, in which case local grievance processes will

apply.

C4.1 Definitions

a) A “grievance” shall be defined as any difference relating to the interpretation,

application, administration, or alleged violation or arbitrability of an item concerning any

central term of a collective agreement.

b) The “Central Parties” shall be defined as the Ontario Public School Boards’ Association

(OPSBA) and the Elementary Teachers’ Federation of Ontario (ETFO).

c) The “Local Parties” shall be defined as the Board of the local ETFO bargaining unit

party to a collective agreement.

d) For the purpose of the Central Grievance Process only “days” shall mean

school days.

C4.2 Central Dispute Resolution Committee

a) There shall be established a Central Dispute Resolution Committee (CDRC), which

shall be composed of two (2) representatives from each of the central parties and two

(2) representatives from the Crown.

b) The Committee shall meet within five (5) working days at the request of one of the

central parties.

c) The central parties shall each have the following rights:

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

ii. To engage in settlement discussions.

iii. To mutually settle a grievance in accordance with d)i. below.

iv. To withdraw a grievance.

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

vi. To mutually agree to voluntary mediation.

vii. To refer a grievance to final and binding arbitration at any time.

d) The Crown shall have the following rights:

a. To give or withhold approval to any settlement by OPSBA.

b. To participate in voluntary mediation.

c. To intervene in any matter referred to arbitration.

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e) Only a central party may file a grievance and refer it to the Committee for discussion

and review. No grievance can be referred to arbitration without three (3) days prior

notice to the Committee.

f) It shall be the responsibility of each central party to inform their respective local parties

of the Committee’s disposition of the dispute at each step in the central dispute

resolution process including mediation and arbitration, and to direct them accordingly.

g) Each of the central parties shall be responsible for their own costs for the central

dispute resolution process.

C4.3 The grievance shall specify:

a) Any central provision of the collective agreement alleged to have b een violated.

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

c) A detailed statement of any relevant facts.

d) The remedy requested.

e) A grievance under this provision is not invalidated as a result of a technical

deficiency under C4.3 a), b), c) or d), above.

C4.4 Referral to the Committee

a) Prior to referral to the Committee, the matter shall be brought to the attention of

the other local party.

b) A central party shall refer the grievance to the CDRC by written notice to the

other central party, with a copy to the Crown, but in no case later than forty (40)

days after becoming aware of the dispute.

c) The Committee shall complete its review within ten (10) days of the grievance being

filed.

d) If the grievance is not settled, withdrawn, or referred to the local grievance procedure

by the Committee, the central party who has filed the grievance may, within a further

ten (10) days, refer the grievance to arbitration.

e) All timelines may be extended by mutual consent of the central parties.

C4.5 Mediation

a) The central parties may, on mutual agreement, request the assistance of a

mediator.

b) Where the central parties have agreed to mediation, the remuneration and

expenses of the person selected as mediator shall be shared equally between the

central parties.

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

C4.6 Arbitration

a) Arbitration shall be by a single arbitrator.

b) The central parties shall select a mutually agreed upon arbitrator.

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c) Where the central parties are unable to agree upon an arbitrator within thirty (30)

days of referral to arbitration, either central party may request that the Minister of

Labour appoint an arbitrator.

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

e) The remuneration and expenses of the arbitrator shall be shared equally between the

central parties.

(See also Local Article L31.00 for Grievance/Mediation/Arbitration)

C5.00 (NOT APPLICABLE TO OCCASIONAL TEACHERS) - VESTED RETIREMENT GRATUITY

VOLUNTARY EARLY PAYOUT OPTION -

a. A Teacher eligible for a Sick Leave Credit retirement gratuity as per Appendix A shall have the

option of receiving a payout of his/her gratuity on August 31, 2016, or on the teacher’s

normal retirement date.

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

2016.

Pursuant to b) above, the following will apply:

c. The earlier payout shall be equivalent to the present discounted value of the payout as per

Appendix A. The present value shall be based on a discount rate of 7.87% and on the

average retirement age of fifty-eight (58) less the teacher’s age as at June 30, 2016.

d. If a teacher is 58 years of age or older as at June 30, 2016, the retirement gratuity payout will

be discounted by two percent (2%) if they chose the early gratuity payout.

C6.00 BENEFITS

Parties have agreed to participate in the Provincial Benefit Trust, set out in the appended Letter of

Agreement #6. The date on which the benefit plan commences participation in the Trust shall be

referred to herein as the “Participation Date”.

The Boards will continue to provide benefits in accordance with the existing benefit plans and

terms of collective agreements in effect as of August 31, 2014 until the Employees’ Participation

Date in the Trust.

Post Participate Date, the following shall apply:

C6.1 Funding

a) The funding per full-time equivalent will be calculated as per the appended Letter of

Agreement.

C6.2 Cost Sharing

a) With respect to the funding in C6.1a), should there be an amount of employee

co-pay, the Trust shall advise boards what that amount shall be. Unless advised

otherwise, there will be no deductions upon the Participation Date.

b) Any further cost sharing or funding arrangements as per previous local collective

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agreements in effect as of August 31, 2014 remain status quo.

C6.3 Payment in Lieu of Benefits

a) All employees not transferred to the Trust who received pay in lieu of benefits under a

collective agreement in effect as of August 31, 2014 shall continue to receive the same

benefit.

C6.4 (NOT APPLICABLE TO OCCASIONAL TEACHERS – Long-Term Disability (Employee-Paid

Plans)

a) All permanent Teachers, including Teachers who are on an approved leave of

absence, are eligible and shall participate in the long term disability plan (LTD Plan)

as a condition of employment, subject to the terms of the LTD plan.

b) The Board shall cooperate in the administration of the LTD Plan. It is understood that

administration means that the Board will co-operate with the enrolment and deduction

of premiums and provide available necessary data to the insurer, upon request. The

Board will remit premiums collected to the carrier on behalf of the Teachers.

c) Where the plan administrator implements changes in the terms and conditions of the

LTD Plan or the selection of an insurance carrier, the Board shall, for administrative

purposes, be advised of changes at least thirty (30) days prior to the date the changes

are to be implemented.

C6.5 Any other benefits not described above remain in effect in accordance with terms of

collective agreements as of August 31, 2014.

(See also Local Article L8.00 for Benefits, See also Central Letter of Agreement # 6 for Benefits)

C7.00 (NOT (ALL) APPLICABLE TO OCCASIONAL TEACHERS) - SICK LEAVE/SHORT TERM LEAVE

AND DISABILTY PLAN

a) Sick Leave Benefit Plan

The Sick Leave Benefit Plan will provide sick leave days and short term disability days for

reasons of personal illness, personal injury, including personal medical appointments and

personal dental appointments.

b. Sick Leave Days

Subject to paragraphs d) i-vi below, permanent full-time Teachers will be allocated eleven (11)

sick days at one hundred percent (100%) salary in each school year. Teachers who

are less than full-time shall have their sick leave allocation pro-rated.

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c) Short-Term Leave and Disability Plan (STLDP)

Subject to paragraphs d)i-vi below, permanent full-time Teachers will be allocated one

hundred

and twenty (120) short-term disability days in September of each school year. Teachers who

are

less than full-time shall have their STLDP allocation pro-rated. Teachers eligible to access

STLDP shall receive payment equivalent to ninety percent (90%) of regular salary.

d) Eligibility and Allocation

The allocations outlined in paragraphs b) and c) above, will be provided on the first day of each

school year, subject to the restrictions outlined in d)i-vi below.

i) A Teacher is eligible for the full allocation of sick leave and STLDP regardless of start

date of employment or date of return to work from any leave other than sick leave, WSIB

or LTD.

ii) All allocations of sick leave and STLDP shall be pro-rated based on FTE at the start of

the school year. Any changes in FTE during a school year shall result in an adjustment to

allocations

iii) Where a Teacher is accessing sick leave, STLDP, WSIB or LTD in a school year and the

absence due to the same illness or injury continues into the following school year, the

Teacher will continue to access any unused sick leave days or STLDP days from the

previous school year’s allocation.

iv.) Where a Teacher is accessing STLDP, WSIB or LTD in the current school year as a result

of an absence due to the same illness or injury that continued from the previous school

year and has returned to work at less than his/her FTE, the Teacher will continue to

access any unused sick leave days or STLDP days from the previous school year’s

allocation.

v) A partial sick leave day or short-term disability day will be deducted for an absence of a

partial day.

vi) Where a permanent Teacher is not receiving benefits from another source and is

working less than his/her full FTE in the course of a graduated return to work as the

Teacher recovers from an illness or injury, the Teacher may use any unused

sick/short-term disability allocation remaining, if any, for the Teacher’s FTE that the

Teacher is unable to work due to illness or injury.

e) Short-Term Leave and Disability Top-Up

i) Teachers accessing STLDP will have access to any unused Sick Leave Days from their last

year worked for the purpose of topping up salary to one hundred percent (100%) under the

STLDP.

ii) This top-up is calculated as follows: Eleven (11) days less the number of sick leave days

used in the most recent year worked.

iii) Each top-up from ninety percent (90%) to one hundred percent (100%) requires

the corresponding fraction of a day available for top-up.

iv) In addition to the top-up bank, top-up for compassionate reasons may be

considered at the discretion of the board on a case by case basis. The top-up will

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not exceed two (2) days and is dependent on having two (2) unused Short Term

Paid Leave Days in the current year. These days can be used to top-up salary

under the STLDP.

v) When Teachers use any part of an STLDP day they may access their top up bank to top

up their salary to one hundred percent (100%).

f) Sick leave and STLDP Eligibility and Allocation for Teachers in a Long Term Occasional

Assignment Nothwithstanding the parameters outlined above, the following shall apply to

Teachers in a Long Term Occasional Assignment:

i) Teachers in a Long Term Occasional Assignment of a full school year will be allocated

eleven (11) days of sick leave at 100% of regular salary, and one hundred and twenty (120)

short-term disability days at the start of the assignment. Teachers who are less than

full-time shall have their STLDP allocation pro-rated. Teachers eligible to access STLDP

shall receive payment equivalent to ninety percent (90%) of regular salary.

ii) Teachers in a Long Term Occasional Assignment of less than a full year, and/or less

than full-time, shall have their allocation of sick leave and STLDP prorated on the

basis of the number of work days in their Long Term Occasional assignment

compared to one hundred and ninety-four (194) days in accordance with the

allocation in (i) above.

iii) Where the length of the Long Term Occasional assignment is not known in advance,

a projected length must be determined at the start of the assignment in order for the

appropriate allocation of sick leave/STLDP to occur. If a change is made to the

length of the assignment or the FTE, an adjustment will be made to the allocation

and applied retroactively.

iv) A Long Term Occasional Teacher who works more than one LTO assignment

in the same school year may carry forward Sick leave and STLDP from one LTO

assignment to the next, provided the assignments occur in the same school year.

g) Administration

i) The Board may require medical confirmation of illness or injury to substantiate

access to sick leave or STLDP. Medical confirmation may be required to be provided by

the Teacher to access sick leave or STLDP.

ii) The Board may require information to assess whether an employee is able to return to work

and perform the essential duties of his/her position. Where this is

required, such information shall include his/her limitations, restrictions and

disability related needs to assess workplace accommodation as necessary

(omitting a diagnosis).

iii) A board decision to deny access to benefits under sick leave or STLDP will be

made on a case-by-case basis and not based solely on a denial of LTD.

iv) The employer shall be responsible for any costs related to independent third

party medical assessments required by the employer.

[NOTE: OPSBA has contested parts of Article C7.00 as it relates to allocation of sick leave. The

provision as stated above will remain in force and in effect until the outcome of the arbitration ruling.]

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(See also Central Letter of Agreement #1, See also Local Article L9.00 for Sick Leave)

C8.00 CENTRAL LABOUR RELATIONS COMMITTEE

C8.1 OPSBA, the Crown and ETFO agree to establish a joint Central Labour Relations Committee to

promote and facilitate communication between rounds of bargaining on issues of joint interest.

C8.2 The parties to the Committee shall meet within sixty (60) days of the completion of the

current round of negotiations to agree on Terms of Reference for the Committee.

C8.3 The Committee shall meet as agreed but a minimum of three (3) times in each school

year.

C8.4 The parties to the Committee agree that any discussion at the Committee will be on a

without prejudice and without precedent basis, unless agreed otherwise.

C9.00 MINISTRY/SCHOOL BOARD INITIATIVES

ETFO will be an active participant in the consultation process to develop a Ministry of Education

PPM regarding Ministry/School Board Initiatives.

C10.00 DIAGNOSTIC ASSESSMENT

a) For the purposes of C10.00, the term “Teachers” shall include Occasional Teachers.

b) Teachers shall use their professional judgement as defined in C2.5 above. The parties agree that a teacher’s professional judgement is the cornerstone of assessment and evaluation.

c) Teachers’ professional judgement is further informed by using diagnostic assessment 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 judgements on student learning during the learning cycle.

i. Boards shall provide a list of pre-approved assessment tools consistent with their Board improvement plan for student achievement and the Ministry PPM.

ii. 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.

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d) The results of diagnostic assessments shall not be used in any way in evaluating teachers. No teacher shall suffer discipline or discharge as a consequence of any diagnostic assessment results.

C11.00 STATUTORY LEAVES OF ABSENCE/SEB

C11.1 Family Medical Leave or Critically Ill Child Care Leave

a) Family Medical Leave or Critically Ill Child Care leaves granted to a permanent teacher or long-term occasional teacher under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended.

b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act.

c) 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.

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

e) 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 payment for the teacher’s share of the benefit premiums, where applicable.

f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), 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 disability plan.

Family Medical Leave or Critically Ill Child Care Leave Supplemental Employment Benefits (SEB)

g) The Employer shall provide for permanent teachers and long-term occasional teachers who access such Leaves, a SEB plan to top up their E.I. Benefits. The 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.

h) L ong Term Occasional Teachers are eligible for the SEB plan with the length of the benefit limited by the term of the assignment.

i) SEB payments are available only to supplement E.I. benefits during the absence period as specified in this plan.

j) 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.

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C11.2 Pregnancy Leave

a) The Employer shall provide for permanent and long-term occasional teachers a SEB plan to top up their E.I. Benefits. The teacher who is eligible for such leave shall receive 100% of salary for not less than (8) weeks of pregnancy leave less any amount received under the Employment Standards Act during such period. There shall be no deduction from sick leave or the Short Term Leave Disability Program (STLDP).

b) Teachers not eligible for employment insurance benefits or the SEB plan 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 STLDP.

c) Teachers filling a long-term assignment shall be entitled to the benefits outlined in a)

above, with the length of the SEB benefit limited by the term of the assignment. d) Teachers on daily casual assignments are not entitled to pregnancy leave

benefits unless they were previously entitled under the provisions of the2008-12 collective agreement or the last collective agreement concluded between the parties.

e) The teacher must provide the Board with proof that 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.

f) Eligible teachers shall receive the pregnancy leave benefits herein for the entire eight (8) week

period throughout the course of the entire calendar year regardless of whether the teacher would

otherwise be required to work during the eight (8) week period (i.e. during summer, March and

Christmas breaks etc.). Payment shall be made to the teacher in accordance with the Board’s

payroll procedure.

g) Teachers who require a longer than eight (8) week recuperation period shall have access to

sick leave and the STDLP.

h) If a teacher begins pregnancy leave while on an approved leave from the employer, the

above pregnancy leave benefits provisions apply.

(See also Local Article L11.00 for Pregnancy Leave )

C12.00 CLASS SIZE/STAFFING LEVELS

The board will make every effort to limit FDK/Grade 1 split grades where feasible.

(NOT APPLICABLE TO OCCASIONAL TEACHERS ) APPENDIX A – RETIREMENT GRATUITIES

A. Sick Leave Credit-Based Retirement Gratuities

1) A Teacher is not eligible to receive a sick leave credit gratuity after August 31, 2012, except a

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

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

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

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

3) If a sick leave credit gratuity is payable upon the death of a Teacher, the gratuity shall be paid out in accordance with subsection (2).

4) For greater clarity, all eligibility requirements must have been met as of August 31, 2012 to be eligible for the aforementioned payment upon retirement, and the Employer

and Union agree that any and all wind-up payments to which Teachers without the necessary years of service were entitled to under Ontario Regulation

01/13: Sick Leave Credits and Sick Leave Credit Gratuities, have been paid.

5) For the purposes of the following boards, despite anything in the board’s system of sick leave credit gratuities, it is a condition of eligibility to receive a sick leave credit gratuity that the Teacher have ten (10) years of service with the board:

i. Near North District School Board ii. Avon Maitland District School Board iii. Hamilton-Wentworth District School Board iv. Limestone District School Board

B. Other Retirement Gratuities

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

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LETTER OF AGREEMENT #1

BETWEEN

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

AND

The Elementary Teachers’ Federation of Ontario (hereinafter called the ‘ETFO’)

Re: Sick Leave

The parties agree that any current collective agreement provisions and/or Board policies/practices/procedures related to Sick Leave that do not conflict with the clauses in the Sick Leave article in the Central Agreement shall remain as per August 31, 2014.

Such issues include but are not limited to: 1. Requirements for the provision of an initial medical document.

2. Responsibility for payment for medical documents.

The parties agree that attendance support programs are not included in the terms of this Letter of Agreement.

This Letter of Agreement will form part of the Central Terms between the parties and will be adopted by the parties effective upon ratification.

(See also Central Article C7.00 for Sick Leave, See also Local Article L9.00 for Sick Leave)

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BETWEEN


AND

The Elementary Teachers’ Federation Ontario

(hereinafter called ‘ETFO’)

AND

The Crown

RE: Regulation 274 - Hiring Practices

The parties agree that it is critical that the process to gain long-term occasional assignments and permanent positions be fair and transparent.

1. The parties and the Crown agree that hiring for long term occasional and permanent positions shall be as set out in Regulation 274 under the Ontario Education Act. Regulation 274 remains in force.

2. The parties agree to meet to further discuss Hiring Practices (Regulation 274) within thirty (30) days

of the ratification of this agreement, with a facilitator jointly selected by the parties. Such facilitated discussion to conclude by December 31, 2015.

a. The Committee shall address the following issues, including but not limited to:

i. the size of the LTO list

ii. the number of interview cycles

iii. the interview process

3. The parties agree to the following provisions for the term of this collective agreement:

a. Following the interview to the LTO List, unsuccessful candidates who make the request shall be debriefed within thirty (30) days of the interview and recommendations shall be made to help enhance professional growth that may lead to successful placement on the LTO List in the future.

b. The local parties may, if they choose, negotiate a capped roster.

c. A relocating permanent Teacher who has been employed by a public school board in Ontario may apply to another Board to be placed on the LTO List and shall be granted

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an interview.

d. Where an occasional teaching assignment extends beyond the number of LTO threshold days identified in the local collective agreement, the Board may continue the occasional teacher in the assignment if the teacher is qualified and is on the LTO list, unless the local parties have mutually agreed otherwise.

e. Information Disclosure to the Occasional Teacher Local Unit

The Board shall provide the following information to the Union, upon request, as it relates to the Long Term Occasional Teacher List, Long Term Occasional Teacher assignments, and permanent teaching positions:

i. the job posting at the time the posting is circulated in the system;

ii. the job number/position title and the list of any applicants for the posting within three (3) weekdays following the closing of the posting;

iii. names of successful applicants.

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BETWEEN


AND

The Elementary Teachers’ Federation of Ontario


RE: Occasional Teacher Ability to Lock the Classroom Door

School boards will achieve the compliance level regarding Occasional Teacher ability to lock and unlock the classroom door as set out in the Provincial Model for a Local Police/School Board Protocol (2015) by December 31, 2015.

ETFO may raise the failure to comply with the Central Labour Relations Committee.

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BETWEEN


AND

The Elementary Teachers’ Federation Ontario (hereinafter called ‘ETFO’)

(NOT APPLICABLE TO OCCASIONAL TEACHERS) –

Re: Employment Insurance (E.I.) Rebate

The parties agree that where the E.I. rebate is used to fund extended health care benefits, it is connected to the central issue of benefits, and is therefore status quo for this round of bargaining.

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BETWEEN


AND

The Elementary Teachers’ Federation Ontario


AND

The Crown

RE: Special Education Committee

The parties agree to establish a committee comprised of representatives from ETFO, the Ministry of Education and school board leadership in the area of special education. Additional representatives may be invited as resources to the committee as needed. The committee will discuss current issues as identified by the parties related to supporting students with special education needs.

The committee shall meet regularly commencing no later than November 30, 2015 and recommendations will be made to the Minister of Education by April 30, 2016. Terms of reference will be jointly developed to inform the scope of discussions and recommendations.

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BETWEEN

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

AND

The Elementary Teachers’ Federation of Ontario (hereinafter called the ‘ETFO’)

AND

The Crown

RE: Benefits

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 contemplated by this Letter of Agreement, all references to life, health and dental benefits in the applicable local collective agreement shall be removed from that local agreement.

The employee representatives, the employer representatives, and the Crown, shall establish an ETFO Employee Life and Health Trust (ELHT), (hereinafter, the “Trust”), to provide benefits to teachers and other education workers in the Province of Ontario in accordance with section 144.1 of the Income Tax Act (Canada) (“ITA”). School board benefit plans, herein referred to as the ‘benefit plans’ can only be moved into the Trust, such that 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, and that benefit plans will participate in this Trust no later than August 31, 2017. The date on which a benefit plan commences participation in the Trust shall be referred to herein as the “Participation Date”. The Trustees, as defined in 2.1.0, shall cooperate with other Trusts and school boards (hereinafter, the “Board”) 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 both within and beyond the term of the current collective agreement. This letter of understanding 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 and will remain in effect until August 31, 2020.

1.0.0 PRINCIPLES

1.1.0 The Trust will be governed by trustees appointed by the ETFO and trustees appointed by OPSBA and the Crown acting together;

1.2.0 The Trust will be responsible for the delivery of benefits on a sustainable, efficient

and cost effective basis;

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

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French; and

1.4.0 Other employee groups in the education sector may join the Trust in accordance with s.

3.1.1 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 2.1.0, will develop an affordable and sustainable benefits plan that is based on the funding available to the employee groups.

2.0.0 GOVERNANCE

2.1.0 Board of Trustees

2.1.1 The Board of Trustees will be comprised of 9 voting members that include 5 employee representatives and 4 employer representatives. The Board of Trustees will include among its members two independent experts, one representing the employer representatives and one representing the employee representatives. The employee representatives will be responsible for the appointment and termination of the employee Trustees, and the employer representatives will be responsible for the appointment and termination of the employer Trustees. The independent experts shall be consulted during the development of the initial plan but shall have no vote on that plan.

2.1.2 The appointed independent experts will:

a) Come from outside of the following organizations: the Trust, the shared services

office supporting the Trusts, the federations, the school boards and the Government;

b) Have no conflict of interest in their role as trustee on the Benefit Plan Trust; and

c) Be accredited from one of the following fields: actuarial science, law or,

Certified Employee Benefit Specialist (CEBS) or accounting, and have demonstrated experience with employee benefit plans.

2.1.3 All voting requires a simple majority to carry.

2.1.4 Each Trustee will have an initial term of three years. Terms may be renewed twice,

subject to a maximum tenure of nine years. A succession plan will be

designed for the Trustees so that the terms of no more than three Trustees expire in any twelve month period.

3.0.0 ELIGIBILITY and COVERAGE

3.1.0 The following ETFO represented employees are eligible to receive benefits through

this Trust:

3.1.1 The Trust will maintain eligibility for ETFO represented employees who are covered by the Local Collective Agreement (“ETFO represented employees”) and currently eligible for benefits in collective agreements. The Trust will also be permitted to provide coverage to other 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 or school authority. 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 an affordable plan based on the level of funding that the group brings to the Trust.

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3.1.2 Retirees who were, and still are, members of a Board benefit plan at

August 31, 2013 based on the prior arrangements with the Board.

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

3.1.4 No individuals who retire after the Board participation date are eligible.

3.2.0 Any new group that requests inclusion into the Trust, will be provided a generic branding for their respective benefits plan.

3.3.0 The benefit plan may provide coverage for health, life and dental benefits including

accidental death and dismemberment (AD&D), medical second opinion, and navigational support, 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.

3.4.0 Each Board shall provide to the Trustees of the ETFO 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.

4.0.0 FUNDING

4.1.0 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 4.1.2 and 4.1.3 to the Trustees of the ETFO ELHT by the last day of each month from and after the Board’s Participation Date.

4.1.2 Upon the Board’s participation date:

i) The Board shall provide to the Trust an amount of $5,100 per FTE.

This funding excludes daily occasional teachers associated with 4.1.4 i) and retiree costs associated with 3.1.2 and 3.1.3.

ii) 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.

iii) For purposes of ii), the FTE positions will be those consistent with

Appendix H of the Education Finance Information System (EFIS).

iv) Calculations in ii) will be subject to specified audit procedures that will be completed by the Board’s external auditors by May 15, 2016.

v) A cost per FTE reconciliation process will be completed for the year ended

August 31, 2020. Based on this reconciliation process, the funding to the Trust for subsequent years shall be established based on the cost of the benefit plan in the 2019-20 school year up to a maximum of $5,100 per FTE, subject to collective bargaining starting in 2020.

4.1.3 On the participation date, the Board shall provide to the Trust an amount of

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$5,100 per FTE. In 2015-16, for Federation owned plans, if in aggregate, the following three triggers are met:

i) there is an in-year deficit,

ii) that the deficit described in (i) is not related to plan design

changes made in the previous three (3) years,

iii) that the aggregate reserves and surpluses are less than 8.3% of total annual/costs premiums,

then the in-year deficit in i) would be paid by the Board associated with the deficit.

4.1.4 Funding previously paid under 4.1.2 and 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 ongoing obligation of the affected Boards. The affected Boards will find a similar plan for occasional teachers that is cost neutral to the Boards, recognizing inflationary cost as follows: plus 4% for 2015-16 and 4% for 2016-17.

ii. All Long-Term Occasional employees will be eligible for benefits under the Trust. 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 The Trust shall determine employee co-pay, if any.

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.).

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 Should the Trust maintain an employee co-pay, the Board shall deduct premiums as and when required by the Trustees of the ETFO 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 ETFO ELHT with supporting documentation as required by the Trustees.

4.1.9 Funding for retirees shall be provided based on the costs/premiums in 2014-15 associated

with those retirees described in 3.1.2 and 3.1.3. 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.

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4.2.0 Start-up Costs

4.2.1 The Government of Ontario will provide: a) A one-time contribution to the Trust equal to 15% of annual benefit costs, as

defined in 4.2.2 below, to establish a Claims Fluctuation Reserve (“CFR”). The amount shall be paid to the Trust on or before September 1, 2016.

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

4.2.2 The one-time contributions in 4.2.1 (i) and (ii) will be based on the actual cost per year for benefits (i.e. claims, premiums, administration, tax, risk or profit charges, pool charges, etc.) as reported on the insurance carrier’s most recent yearly statement for the year ending no later than August 31, 2015. The statements are to be provided to the Ministry of Education.

4.2.3 The Crown shall pay to ETFO $4.0 million of the startup costs referred to in s. 4.2.1 (ii) on the date of ratification of the central agreement and shall pay to ETFO a further $3.0 million subject to the maxium amount referred to in s. 4.2.1 (ii) by June 1, 2016. The balance of the payments, if required under s. 4.2.1 (ii), shall be paid by the Crown to ETFO on or before September 1, 2016.

4.2.4 On the day the District School Boards, the Provincial Schools Authority, school

authorities, and Hospital Boards hereinafter referred to as the “Board(s)” commence 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 in an 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 Boards’ surplus will be retained by the Boards.

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

4.2.6 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.

4.2.7 Upon release of each Board’s IBNR and CFR by the carriers, the reserves will be

retained by the applicable Boards. For the Administrative Services Only plans (ASO), a surplus (including any deposits on hand) that is equal to or less than 15% of the Boards’ annual benefit cost will be deemed to be a CFR and IBNR and will be retained by the applicable Boards upon its release by the carriers. Where a surplus (including deposits on hand) exceeds 15% of the annual benefit cost, the remaining amount will be apportioned to the Boards and the Trust based on the employers’ and employees’ premium share.

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

a) If available, the paid premiums or contributions or claims costs of each group; or

b) Failing the availability of the aforementioned financial information by each group, then the ratio using the number of Full Time Equivalent positions (FTE) covered by each group in the most recent policy year will be used.

The methodology listed above will be applicable for each group leaving an existing

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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.

4.2.9 Boards with deficits will recover the amount from their CFR and IBNR. Any portion of

the deficit remaining in excess of the CFR and IBNR will be the responsibility of the board.

4.2.10 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.

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

5.0.0 SUSTAINABILITY, EFFICIENCY AND ACCOUNTABILITY

5.1.0 Shared Services

5.1.1 ETFO agrees to adopt a shared services model that will allow other Trusts to join the shared services model. The shared services office of the Trust is responsible for the services to support the administration of benefits for the members, and to assist in the delivery of benefits on a sustainable, efficient and cost effective basis.

5.1.2 Shared administrative services will be provided by the OTIP for a period of three years from

the commencement of the first participation date and will be competitively procured within 4 years from the employee representative group’s last participation date but shall be no later than August 31, 2021.

5.1.3 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.

5.2.0 Board of Trustees’ Responsibilities

5.2.1 The Board of Trustees will be responsible for the operational and financial sustainability of the Trust, including:

a) Validation of the sustainability of the respective Plan Design; b) Establishing member contribution or premium requirements, and member

deductibles; c) Identifying efficiencies that can be achieved; d) Adopting an Investment Policy; and e) Adopting a Funding Policy.

5.2.2 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 future claims in conjunction with the fixed funding and term contained in the

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

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5.2.3 Under the Funding Policy, actual and projected funding deficiencies 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; b) Increased member share premium; c) Change plan design; d) Cost containment tools; e) Reduced plan eligibility; and f) Cessation of benefits, other than life insurance benefits.

5.2.4 The Trustees shall adopt policies for the appointment, review, evaluation and, if

necessary, termination, of their service providers.

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

5.3.0 Accountability

5.3.1 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 the adequacy of contributions to cover projected benefit and related costs for the Trust for a period of not less than 3 years into the future.

5.3.2 If the actuarial report projects the CFR balance to be less than 8.3% of plan expenses over

a projected three year period, then a plan design change must be made to address the projected shortfall in the CFR. If the motion to adjust the plan design does not pass, the Trust will increase member share premiums to restore the balance above 8.3%.

5.3.3 Copies of the audited financial statements and actuarial evaluation report requested in

section 5.3.1, will be shared with the federation, OPSBA and the Ministry of Education.

6.0.0 TRANSITION COMMITTEE

6.1.0 A transition committee comprised of the employee representatives and the employer

representatives, including the Crown, will be established to address all matters that may arise in the creation of the Trust.

7.0.0 PAYMENTS

7.1.0 The Crown will make a recommendation to the Lieutenant Governor in Council to amend the Grants for Student Needs funding regulation indicating that funding the amount provided for the benefits of the Trust must be provided to the Trust in accordance with the Letter of Agreement.

8.0.0 ENROLMENT

8.1.0 For new hires, each Board shall distribute benefit communication material as provided

by the Association to all new teachers/members within a reasonable amount of time from their acceptance of employment.

8.2.0 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.

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8.3.0 Where an HRIS file cannot be provided, the Board shall provide the required employment

and member information to the Trust Plan Administrator in advance of the member 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.

8.4.0 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.

8.5.0 Each Board shall provide updated work status in the HRIS file a minimum of 2 weeks in advance of the leave.

9.0.0 ERRORS and OMISSIONS

9.1.0 Board errors and retroactive adjustments shall be the responsibility of the Board.

9.2.0 If an error is identified by a Board, notification must be made to the Trust Plan Administrator within seven (7) days of identification of the error.

9.3.0 Upon request by the Trust Plan Administrator, a Board shall promptly 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.

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

10.0.0 CLAIMS SUPPORT

10.1.0 Each 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.

10.2.0 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.

11.0.0 PRIVACY

11.1.0 In accordance with applicable privacy legislation, the Trust Plan Administrator shall limit the collection, use and disclosure of personal information to information that is necessary for 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).

(See also Central Article C6.00 for Benefits, See also Local Article L8.00 for Benefits)

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APPENDIX A – HRIS FILE

Each Board shall provide to the Trustees of the ETFO ELHT directly, or provide authorization through its Insurance Carrier of Record to gather and provide to the Trustees, 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 ETFO 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 Trust

g) list of all individuals currently covered for life benefits under the waiver premium provision

h) member life benefit coverage information

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BETWEEN


AND



RE: Status Quo Central Items

Status quo central items

The parties agree that the following central issues have been addressed at the central table and that the provisions shall remain status quo. For further clarity, if language exists, the following items are to be retained as written in 2008-12 local collective agreements, subject to modifications made during local bargaining in 2013. As such the following issues shall not be subject to local bargaining or mid-term amendment between local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act.

Issues:

1. Student Supervision 2. Central Issues as they affect Occasional Teacher Workload 3. Days to Long Term Occasional 4. Formula for Daily Rate 5. Other Direct Compensation 6. Class Size for All Grades 7. Staffing Levels 8. Teaching Principals and Vice-Principals 9. Return to the Teacher Bargaining Unit

10. Job Security 11. Preparation Time 12. Scheduling of Professional/Learning/Development, mandatory training 13. Staff Meetings

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BETWEEN

The Ontario Public School Boards’ Association

(hereinafter called ‘OPSBA’)

AND



RE: Status Quo Central Items Requiring Amendment and Incorporation

The following four central issues have not been modified during this round of collective bargaining and remain status quo. These provisions must be incorporated by local parties to align the terms of the 2012-14 MOU provisions with previously existing local terms. Below please find specific direction for local parties to ensure that the entirety of the provision is contained in the collective agreement, eliminating the need to refer to previous source documents.

1. Short Term Paid Leaves

2014-17 collective agreement terms shall incorporate the short term paid leave of absence provisions in the 2008-12 Collective Agreement and including modifications made during local bargaining in 2013, that utilized deduction from sick leave, for reasons other than personal illness. Such leaves shall be granted without loss of salary or deduction from sick leave, to a maximum of five (5) days per school year. Provisions should reflect any local limits to these leaves that were in place. The days shall not be used for the purpose of sick leave nor shall they be accumulated from year-to-year.

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

2. Workplace Safety Insurance Benefits (WSIB) Top Up Benefits

If Teachers/Occasional Teachers were entitled to receive WSIB top-up on August 31, 2012 deducted from sick leave, the parties must incorporate those same provisions without deduction from sick leave. The top-up amount to a maximum of four (4) years and six (6) months shall be included in the 2014-17 collective agreement.

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

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3. Pregnancy Leave Benefits

Where superior provisions exist, as a result of the meshing of the 2012 MOU with any superior provisions that existed in the 2008-2012 collective agreements, they must be incorporated into the common central provisions in Article 11.2 of Part A of this agreement and the resulting article placed in Part B of this agreement.

4. Salary, Wages and Direct Compensation

Provisions related to salary, wages and direct compensation remain status quo to those in effect on September 1, 2014 except as amended by the Memorandum of Settlement between the parties dated November 2, 2015.

The four issues identified above shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014.

(See also Local Article L9.04 for Care Days/Act of Nature Days, See also Central Article C7.00 for Sick Leave, See also Local Article L9.00 for Sick Leave, See also Local Article L11.00 for Pregnancy Leave, See also Local Article L7.00 for Salary and Allowances. See also Local Appendix A for Salary Grids)

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PART B – LOCAL ARTICLES IN THE MATTER of an Agreement arising from collective bargaining under the Labour Relations Act, 1995 for the term September 1, 2014 to August 31, 2017

- BETWEEN -

ELEMENTARY TEACHERS’ FEDERATION OF ONTARIO (THAMES VALLEY OCCASIONAL TEACHERS’ LOCAL)

- AND -

THAMES VALLEY DISTRICT SCHOOL BOARD (TVDSB)

ARTICLE L1.00 - PURPOSE

L1.01 It is the intent of the Parties to set forth in the Agreement the entitlement of those Occasional

Teachers covered by the Agreement to certain terms and conditions of employment all of which constitute the entire negotiated Agreement between the Parties.

L1.02 It is the desire of the Parties to maintain a harmonious relationship between the Board and each

Occasional Teacher covered under the Agreement.

ARTICLE L2.00 - SCOPE AND RECOGNITION

L2.01 The employer being the Thames Valley District School Board (hereinafter referred to as “the

Board”) recognizes the Elementary Teachers’ Federation of Ontario (E.T.F.O.) (hereinafter referred to as “the Union”) as the bargaining agent for all Occasional Teachers employed by the Board in its elementary panel.

L2.02 The Board recognizes the Union as the sole and exclusive agent authorized to negotiate and where

specifically provided for in the Agreement to participate in the administration of the Agreement on behalf of all Occasional Teachers covered by the Agreement.

L2.03 The Board recognizes the right of the Union to represent a member at the member’s request at any

meeting with the member. The Board or school/work site Administrator shall notify the member of his or her right to Union representation.

The Union shall be present at any meeting that may result in discipline. L2.04 The Union will inform the Board from time to time of who is authorized to act on behalf of the Union. L2.05 The Union recognizes the Negotiating Team of the Board as officially authorized to negotiate on the

Board’s behalf. L2.06 The Union recognizes the right of the Board to authorize any advisor, agent, counsel, solicitor or

duly authorized representative to assist, advise or represent them in all matters pertaining to the negotiation and administration of the Agreement.

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ARTICLE L3.00 – AMENDMENT DURING LIFE OF AGREEMENT

L3.01 Any amendment(s) to the provisions of the Agreement during the term of the Agreement shall be by

mutual consent of the Parties. The amendment(s) shall be in writing and shall be binding on both Parties effective the date specified within the amendment.

ARTICLE L4.00 - NO STRIKE OR LOCKOUT

L4.01 The Board agrees that there shall be no lock-out of Occasional Teachers and the Union agrees that

there shall be no strike by Occasional Teachers during the life of the Agreement. Lock-out and strike shall be as defined in the Labour Relations Act and the Education Act, as applicable.

L4.02 In the event of a strike by other employees of the Board or a lock-out of other employees by the

Board, the Occasional Teachers shall continue to perform their assigned professional duties to the best of their ability.

ARTICLE L5.00 - RIGHTS AND RESPONSIBILITIES

L5.01 Management Rights

The Parties recognize the right and obligation of the Board to exercise its management rights and functions including the right and obligation of the Board to manage the affairs of the Board in all respects and to carry out such responsibilities of the Board which are not specifically abridged or amended or limited by the terms of the Agreement and are in compliance with the prevailing statutes and regulations.

L5.02 No Penalty For Lawful Union Activity

The Board agrees not to penalize or discriminate against any Occasional Teacher for participating in the lawful activities of the Union, including exercising any rights under the Agreement or the prevailing statutes of Ontario.

L5.03 No Discrimination

The Board and the Occasional Teachers agree that there shall be equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or handicaps as those terms are defined in the Ontario Human Rights Code.

L5.04 Evaluations

Only Supervisory Officers, Elementary Principals and Vice-Principals shall evaluate an Occasional Teacher’s competence. No member of the Union shall be required or requested to evaluate an Occasional Teacher’s competence unless that member is serving in the capacity of an Acting Principal or Acting Vice-Principal. Should a member of the Union serving as an Acting Principal or Acting Vice-Principal encounter an Occasional Teacher in difficulty, the person in the acting capacity will so advise the immediate supervisor who will assume the evaluation responsibilities in regards to the Occasional Teacher in difficulty.

L5.05 (a) An Occasional Teacher may request an evaluation by the applicable School Administrator (Principal or Vice-Principal or Acting Vice-Principal) if they have

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taught ten (10) or more days at the site. Such evaluation shall be conducted in accordance with the Board’s normal evaluation policy.

(b) An Occasional Teacher will receive a copy of any written documentation about his/her

performance and will have the opportunity to sign as having read it and is entitled to make comments if he/she desires. Such documentation and comments will be retained as part of the Occasional Teacher’s file.

(c) Occasional Teachers may be evaluated under the Ministry and Board Occasional Teacher

Evaluation process. No Occasional Teacher shall be evaluated under the Ministry and

Board Teacher Performance Appraisal system.

(d) A Principal shall not commence an Occasional Teacher Evaluation process after May 31st

of a school year, unless requested by the Long-Term Occasional Teacher. L5.06 Just Cause

The Board agrees that none of its rights or functions will be exercised contrary to the provisions of the Agreement. The Board agrees that no Occasional Teacher shall be disciplined, demoted or discharged without just cause.

Long-Term Assignments

L5.07 (a) A statement shall be issued electronically via First Class to all Occasional Teachers on a

long-term assignment indicating: 1) beginning date; 2) ending date (if known); 3) Teacher, position and school for the assignment; 4) grid position of the Occasional Teacher in the assignment.

(b) In the event that the assignment of the Long-Term Occasional Teacher is to be terminated prior to the originally scheduled termination date because of the early return of the Teacher, or in a situation where the Teacher is unable to return to their previous assignment and must be accommodated in another school, the Long-Term Occasional Teacher will be given ten (10) teaching days’ notice or ten (10) days’ pay in lieu of notice unless the termination of the assignment is due to disciplinary action.

(c) A Short-Term or Long-Term Occasional Teacher hired to replace an absent Teacher,

properly subject qualified for such position, will not be replaced by another Occasional Teacher other than by mutual agreement of the Occasional Teacher and the Board.

(d) In the event that the Teacher being replaced adjusts the date(s) of the leave, the

Occasional Teacher shall be asked to adjust the date(s) of the long-term assignment. L5.08 Should a Teacher who was on a long-term leave of absence return from the leave and during the

five (5) day period immediately following the return resume the leave, the Long-Term Occasional Teacher who was last employed as a Long-Term Occasional Teacher for that Teacher’s assignment shall be requested to resume the assignment for the remainder of the school year or until the Teacher returns, whichever occurs first, provided the Teacher’s resumption of the leave occurs within the same school year as the return date specified in this Article. The Long-Term Occasional Teacher shall have one (1) day to respond to the request. Should the response be in the affirmative in the time specified, it will be deemed that the assignment continues without a break in service for the purpose of the Agreement.

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L5.09 Duration of Long Term Assignments All long-term assignments shall terminate at the end of the school year in June. L5.10 Board To Provide Insurance

The Board shall provide adequate insurance protection for Occasional Teachers against risks arising in the course of their employment that may involve pecuniary loss or liability on the part of Occasional Teachers covered by the Agreement.

ARTICLE L6.00 - OCCASIONAL TEACHER LIST

Membership on the List

L6.01 An Occasional Teacher must be a current member in good standing of the Ontario College of

Teachers to be eligible for inclusion on the Occasional Teacher List. All certification and required documentation must be on file with the Board before a candidate’s name is placed on the Occasional Teacher List.

L6.02 Only those Occasional Teachers whose names are on the Occasional Teacher List shall be called

for short-term and long-term occasional teaching assignments except in emergency circumstances as recognized in the Education Act and Regulations.

Member Information on the List

L6.03 The Membership List shall provide the following information for each Occasional Teacher: full

name, telephone number and address, Board employee number, Ontario College of Teachers' registration number, subjects/divisions/grades that the Occasional Teacher is qualified to teach.

L6.04 The List shall indicate which Occasional Teachers are on Leaves of Absence or long-term

occasional teaching assignments as known by the Board at the time it is published, and the expected expiry date of the said leaves or assignments.

L6.05 An Occasional Teacher shall notify the Human Resource Services Department, via the Employee

Portal, of any changes of name, address and/or telephone number required by the Board to contact the Occasional Teacher. These changes will be reflected in the Membership List.

Providing Copies of the List

L6.06 (a) The Board will provide the Local with the names, addresses and telephone numbers with

area codes of all Occasional Teachers on the Occasional Teacher List by the 15th of every

month. (b) Upon written request, and up to five (5) times a year, the Board will provide the Local with a

set of mailing labels, as well as in electronic format, of those Occasional Teachers who are on the List.

(c) The Board shall provide the Local with a list of all long-term teaching assignments on a

monthly basis. The list shall include the school, start and end dates where known, name of the Occasional Teacher, QECO for the Occasional Teacher, experience granted for the Occasional Teacher, and salary of the Occasional Teacher.

(d) The Board will provide a separate list identifying all new hires to the Occasional Teacher

List by the 15th of every month.

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L6.07 Probationary Period

A newly hired Occasional Teacher will serve a probationary period of twenty (20) days of elementary occasional teaching.

L6.08 Removal From the List An Occasional Teacher's name shall be removed from the List for the following reasons:

(a) The Occasional Teacher requests, in writing, to have his or her name removed from the list. (b) The Occasional Teacher is removed in accordance with the provisions of Article L5.06. (c) The Occasional Teacher has had qualifications revoked by the Ontario College of Teachers. (d) The Occasional Teacher has not taught ten (10) elementary teaching days in the previous

school year unless such Occasional Teacher has been granted an extended leave in accordance with the provisions of Article L10. This becomes effective for the 2016-2017 school year.

(e) The Occasional Teacher has failed to provide the Board with the information required under

the provisions of Article L6.05.

L6.09 The Board will provide an Orientation session with Union participation for new hires to the Occasional Teacher List.

ARTICLE L7.00 - SALARY

Rates of Pay

L7.01 The Board shall pay rates of remuneration, which includes vacation pay and statutory holiday pay,

in accordance with the provisions of Articles L7.01 (a) and L7.01 (b)

(a) SHORT-TERM OCCASIONAL TEACHER

(i) A Short-Term Occasional Teacher, certificated to teach in elementary schools in Ontario, shall be paid a per diem rate, which includes vacation pay and statutory holiday pay. The per diem rate shall be calculated by dividing A1 - Zero (0) years of the salary grid in effect for Elementary Teachers by the total number of school days contained in the Board’s School Year Calendar for the applicable school year.

(ii) The Short-Term Occasional Teacher Rate established in Article L7.01 (a) (i) shall

be altered by any percentage change applied to the Elementary Teacher grid effective the date of that change in the Elementary Teacher grid.

(b) LONG-TERM OCCASIONAL TEACHER

(i) An Occasional Teacher employed to teach for a period of ten (10) or more

consecutive teaching days as a substitute for the same Teacher shall be paid, effective the tenth (10

th) day and retroactive to the first (1

st) day of the assignment,

a per diem rate which includes vacation pay and statutory holiday pay, in accordance with the applicable salary rate of the salary grid(s) for Elementary Teachers in effect during the assignment. The applicable salary rate will be in accordance with the Recognized Teaching Experience and Category Placement

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set forth in Articles L7.08, L7.09, L7.10 and L7.11 respectively. The per diem rate shall be calculated by dividing the applicable salary rate by the total number of school days contained in the Board’s School Year Calendar for the applicable school year.

(ii) Under no circumstances shall a Long-Term Occasional Teacher be paid less than

the short-term per diem rate of Article L7.01 (a).

L7.02 Any Occasional Teacher who received salary under the provisions of Article L7.01 shall receive the

applicable retroactive salary adjustment for the days worked should a retroactive salary adjustment be made to the Elementary Teacher salary grid.

L7.03 Remuneration paid to Occasional Teachers will be pro-rated for assignments to positions on less

than a full-time basis, but in no circumstances will a Short-Term Occasional Teacher be paid for less than one-half (1/2) day. For the purposes of this article, one hundred and fifty (150) minutes equal one-half (1/2) day.

L7.04 The maximum pay that an Occasional Teacher will be paid for one (1) day, is one (1) full day’s pay. L7.05 Pay Schedule

Occasional Teachers will be paid for days worked on a bi-weekly basis. L7.06 Electronic Pay Statements

The payment shall be deposited electronically at the financial institution of the Occasional Teacher’s choice and payment information shall be maintained in the Employee Portal which can be printed by the Occasional Teacher. All Occasional Teachers shall receive their T4 through the Employee Portal.

L7.07 Record of Employment

The Record of Employment Certificate for Occasional Teachers shall be issued electronically following the final pay.

Recognized Teaching Experience

L7.08 The following shall apply for the purposes of determining teaching experience for the purposes of

Article L7.01 (b). (a) Effective 2003 September 01, the determination of teaching experience for placement on

the appropriate grid step of the salary grid will be based on the years of post-certification teaching in a publicly supported elementary or secondary school, a Board recognized privately supported school, College, University, Technical Institute, Professional School, Trade School or Educational Organization or Institution as of September 01 in any school year completed to the nearest one-tenth (0.1) of a year.

(b) (i) Experience gained in a single assignment of at least 10 consecutive days with

the Thames Valley District School Board or (1) or more of the four (4) predecessor Boards shall also count as experience for salary purposes.

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(ii) All experience recognized for a long-term occasional assignment in a predecessor Board collective agreement which was counted for Years of experience in a long-term occasional assignment prior to 2000 September 01 shall count as experience for salary purposes.

(c) Teaching experience for salary purposes does not include night school teaching, summer

school teaching or continuing education teaching experience.

(d) Effective 2006 September 01, short-term occasional teaching experience as of 2003 September with the Board shall be recognized such that twenty (20) days of accumulated experience shall equate to one-tenth of a year of credit. All credited experience shall be maintained for subsequent long-term occasional assignments.

(e) Long-Term Occasional Teachers on Pregnancy Leave, Parental Leave, or Adoption Leave

shall accumulate experience for salary purposes as if they had continued to work during that period of the school year.

(f) Effective 2005 September, the determination of teaching experience for placement of the

appropriate grid step of the salary grid will be based on:

Post-certification teaching experience obtained in a Board recognized organization or institution other than an elementary or secondary school shall be credited for salary purposes X two-thirds (2/3) subject to a maximum credit of 6.7 years of experience on the salary grid.

(g) Effective 2006 September, occasional teaching for Occasional Teachers hired on or after 1998 September 01, will be credited as point one (0.1) year of experience for every twenty (20) consecutive days of teaching in a single assignment with any publicly-supported elementary or secondary school up to a maximum of one (1) year in any school year.

(h) Experience credit earned from the previous school year will be calculated annually on

August 31. This credit will be used to determine the long-term occasional assignment salary rates for the current school year.

. (i) The onus shall be on the Long-Term Occasional Teacher to provide documentation of

previous teaching experience. The documentation must be provided by July 31 of the school year in which the long term assignment occurred.

L7.09 The total teaching experience shall be applied on the basis of one hundred ninety (190) days of

teaching experience is equal to one (1) year of experience. Every twenty (20) days of teaching experience shall be equal to one-tenth (0.1) year’s experience.

L7.10 Category Classification (a) Any Occasional Teacher newly employed by the Board on or after 2005 September shall

be evaluated by the Qualifications Evaluation Council of Ontario (QECO) Programme 5 for category placement or at the option of the Occasional Teacher, may continue placement under a previous programme.

(b) Occasional Teachers employed by the Board on 2003 June 30 shall retain the category

placement they held on that date but any change in category for such Occasional Teachers will be in accordance with the provisions of QECO Programme 5.

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(c) It is the responsibility of the Occasional Teacher to provide the Board with a Qualifications

Rating Statement or confirmation card indicating receipt of application and any supporting documents prior to July 31 for retroactive adjustment in accordance with Article L7.11.

L7.11 Change in Category

A Long-Term Occasional Teacher who qualified before September 01 or before December 31 of the current school year for a change in category by reason of improved qualifications shall receive the appropriate differential in accordance with the following:

a) CHANGE IN CATEGORY BEFORE SEPTEMBER 01

For any qualifications obtained on or before September 01, placement in a higher category shall be made effective September 01 of the current school year. Confirming documents must be submitted to the Board on or before December 31 of the current school year. If the necessary documents are submitted after December 31, the adjustment will be effective January 01 of the school year in which they are received. Notwithstanding the foregoing, if through no fault of the Occasional Teacher, confirming documents are delayed beyond December 31, the appropriate adjustment will be made effective September 01 of the current school year.

b) CHANGE IN CATEGORY BEFORE DECEMBER 31

For any qualifications obtained from September 01 to December 31, placement in a higher category shall be made effective January 01 of the current school year provided confirming documentation is submitted to the Board on or before July 31 of the current school year. If the necessary documents are submitted after July 31 of the school year in which they were obtained, the adjustment will be effective September 01 of the year in which they are received. Notwithstanding the foregoing, if through no fault of the Occasional Teacher, confirming documents are delayed beyond July 31, the appropriate adjustment will be made effective January 01 of the current school year.

c) Confirming documents for Articles L7.11 (a) and (b) shall include the appropriate

Statement of Evaluation and a transcript or certificate indicating that the courses were all completed during the designated period.

L7.12 Recovery of overpayments/underpayment An Occasional Teacher shall only be required to reconcile an overpayment for the twelve (12) month period prior to an error being discovered. The Board shall only be required to reconcile an underpayment for the twelve (12) month period prior to an error being discovered. Any overpayment reconciliation plan shall be with the mutual agreement of the Union and the Occasional Teacher. Any underpayment shall be made on the next possible pay date or in a

manner mutually agreeable to the Union and the Occasional Teacher.

(See also Central Letter #8 for Salary and Allowances, See also Local Appendix A for Salary Grids)

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ARTICLE L8.00 - (NOT APPLICABLE TO OCCASIONAL TEACHERS) - BENEFITS FOR LONG-TERM

OCCASIONAL TEACHERS

L8.01 (a) Effective 2009 September 01, a Long-Term Occasional Teacher in a continuous

assignment which extends beyond three (3) months shall be paid an additional $7.50 per day worked (pro-rated for part-time) in addition to regular salary, in lieu of benefits, commencing the fourth working month and terminating at the end of the continuous assignment. This amount includes vacation pay and statutory holiday pay.

(b) Effective 2010 September 01, a Long-Term Occasional Teacher in a continuous


(c) Effective 2011 September 01, a Long-Term Occasional Teacher in a continuous


(See also Central Article C6.00 for Benefits. See also Central Letter # 6 for Benefits.)

ARTICLE L9.00 - SICK LEAVE

Long-Term Occasional Teachers

L9.01 A Long-Term Occasional Teacher who is employed in a pre-determined assignment will be granted

two (2) sick leave credits per month based on the FTE of the pre-determined assignment. Such credit will be granted at the beginning of the assignment. A Long-Term Occasional Teacher who is not employed in a pre-determined assignment, will be granted (1) sick leave credit based on FTE for each ten (10) days of long-term occasional assignment completed. Unused sick leave credits will be accumulated and carried forward to a maximum of twenty (20) days from one (1) long-term occasional assignment to another long-term occasional assignment within a given school year and in the subsequent school years.

L9.02 (a) A Long-Term Occasional Teacher who cannot attend to duties due to reasons set forth in

Article L9.03 shall be granted sick leave with pay up to the extent of the Occasional Teacher’s available paid sick leave days acquired in accordance with the provisions of Article L9.01.

(b) An Occasional Teacher, where required, shall provide to the Board evidence of illness

reasonably satisfactory to the Board stating the dates of absence and the reason therefore. Any costs of a medical certificate shall be borne by the Board.

An Occasional Teacher may be required to undergo a medical examination by a physician selected by the Board. Should the Board deem this necessary, the costs of the medical examination shall be borne by the Board.

Absences Under the Sick Leave Plan

L9.03 Absences permissible and chargeable under the Sick Leave Plan shall be for personal illness,

personal injury, clinical tests, hospitalization for medical observation or treatment, emergency dental

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appointments, or any other such absence for health reasons certified by a physician or a licentiate of dental surgery or as set forth in Articles L9.04 and L9.05.

L9.04 (a) Care Days – A Teacher may be granted up to five (5) days leave per school year with no

deduction of sick leave credit(s) where it is necessary for the Teacher to care for a child, parent or spouse. This includes paternity leave and adoption.

(b) Act of Nature – A teacher who is unavoidably absent due to a local act of nature over which

no one has control may be granted up to three (3) school days leave per school year with no deduction of sick leave. A Teacher may apply in writing to the Associate Director, Organizational Support Services or designate for an increase in the maximum allowable days under this section. It is understood and agreed that a “local act of nature” is an act of nature that occurs within the geographic area between the Teacher’s home address and the school or worksite of said Teacher. It is understood as agreed to under the Central agreement Letter of Agreement #8 that the combined maximum number of days for care days and act of nature days is five (5) days per school year. The days shall not be used for the purpose of sick leave nor shall they be accumulated from year to year.

L9.05 Workers’ Safety Insurance

(a) An Occasional Teacher who is unable to perform the Occasional Teacher’s regular duties because of a condition compensable under the Workplace Safety and Insurance Act shall receive such benefits as awarded by the W.S.I.B. regulations.

(b) The Occasional Teacher will comply with all directions given by W.S.I.B. as it relates to the

benefit program. Failure to comply will result in the stoppage of any further payments by the Board to the Occasional Teacher.

(See also Central Article C7.00 for Sick Leave, See also Central Letter #1 for Sick Leave, See also Central

Letter #8 for WSIB)

ARTICLE L10.00 - LEAVES OF ABSENCE

L10.01 This Article shall apply only to Long-Term Occasional Teachers unless Short-Term Occasional

Teachers are also indicated as being eligible.

Leave of Absence With Full Salary

L10.02 Special leave without a deduction from salary and without loss of sick leave credits shall be available

to Long-Term Occasional Teachers for the circumstances and under the conditions outlined hereunder. None of these leaves shall constitute a break in service, and during these leaves Occasional Teachers shall continue to accumulate credit for teaching experience and any other relevant entitlements under this collective agreement. Leaves under Articles L10.03 - L10.09 require advance approval of the Principal or Supervisor, unless otherwise indicated.

L10.03 Notwithstanding Articles L10.01 to L10.08 it shall be the prerogative of the Principal to excuse a

Long-Term Occasional Teacher from school for up to two (2) hours for reasons acceptable to the Principal. In such cases, the Long-Term Occasional Teacher shall make adequate and acceptable arrangements as approved by the Principal for the care and instruction of the Long-Term Occasional Teacher’s classes.

mailto:[email protected]?subject=Request%20for%20Increase%20in%20Act%20of%20Nature%20Days%20(Article%20L9.04b)&Body=Please%20include%20the%20reason%20for%20your%20request.

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L10.04 JURY DUTY - When called for Jury Duty or when subpoenaed as a witness in any court proceedings

to which the Long-Term Occasional Teacher is not a party or one of the persons charged, the Long-Term Occasional Teacher must refund to the Board all monies received as a juror or witness exclusive of travelling allowances and living expenses. The court summons or subpoena must be submitted to the Principal who will forward it to the Associate Director, Organizational Support Services or designate for approval.

L10.05 BEREAVEMENT – Up to three (3) days may be granted in the case of the death of a member of the Immediate family of a Long-Term Occasional Teacher. When used herein, immediate family shall

include parent, sibling, spouse or partner, child, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law or sister-in-law, legal guardian, grandchild, grandparent or person who has acted as father or mother in lieu of the natural parent. Notwithstanding the above, the leave may be extended by a maximum of two (2) days due to exceptional circumstances subject to the approval of the Associate Director, Organizational Support Services or designate.

L10.06 QUARANTINE - Leave shall be granted when a Long-Term Occasional Teacher is absent from duty

in any case where because of exposure to a communicable disease, the Long-Term Occasional Teacher is quarantined or otherwise prevented by the order of the medical health authorities from attending upon the Long-Term Occasional Teacher’s duties, in accordance with the Independent Procedure: Communicable Disease Procedure – Employees.

L10.07 COMPASSIONATE - One (1) day per school year shall be granted to a Long-Term Occasional

Teacher for compassionate reasons due to an emergency situation or to attend the funeral of a friend or family member not included in Article L10.05. If more than one (1) day per school year is required, a request to extend the leave may be granted by the Associate Director, Organizational Support Services or designate.

L10.08 INCLEMENT WEATHER - A Long-Term Occasional Teacher or a Short-Term Occasional Teacher

who is delayed by local weather conditions but arrives at school as soon as possible during the regular school hours of that day will not have a salary deduction made. “Local” means within the geographic area between the Occasional Teacher’s home address and the school or worksite of said Occasional Teacher.

L10.09 RELIGIOUS HOLIDAYS - A Long-Term Occasional Teacher shall be entitled to leave for religious

holidays in accordance with Board policy.

Leave of Absence with Occasional Teacher Cost Deduction

L10.10 GRADUATION - Up to one (1) day per school year shall be available for the Long-Term Occasional

Teacher to attend the Occasional Teacher’s own graduation ceremonies or the convocation of a child, spouse or partner.

L10.11 PERSONAL BUSINESS - A one-half (0.5) day or one (1) day leave may be granted to attend the

Long-Term Occasional Teacher’s own wedding or the wedding of a son or daughter or to attend to the Long-Term Occasional Teacher’s personal business. This day may not be used for vacation time.

L10.12 EXAMINATION - Up to one (1) day per school year shall be available to permit a Long-Term

Occasional Teacher to write examinations leading to the advancement of her/his academic or teaching qualifications. This leave shall be for the period of the examination only plus any required travel time to the place of the examination.

L10.13 COMPETITION - Leave with deduction of Occasional Teacher costs, but with no loss of sick leave

credits for the total period of absence, shall be available for the Long-Term Occasional Teacher

mailto:[email protected]?subject=ETFO%20OT%20-%20Court%20Summons%20or%20Subpoena%20Submission%20(Article%20L10.04)&Body=Please%20include%20your%20employee%20number%20and%20attach%20a%20scanned%20copy%20of%20the%20court%20summons%20or%20subpoena%20to%20witness.

mailto:[email protected]?subject=ETFO%20OT%20-%20Court%20Summons%20or%20Subpoena%20Submission%20(Article%20L10.04)&Body=Please%20include%20your%20employee%20number%20and%20attach%20a%20scanned%20copy%20of%20the%20court%20summons%20or%20subpoena%20to%20witness.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Additional%20Bereavement%20For%20Exceptional%20Circumstances%20(Article%20L10.05)&Body=Please%20include%20your%20employee%20number%20and%20the%20reason%20for%20the%20request%20of%20the%20additional%20bereavement%20days.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Additional%20Bereavement%20For%20Exceptional%20Circumstances%20(Article%20L10.05)&Body=Please%20include%20your%20employee%20number%20and%20the%20reason%20for%20the%20request%20of%20the%20additional%20bereavement%20days.

http://www.tvdsb.ca/files/filesystem/FinalIndependent%20Procedure%20Comm.%20Disease.pdf

http://www.tvdsb.ca/files/filesystem/FinalIndependent%20Procedure%20Comm.%20Disease.pdf

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20one%20Additional%20Compassionate%20Day%20(Article%20L10.07)&Body=Please%20include%20your%20employee%20number,%20the%20date%20and%20the%20reason%20for%20your%20request%20for%20one%20additional%20day%20of%20compassionate%20leave.

http://www.tvdsb.ca/files/filesystem/Religious%20Faith_Based%20Accommodation%20of%20Staff%20Procedure.pdf

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under the terms outlined hereunder:

a) To attend a provincial, national or international competition per school year as either an official, coach or competitor where the Board determines that it is a significant event, such as the Olympic Games.

b) One competition per school year. c) Approval of the Associate Director, Organizational Support Services or designate.

L10.14 Short-Term Leave of Absence with Deduction of Full Salary

(a) A special leave of absence of up to ten (10) days in any one (1) school year with deduction of full

salary for exceptional circumstances may be granted to a Long-Term Occasional Teacher by

the Superintendent of Student Achievement, Human Resources or designate. A copy of the

request must have been submitted to the Principal prior to being sent to the Superintendent

of Student Achievement, Human Resources or designate.

The special leave of absence may not be used to extend a vacation period.

In light of the end of the year demands within a school, whenever possible, a Long-Term Occasional Teacher in an assignment that continues to the end of the school year should avoid making requests that impact the end of the school year.

(b) A personal leave of absence with deduction of full salary will be granted by the Superintendent

of Student Achievement, Human Resources or designate. Up to five (5) of the days identified

in L10.14 (a) will be made accessible for a personal leave of absence. The request must be

copied to the Principal and forwarded by email to Human Resources at least three (3) weeks

prior to the leave start date.

It is understood that the Long-Term Occasional Teacher taking this leave shall be required to provide appropriate work for each of their classes and other regular teaching and assessment responsibilities including but not limited to the completion of progress reports and report cards.

Request for this leave of absence will not include the first week and the last week of the school year, the week before and/or after March Break, PA days, and the weeks during the administering of EQAO testing.

Requests for this type of leave will not be denied provided that, if necessary, there are expected to be enough available Occasional Teachers to cover for the absent Long-Term Occasional Teacher, and subject to reasonable system and school requirements.

Voluntary Leaves of Absence

L10.15 A leave of absence for less than one (1) year may be granted to a Long-Term Occasional Teacher

by the Associate Director, Organizational Support Services or designate for exceptional circumstances upon the written request of the Long-Term Occasional Teacher subject to the following provisions:

(a) The leave shall be without pay or sick leave and time spent on leave shall not count as

teaching experience.

mailto:[email protected]?subject=Request%20for%20Competition%20Leave%20(Article%20L10.13)&Body=Please%20include%20your%20employee%20number%20and%20all%20relevant%20information%20with%20respect%20to%20the%20competition%20for%20which%20you%20are%20requesting%20a%20leave%20in%20order%20to%20attend.%20%20(If%20in%20an%20LTO%20assignment,%20please%20copy%20your%20Principal%20on%20this%20email.)

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Unpaid%20Leave%20(Article%20L10.14)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20dates%20of%20the%20unpaid%20leave,%20ensuring%20you've%20already%20received%20the%20support%20of%20your%20Principal%20if%20in%20an%20LTO%20assignment%20for%20the%20requested%20dates.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Unpaid%20Leave%20(Article%20L10.14)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20dates%20of%20the%20unpaid%20leave,%20ensuring%20you've%20already%20received%20the%20support%20of%20your%20Principal%20if%20in%20an%20LTO%20assignment%20for%20the%20requested%20dates.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Personal%20Leave%20of%20Absence%20(Article%2010.14b)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20dates%20of%20the%20unpaid%20leave,%20ensuring%20it%20does%20not%20include%20the%20restricted%20dates%20listed%20in%20Article%20L10.14b,%20and%20that%20you%20have%20provided%20at%20least%20three%20weeks%20notice.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Personal%20Leave%20of%20Absence%20(Article%2010.14b)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20dates%20of%20the%20unpaid%20leave,%20ensuring%20it%20does%20not%20include%20the%20restricted%20dates%20listed%20in%20Article%20L10.14b,%20and%20that%20you%20have%20provided%20at%20least%20three%20weeks%20notice.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Leave%20of%20Absence%20(Article%20L10.15)&Body=Please%20include%20your%20employee%20number,%20the%20requested%20dates%20for%20the%20leave%20of%20absence%20and%20copy%20your%20Principal%20on%20this%20email.

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(b) The request must be received far enough in advance to allow for the replacement of the Occasional Teacher.

L10.16 A voluntary leave of absence for one (1) year to commence September 01 shall be granted by the

Associate Director, Organizational Support Services or designate, upon written request of an Occasional Teacher, subject to the following provisions:

(a) The request shall be received by June 30, but no later than December 30 of the school year in

which the leave is to begin. (b) The leave shall be without remuneration or sick leave and time spent on leave shall not count as

teaching experience. (c) The Occasional Teacher on leave under Article L10.16 may request an extension of the leave by

June 30, but no later than December 30 of the first year of leave for a maximum of one (1) additional year.

L10.17 The name of an Occasional Teacher on a Voluntary Leave of Absence shall be removed from the

Occasional Teachers’ List while that Occasional Teacher is on leave. Upon submission of a current Ontario College of Teachers’ certificate of qualification, the Occasional Teacher shall be returned to the List at the end of the leave unless the Occasional Teacher requests otherwise.

(See also Central Article C11.00 for Leaves of Absence)

ARTICLE L11.00 - PREGNANCY LEAVE

L11.01 Article L11 shall apply only to Occasional Teachers employed in a long-term occasional assignment at the time of commencement of the Pregnancy Leave and the leave shall apply only for the length of time that the Occasional Teacher would have otherwise been in that assignment had she not taken a pregnancy leave. L11.02 Pregnancy Leaves granted under the provisions of Article L11.01 shall be in accordance with the

provisions of Sections 46 through 47 of The Employment Standards Act, R.S.O. 2000, as amended. Complications relating to the pregnancy or birth of the child, miscarriage, premature birth and still birth are covered in detail by the statute. Specific questions relating to any of these areas should be referred to the Associate Director, Organizational Support Services or designate.

L11.03 a) The Employer shall provide for permanent and long-term occasional teachers a SEB plan to top up their E.I. Benefits. The teacher who is eligible for such leave shall receive 100% of salary for not less than (8) weeks of pregnancy leave less any amount received under the Employment Standards Act during such period. There shall be no deduction from sick leave or the Short Term Leave Disability Program (STLDP).

b) Long-term occasional teachers not eligible for employment insurance benefits or the SEB plan 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 STLDP. [Proof of declined E.I. benefits will need to be submitted to Human Resources].

c) Teachers filling a long-term assignment shall be entitled to the benefits outlined in a)

above, with the length of the SEB benefit limited by the term of the assignment.

d) Teachers on daily casual assignments are not entitled to pregnancy leave benefits unless they were previously entitled under the provisions of the 2008-12 collective

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Voluntary%20Leave%20of%20Absence%20(Article%20L10.16)&Body=Please%20include%20your%20employee%20number%20and%20ensure%20your%20request%20for%20this%20one%20year%20leave%20is%20received%20prior%20to%20June%2030th.%20

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agreement or the last collective agreement concluded between the parties.

e) The long-term occasional teachers must provide the Board with proof that 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.

f) Eligible long-term occasional teachers shall receive the pregnancy leave benefits herein for

the entire eight (8) week period throughout the course of the entire calendar year

regardless of whether the teacher would otherwise be required to work during the eight (8)

week period (i.e. during summer, March and Christmas breaks etc.). Payment shall be

made to the teacher in accordance with the Board’s payroll procedure.

g) Long-term occasional teachers who require a longer than eight (8) week recuperation period

shall have access to sick leave and the STDLP.

L11.04 Requests for Pregnancy leave shall be made in writing and submitted to the Associate Director,

Organizational Support Services or designate as far in advance as possible but in no case any later than two (2) weeks before the expected date of birth.

L11.05 The written request for a Pregnancy Leave shall contain:

a) the start date of the Pregnancy Leave, and b) the end date of the Pregnancy Leave. L11.06 The Board may request a completed Medical Certificate from a legally qualified medical practitioner

indicating the expected date of delivery. L11.07 A Pregnancy Leave shall be without salary or allowances.

Changing Dates of the Leave

L11.08 Provided that such alteration does not contravene the provisions of the Act, an Occasional Teacher

may alter the requested start date of a Pregnancy Leave: a) to an earlier date if the Occasional Teacher gives the Associate Director, Organizational

Support Services or designate at least two (2) weeks written notice before the earlier start date; or

b) to an earlier date due to the complications caused by pregnancy or because of a

miscarriage, premature birth or still birth and the Occasional Teacher provides the Associate Director, Organizational Support Services or designate with written notice and medical certification within two (2) weeks after the employee starts the leave; or

c) to a later date if the Occasional Teacher gives the Associate Director, Organizational

Support Services or designate at least two (2) weeks written notice before the date the leave was to begin.

L11.09 An Occasional Teacher may alter the requested termination of a Pregnancy Leave: a) to an earlier date if the Occasional Teacher gives the Associate Director, Organizational

Support Services or designate at least four (4) weeks written notice before the earlier

http://www.tvdsb.on.ca/hrforms/ETFO_OT/Application_for_PregnancyParentalAdoption_Leave_ETFOOT.docx

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Earlier%20Start%20of%20Pregnancy%20Leave%20(Article%20L11.09a)&Body=Please%20include%20your%20employee%20number,%20your%20requested%20date%20for%20your%20leave%20to%20commence%20with%20at%20least%20two%20weeks%20notice.%20%20If%20in%20an%20LTO%20assignment,%20please%20copy%20your%20Principal%20on%20this%20email.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Pregnancy%20Leave%20(Article%20L11.09b)&Body=Please%20include%20your%20employee%20number%20and%20requested%20date%20of%20leave%20within%20two%20weeks%20of%20the%20start%20of%20the%20leave.%20%20Copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Later%20Start%20of%20Pregnancy%20Leave%20(Article%20L11.09c)&Body=Please%20include%20your%20employee%20number%20and%20requested%20leave%20start%20date%20with%20at%20least%20two%20weeks%20notice%20before%20the%20date%20the%20leave%20was%20to%20begin.%20%20Copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Early%20Return%20from%20Pregnancy%20Leave%20(Article%20L11.10a)&Body=Please%20include%20your%20employee%20number%20and%20the%20revised%20date%20of%20return%20with%20at%20least%20four%20(4)%20weeks%20notice.%20%20Copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

52 | P a g e


termination date; or b) to a later date if the Occasional Teacher gives the Associate Director, Organizational

Support Services or designate at least four (4) weeks written notice before the leave was to end and the later date does not contravene the provisions of The Employment Standards Act.

L11.10 An Occasional Teacher returning from a Pregnancy Leave shall be assigned by the Board to either

the same position held prior to going on the leave or a position as similar and geographically close to the position held prior to going on the leave if the regular Teacher has not returned to duty and the Occasional Teacher would still be teaching in the original long-term occasional assignment except for the taking of the Pregnancy Leave.

(See also Central Article C11.20 for Pregnancy Leave)

ARTICLE L12.00 - PARENTAL LEAVE

L12.01 Article L12 shall apply only to Occasional Teachers employed in a long-term occasional assignment at the time of commencement of the Parental Leave and the leave shall apply only for the length of time that the Occasional Teacher would have otherwise been in that assignment had he/she not taken a Parental leave.

L12.02 Parental Leaves granted under the provisions of Article L12.01 shall be in accordance with the

provisions of Sections 46 through 47 of The Employment Standards Act, R.S.O. 2000, as amended. L12.03 The Board shall grant to a male or female Occasional Teacher who becomes a parent, provided said

Occasional Teacher has been in its employ at least thirteen (13) weeks immediately prior to the requested start date of the leave, a Parental Leave of thirty-five (35) weeks or such shorter leave as the Occasional Teacher requests.

L12.04 A mother requesting a Parental Leave must commence that leave on the date following the

conclusion of her Pregnancy Leave. L12.05 The other parent requesting a Parental Leave may commence that leave anytime within the fifty-two

(52) week period following the actual date of birth. The request may be for up to thirty-five (35) weeks if a pregnancy leave has been taken and for up to thirty-seven (37) weeks if a pregnancy leave has not been taken. The term “other parent” includes the natural father and/or a person who is in a relationship of some permanence with the mother of the child who intends to treat the child as his or her own.

L12.06 Requests for Parental Leave shall be made in writing and submitted to the Associate Director,

Organizational Support Services or designate as far in advance as possible but in no case later than two (2) weeks before the requested start date of the leave.

L12.07 The written request for a Parental Leave shall contain: a) the commencement date of the Parental Leave; b) the termination date of the Parental Leave; and c) the date or expected date of birth of the child. L12.08 A Parental Leave shall be without salary or allowances.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Later%20Return%20From%20Pregnancy%20Leave%20(Article%20L11.10b)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20of%20return%20and%20submit%20this%20request%20at%20least%20four%20(4)%20weeks%20before%20the%20leave%20was%20originally%20scheduled%20to%20end.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20returning%20to%20an%20LTO%20assignment.


53 | P a g e




may alter the requested start date of a Parental Leave: a) to an earlier date if the Occasional Teacher gives the Associate Director, Organizational


b) to an earlier date if the child comes into the custody, care and control of a parent for the first

time sooner than the expected date of delivery and the Occasional Teacher provides the Associate Director, Organizational Support Services or designate with written notification within two (2) weeks after the employee starts the leave; or



L12.10 An Occasional Teacher may alter the requested termination date of a Parental Leave:

a) to an earlier date if the Occasional Teacher gives the Associate Director, Organizational Support Services or designate at least four (4) weeks written notice before the leave was to end and the later date does not contravene the provisions of The Employment Standards Act; or

b) to a later date if the Occasional Teacher gives the Associate Director, Organizational


Extended Leaves

L12.11 Extended Leaves may be requested in writing by parents who are on or will be on a Parental Leave.

These are leaves that continue beyond the statutory Parental Leave period and may be granted by the Associate Director, Organizational Support Services or designate on the basis of the mutual consent of the employee and employer but shall not extend beyond the end of the school year or the return date of the regular Teacher, whichever occurs first.

L12.12 An Occasional Teacher returning from a Parental Leave shall be assigned by the Board to either the

same position held prior to going on the leave or an occasional teaching position as similar and geographically close to the position held prior to going on the leave if the regular Teacher has not returned to duty and the Occasional Teacher would still be teaching in the original long-term occasional assignment except for the taking of the Parental Leave.

L12.13 An Occasional Teacher returning from an Extended Leave or for whom the provisions of Article

L12.12 do not apply shall be returned to active status on the Occasional Teacher List upon submission of a current Ontario College of Teachers’ certificate of qualification.

ARTICLE L13.00 - ADOPTION LEAVE

L13.01 Article L13 shall apply only to Occasional Teachers employed in a long-term occasional assignment

at the time of commencement of the Adoption Leave and the leave shall apply only for the length of time that the Occasional Teacher would have otherwise been in that assignment had he/she not

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Early%20Start%20to%20Parental%20Leave%20(Article%20L12.10a)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20for%20your%20leave%20to%20commence%20with%20at%20least%20two%20weeks%20notice.%20%20If%20in%20an%20LTO%20assignment,%20please%20copy%20your%20Principal%20on%20this%20email.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Parental%20Leave%20(Article%20L12.10b)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20of%20leave%20within%20two%20weeks%20of%20the%20start%20of%20the%20leave.%20%20Copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20a%20Later%20Start%20of%20Parental%20Leave%20(Article%20L12.10c)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20leave%20start%20date%20with%20at%20least%20two%20weeks%20notice%20before%20the%20date%20the%20leave%20was%20to%20begin.%20%20Copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20an%20Earlier%20Return%20from%20Parental%20Leave%20(Article%20L12.11a)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20for%20your%20return%20from%20parental%20leave%20and%20submit%20the%20request%20at%20least%20four%20(4)%20weeks%20before%20the%20leave%20was%20to%20end.%20%20If%20returning%20to%20an%20LTO%20assignment,%20please%20copy%20your%20Principal.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Later%20Return%20from%20Parental%20Leave%20(Article%20L12.11b)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20for%20your%20return%20from%20parental%20leave.%20%20Please%20submit%20the%20request%20at%20least%20four%20(4)%20weeks%20before%20the%20leave%20was%20to%20end.%20%20If%20returning%20to%20an%20LTO%20assignment,%20please%20copy%20your%20Principal%20on%20this%20email.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Extended%20Parental%20Leave%20(Article%20L12.12)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20return%20date%20from%20parental%20leave.%20%20If%20returning%20to%20an%20LTO%20assignment,%20please%20copy%20your%20Principal%20on%20this%20email.

54 | P a g e


taken an Adoption Leave. L13.02 Adoption Leaves granted under the provisions of Article L13.01 shall be in accordance with the

provisions of Sections 48 through 49 of The Employment Standards Act, R.S.O. 2000, as amended. L13.03 The Board shall grant to an Occasional Teacher, who has been in its active employ at least thirteen

(13) weeks immediately prior to the requested start date of the leave, an Adoption Leave of thirty-seven (37) weeks or such shorter leave as the Occasional Teacher requests. The leave may commence anytime within the fifty-two (52) week period following the child coming into the custody, care and control of a parent for adoption and a person who is in a relationship of some permanence with a parent of the child and who intends to treat the child as his or her own.

L13.04 Requests for Adoption Leave shall be made in writing and submitted to the Associate Director,

Organizational Support Services or designate as far in advance as possible but in no case any later than two (2) weeks before the requested start date of the leave.

L13.05 The written request for an Adoption Leave shall contain: a) the commencement date of the Adoption Leave; b) the termination date of the Adoption Leave; c) the date or expected date of the child coming into the custody, care and control of the parent

for the first time. L13.06 An Adoption Leave shall be without salary or allowances.



may alter the requested start date of an Adoption Leave: a) to an earlier date if the Occasional Teacher gives the Associate Director, Organizational


b) to an earlier date if the child comes into the custody, care and control of a parent for the first

time sooner than the expected date of delivery and the Occasional Teacher provides the Associate Director, Organizational Support Services or designate with written notification within two (2) weeks after the employee starts the leave; or



L13.08 An Occasional Teacher may alter the requested termination date of an Adoption Leave:

a) to an earlier date if the Occasional Teacher gives the Associate Director, Organizational Support Services or designate at least four (4) weeks written notice before the earlier termination date; or

b) to a later date if the Occasional Teacher gives the Associate Director, Organizational



mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Earlier%20Start%20of%20Adoption%20Leave%20(Article%20L13.08a)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20for%20your%20leave%20to%20commence,%20with%20at%20least%20two%20weeks%20notice.%20%20If%20in%20an%20LTO%20assignment,%20please%20copy%20your%20Principal%20on%20this%20email.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Early%20Start%20to%20Adoption%20Leave%20(L13.08b)&Body=As%20per%20article%20L13.08b,%20please%20provide%20the%20actual%20date%20of%20custody%20if%20it%20came%20sooner%20than%20the%20anticipated%20date.%20%20Ensure%20this%20email%20is%20submitted%20within%20two%20weeks%20after%20the%20date%20on%20the%20original%20leave%20request%20and%20please%20copy%20your%20Principal%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20a%20Later%20Adoption%20Leave%20Start%20Date%20(Article%20L13.08c)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20revision%20date%20for%20the%20start%20of%20the%20adoption%20leave%20ensuring%20its%20submission%20is%20at%20least%20two%20(2)%20weeks%20before%20the%20date%20the%20leave%20was%20to%20begin.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Earlier%20Return%20from%20Adoption%20Leave%20(Article%20L13.09a)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20for%20your%20return%20from%20adoption%20leave%20and%20submit%20the%20request%20at%20least%20four%20(4)%20weeks%20before%20the%20leave%20was%20to%20end.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Later%20Return%20From%20Adoption%20Leave%20(Article%20L13.09b)&Body=Please%20include%20your%20number%20and%20the%20requested%20date%20for%20your%20return%20from%20adoption%20leave%20and%20submit%20the%20request%20at%20least%20four%20(4)%20weeks%20before%20the%20leave%20was%20to%20end.%20%20Please%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

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Extended Leaves

L13.09 Extended Leaves may be requested in writing by parents who are on or will be on an Adoption

Leave. These are leaves that continue beyond the statutory Adoption Leave period and may be granted by the Associate Director, Organizational Support Services or designate on the basis of the mutual consent of the employee and employer but shall not extend beyond the end of the school year or the return date of the regular Teacher, whichever occurs first.

L13.10 An Occasional Teacher returning from an Adoption Leave shall be assigned by the Board to either

the same position held prior to going on the leave or an occasional teaching position as similar and geographically close to the position held prior to going on the leave if the regular Teacher has not returned to duty and the Occasional Teacher would still be teaching in the original long-term occasional assignment except for the taking of the Adoption Leave.

L13.11 An Occasional Teacher returning from an Extended Leave or for whom the provisions of Article

L13.10 do not apply shall be returned to active status on the Occasional Teacher List upon submission of a current Ontario College of Teachers’ certificate of qualification.

ARTICLE L14.00 - CALLING PROCEDURES FOR SHORT-TERM OCCASIONAL TEACHING

ASSIGNMENTS

L14.01 The automated calling system (TVARRIS) shall be employed to engage Short-Term Occasional

Teachers. The Board and the Union agree to meet at least once per year to review the system.

It is the responsibility of the Board to provide support for all Occasional Teachers in the operating procedures of the dispatch system. Each Occasional Teacher will have access to the written instructions through the Employee Portal.

Upon request, the Board shall provide to the Union the use and assignments of uncertified personnel and the details for such placements.

ARTICLE L15.00 - (NOT APPLICABLE TO OCCASIONAL TEACHERS) - CALLING PROCEDURES FOR

LONG-TERM OCCASIONAL TEACHING ASSIGNMENTS

L15.01 Posting

When it is pre-determined by at least ten (10) school days in advance of the start of the absence that a Long-Term Occasional Teacher will be required, such vacancy shall be posted for at least five (5) days prior to the closing date for applications. A copy shall be forwarded to the Union. During the summer months, “days” shall be defined as calendar work days.

Such postings shall be available from the Board through the Occasional Teacher Conference under Occasional Teacher Elementary icon available on First Class. Notification of such postings shall be forwarded to the Union.

L15.02 Hiring for Long-Term Positions

When a long-term occasional teaching position becomes available the Board shall first consider qualified applicants from the Occasional Teacher List for the position.

Only qualified, non-probationary Occasional Teachers, covered under this agreement who are

mailto:[email protected]?subject=ETFO%20OT%20-%20Request%20for%20Extended%20Adoption%20Leave%20(Article%20L13.10)&Body=Please%20include%20your%20employee%20number%20and%20the%20requested%20date%20of%20return%20from%20your%20extended%20adoption%20leave%20and%20copy%20your%20Principal%20on%20this%20email%20if%20in%20an%20LTO%20assignment.

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members in good standing with the Ontario College of Teachers will be hired for long-term occasional teaching assignments.

With the mutual consent of both the Board and the Union, this provision may be waived under exceptional circumstances.

L15.03 Should a long-term occasional teaching position not be filled in accordance with the provisions of

Article L15.02, the Board will endeavour to fill the position with a qualified teacher not currently on the Occasional Teacher List. Such Long-Term Occasional Teacher shall be added to the list with notification to the Local.

(See also Central Letter#2 for Regulation 274 – Hiring Practices)

ARTICLE L16.00 - SERVICES NOT REQUIRED, LATE CALLS AND EMERGENCY SCHOOL CLOSURE

Occasional Teacher’s Services Not Required

L16.01 An Occasional Teacher who is called for a half-day assignment, who reports and finds that his or her

services are not required for the specified assignment, shall remain at the school for the half-day, perform professional duties as assigned by the Principal and be paid a half-day’s pay.

L16.02 An Occasional Teacher who is called for a full-day assignment, who reports and finds that his or her

services are not required for the specified assignment, shall remain at the school for the full-day, perform professional duties as assigned by the Principal and be paid a full-day’s pay.

Late Calls

L16.03 An Occasional Teacher shall not be considered late for an assignment as a result of a late request to

report for such assignment provided he/she arrives within a reasonable time of receiving such late request. The Occasional Teacher shall be paid for the full time of the assignment.

Emergencies

L16.04 a) In the event of a late opening or early dismissal of a school for emergency reasons,

Occasional Teachers shall be paid for the assignment at the applicable rate of pay.

b) In the event of a school closure for emergency reasons, a Long-Term Occasional Teacher shall be paid for the assignment at the applicable rate of pay.

Cancellations

L16.05 a) The Board shall give a minimum of two (2) hours notice of cancellation of any pre-arranged

assignment. Should cancellation of a pre-arranged assignment occur without two (2) hours notice, the Occasional Teacher shall report for work and the Board shall pay the Occasional Teacher for that assignment in accordance with the provisions of Articles L16.01 or L16.02, whichever is applicable.

b) In the event of inclement weather, Occasional Teachers will receive information on the

status of school closures or delays in openings by the normal Board communication process. Notice of closure due to inclement weather will be deemed to meet the minimum notice requirement of Article L16.05 (a).

c) An Occasional Teacher who cancels a previously accepted assignment may not

accept another assignment scheduled for that same day. L16.06 In all cases where an Occasional Teacher receives pay under the provisions of Articles L16.01 to

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L16.05 inclusive, the time for which the Occasional Teacher is paid shall be treated as time worked for the applicable articles of the Agreement.

Job Integrity

L16.07 An Occasional Teacher who accepts and reports for an assignment shall be placed in that

assignment unless otherwise mutually agreed.

ARTICLE L17.00 - (NOT APPLICABLE TO OCCASIONAL TEACHERS) - JOB VACANCIES: ELEMENTARY

TEACHING POSITIONS

L17.01 a) An Occasional Teacher shall be given the opportunity to indicate an interest in Long Term

Occasional, and interest in an Elementary Teaching Position on an annual basis.

b) Occasional Teachers who are added to the list will also be given the opportunity to indicate interest in such positions.

L17.02 An Occasional Teacher in a long-term occasional assignment of twenty-one (21) days or longer

shall have the right to request an evaluation in accordance with the provision of Article L5.05. L17.03 Any Occasional Teacher who has expressed an Interest in an Elementary Teaching Position on

his/her Statement of Intent to Remain on the List and who has received an evaluation referred to in Article L17.02, within the preceding twelve (12) calendar month period submitted by June 30, shall be enrolled in Apply to Education with the fee paid (single Board) by the Board so long as the Board continues to use that method of receiving applications for teaching positions.

L17.04 a) When interviews are conducted for a position posted at the completion of the internal

elementary staffing process, at least three (3) Occasional Teachers who have indicated an Interest in an Elementary Teaching Position, and who are qualified for the posted position and who apply for the posted position shall receive an interview when interviews are conducted for the posted position for a school.

b) Should fewer than three (3) Occasional Teachers who have indicated an Interest in an

Elementary Teaching Position and who are qualified for the posted position apply for the posted position, all who applied shall receive an interview when interviews are conducted for the posted position for a school.

c) If an external candidate and a member from the Occasional Teacher List are under

consideration for a position and all other factors are equal, the member from the Occasional Teacher List will receive the appointment.

L17.05 a) Notwithstanding the provisions of Article L17.04, should the Board use a pool hiring process, at least fifteen (15) Occasional Teachers who have indicated an Interest in an Elementary Teaching Position, and who are qualified for the position(s) for which pool hiring is occurring and who apply for the position(s) shall receive an interview when interviews are conducted.

b) Should fewer than fifteen (15) Occasional Teachers who have indicated an Interest in an

Elementary Teaching Position and who are qualified for the positions for which pool hiring is occurring apply for the position(s), all who applied shall receive an interview when interviews are conducted.

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ARTICLE L18.00 - WORKING CONDITIONS

L18.01 a) The normal responsibilities of an Occasional Teacher are to fulfill the teaching duties of the

Elementary Teacher being replaced.

b) The School Administration shall endeavour to provide for an Occasional Teacher arriving for an assignment the following in-school information. It is understood that this information will generally be located in the individual Teacher’s daybook. • a timetable for the Occasional Teacher’s assignment (including supervision periods) • a schedule identifying period times • a floor plan of the school (if available) • the school Code of Behavior and special classroom discipline procedures • information on how to obtain necessary equipment • names and positions of individuals who can provide assistance • an up-to-date class list • name(s) of high risk student(s) and any applicable special programme(s) • name(s) of student(s) participating in special in-school support programmes with the time and place where they receive that support • name(s) of student(s) transported by bus and/or taxi • an up-to-date seating plan (where applicable) • a general outline of classroom routines which includes washroom, attendance and entry and dismissal procedures • planning for the first day of an absence • computer and generic passwords • all keys necessary to the assignment • the provision of safety plans of students that an Occasional Teacher could reasonably expect to come into contact with

In addition, fire drill and emergency procedures will be located within the classroom. c) The Occasional Teacher shall endeavour to provide written feedback to the Teacher being

replaced at the conclusion of the occasional assignment. Such feedback will generally include comments on the progress of lessons taught, problems encountered and where appropriate, successes achieved and marks for work completed by students within the occasional assignment.

Timetable

L18.02 The timetable for an Occasional Teacher shall be the same as the timetable of the Teacher being

replaced except as set forth in Articles L18.03 and L18.05. L18.03 (a) Unless hired for a long-term occasional assignment in accordance with the provisions of Article

L15, an Occasional Teacher shall not be assigned supervisory duties prior to the commencement of class on the first morning of an assignment or prior to the commencement of the afternoon class on the first day if it is a half-day afternoon assignment.

(b) Where an Occasional Teacher is hired for a vacancy for preparation time coverage, IPRC coverage, etc., that Occasional Teacher shall be assigned no more than one supervisory duty.

L18.04 The instructional day shall be no more than three hundred (300) minutes. The instructional day shall

be deemed to commence with the start of opening exercises or the start of instructions, whichever comes first, and to end with the students’ dismissal from school for the day exclusive of lunch/nutrition breaks and recess break(s).

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Note: For the term of this Agreement, Lester B. Pearson may have a different instructional day for students. In no case shall the instructional day for an Occasional Teacher(s) be more than 300 minutes.

Lunch Period

L18.05 Each Occasional Teacher shall be entitled to a scheduled interval between classes for the lunch break

of not less than forty (40) consecutive minutes. A minimum of forty (40) consecutive minutes for the scheduled lunch break will be free of supervision, teaching or other duties.

L18.06 An Occasional Teacher hired for an assignment at different schools that requires travel over the lunch

period shall not be assigned lunch time duties. L18.07 Morning half-day assignments shall end no later than twenty (20) minutes after the end of class

instructional time. Afternoon assignments shall begin no earlier than twenty (20) minutes before class instructional time.

Time for Travelling and Travelling Expenses

L18.08 a) A travelling allowance shall be paid to an Occasional Teacher who is replacing an itinerant

Teacher, if that Teacher would otherwise have received a travelling allowance, for travel between schools or worksites if the itinerant Teacher had not been absent.

b) The travelling allowance set forth in Article L18.07(a) will be for the distance for which the

itinerant Teacher would otherwise have been paid. c) The travelling allowance set forth in Article L18.07 (a) shall be calculated at the rate established

in accordance with Board policy and procedure. L18.09 An Occasional Teacher who is hired to replace a Teacher whose timetable is such that duties are

assigned at two (2) or more locations on the same day shall be provided with the same time to travel between locations as the Teacher being replaced normally has.

L18.10 A travelling allowance will not be paid to an Occasional Teacher for travel between assignments for two

(2) different Teachers.

ARTICLE L19.00 - MEDICAL PROCEDURES - PUPILS

L19.01 The Board shall not require any Occasional Teacher to administer medication or perform any medical

or physical procedure on any pupil that might in any way endanger the safety of the pupil or subject the Occasional Teacher to the risk of injury or liability for negligence.

L19.02 It shall not be part of the duties and responsibilities of an Occasional Teacher to examine pupils for

communicable conditions or diseases or to diagnose such conditions or diseases.

http://www.tvdsb.ca/files/filesystem/Expense%20Reimb%20P&P.pdf

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ARTICLE L20.00 - PROFESSIONAL ACTIVITY DAYS

L20.01 The Board shall provide information to the Union about the professional development activities

provided by the Board. L20.02 A Professional Activity Day shall not interrupt the continuity of a long-term occasional teaching

assignment. L20.03 A Long-Term Occasional Teacher who is scheduled to work when there is a Professional Activity Day

will be paid for the day and will be required to participate in the scheduled professional activity sessions, pro-rated according to the FTE of the assignment.

L20.04 Occasional Teachers may attend without pay, any scheduled Professional Activity Day arranged by the

Board if space is available. L20.05 Occasional Teachers shall, upon request, have access to the Board’s in-service programs on a

voluntary basis, without pay if space is available. L20.06 (i) Recognizing in part that some Occasional Teachers may not have access to work on

Professional Activity days, the Board shall provide the equivalent of four (4) half days of

Professional Activity for Occasional Teachers. Participation in such Professional Activity shall be treated in all respects as if it were time worked.

(ii) A planning committee with equal Board and Union representation shall determine the

content and structure of the Professional Activity.

(iii) At the time a Professional Activity is offered, Long-Term Occasional Teachers and Permanent Teachers currently on the Occasional Teacher list with a FTE greater than .5 are not eligible to participate.

ARTICLE L21.00 - OCCUPATIONAL HEALTH AND SAFETY

L21.01 The Board and ETFO recognize the importance of promoting a safe and healthy environment for employees and fulfilling their respective duties and obligations under the Occupational Health and Safety Act and its accompanying Regulations.

L21.02 The Board, the Union and its members shall comply with the provisions of the Occupational Health

and Safety Act and Regulations, as it may be amended from time to time. L21.03 The Board agrees that when the Safe Schools Policy and Procedure is reviewed it will be reviewed by a

committee which contains Union representation.

ARTICLE L22.00 - HARASSMENT

L22.01 After the first year of implementation of the Board’s Harassment Policy and Procedures, a committee

with Union representation will meet to review, and if necessary, make recommendations for revision(s) to the Policy and/or Procedures.

http://www.tvdsb.ca/files/filesystem/3004.pdf

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ARTICLE L23.00 - LOCAL REPRESENTATION AND INFORMATION

Local Executive and Occasional Teacher Stewards L23.01 The Local shall notify the Board in writing of the names of persons elected to office in the Local and of

persons authorized by the Local to represent Occasional Teachers on behalf of the Local (Occasional Teacher Stewards).

L23.02 The Board shall provide for the use of the Local and the Board, bulletin board space in each elementary

school building, for the purpose of posting Occasional Teacher information. The responsibility for posting Union information shall rest with the Union.

L23.03 Effective 2009 September 01, the Occasional Teacher office shall be provided with access to the

Board’s courier service. L23.04 There shall be an Occasional Teacher representative to be named by the Union on any Board wide

committee. Participation on such committees shall be at the Board’s expense.

ARTICLE L24.00 - LEAVE FOR UNION BUSINESS

L24.01 Provided the program needs of the school can be met, the Board will grant the release of a Long-Term

Occasional Teacher from that person’s duties to attend to Union business if so required by the Union.

A Long-Term Occasional Teacher shall be paid the per diem rate that would have been paid had the person been performing the scheduled teaching duties and the Union will reimburse the Board for any and all replacement Occasional Teacher costs.

L24.02 The Board will grant the release of a Short-Term Occasional Teacher to attend to Union business if so

required by the Union to a maximum of fifty (50) days per year. The Occasional Teacher shall be paid the per diem rate and the Union will reimburse the Board for any and all Occasional Teacher costs.

L24.03 At the request of the Union, the Board shall grant up to one point five (1.5) FTE per school year paid release time at the applicable long-term occasional rate to the Union, for the Union to conduct Union business. The Union shall reimburse the Board the full cost of such payment.

L24.04 Where an Occasional Teacher receives pay under Article L24, the leave shall be treated in all respects,

as if it were time worked, but shall not count as qualifying experience under Ministry Regulations regarding hiring practices.

L24.05 Occasional Teacher participation on Board committees shall be at Board expense and shall be treated

as time worked.

ARTICLE L25.00 - LABOUR MANAGEMENT MEETINGS

L25.01 Upon the request of either Party, representatives shall meet for the purpose of engaging in full and

effective consultation or discussion with a view to ongoing communication and resolution of any issues which may concern the Parties to the Agreement. The Parties shall develop mutually agreeable processes for this Labour Management forum. It is intended that these discussions will occur at regularly scheduled monthly meetings during the school year.

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ARTICLE L26.00 - CORRESPONDENCE

L26.01 All correspondence between the Parties arising out of the Agreement shall pass to and from the

Associate Director, Organizational Support Services or designate and the President of the Local or designate.

ARTICLE L27.00 - UNION DUES AND ASSESSMENTS

L27.01 The Board shall deduct for every pay period for which an Occasional Teacher receives a pay, union

dues and assessments. Dues and assessments deducted in accordance with this article shall be forwarded to the General Secretary of E.T.F.O. at 136 Isabella Street, Toronto, M4Y 1P6 within thirty (30) days of the dues being deducted. The Union shall inform the Board, from time to time, of the amount of such dues and assessments but in no case shall the notification be forwarded to the Board less than thirty (30) calendar days prior to the expected date of change.

L27.02 The payment shall be accompanied by a dues submission list showing the name, Social Insurance

Number, wages earned, dues and assessments deducted, and the number of days worked for each Occasional Teacher from whose wages the deductions have been made. In addition to providing a written copy of this information, the Board shall provide, where available, the information in electronic form. A copy of the above information shall be forwarded to the President of the Local.

L27.03 At the request of the Local and with at least thirty (30) calendar days notice, the Board shall make the

appropriate payroll deduction from an Occasional Teacher’s pay for the purposes of a Local levy. The levy shall be forwarded on a monthly basis to the Treasurer of the Local.

L27.04 The Union shall indemnify and save the Board harmless from any claims, suits, attachments and any

form of liability as a result of such deductions or transmission of information authorized by the Union under Articles L27.01, L27.02 and L27.03.

ARTICLE L28.00 - COPIES OF THE COLLECTIVE AGREEMENT

L28.01 The current Collective Agreement will be available through the Employee Portal. L28.02 The Board shall provide a maximum of twenty-five (25) copies of the Agreement to the President of the

Local at the time of printing of the Agreement.

ARTICLE L29.00 - ACCESS TO BOARD INFORMATION

L29.01 The Board shall provide to the Union a copy of any agendas, minutes and support documents that are available to the public prior to all public Board meetings and public committee meetings.

L29.02 The Board shall provide to the Union and Local, by September 30

th each year, a list stating the total

number of days of elementary short-term and long-term occasional teaching days for the previous school year.

L29.03 The Board shall share pertinent information affecting the negotiation process. L29.04 The Board shall provide the Union with the following information:

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(a) Ministry estimates, financial statements and revised estimates and revised financial

statements, as soon as possible. (b) A statement of the current operating budget, as soon as possible.

ARTICLE L30.00 - PERSONAL INFORMATION

L30.01 Documents Respecting Performance, Conduct or Discipline Copies of any document respecting the performance, conduct or discipline of an Occasional Teacher

shall be given to the Occasional Teacher. L30.02 Signature Not Approval The signature of an Occasional Teacher on any document respecting the performance, conduct or

discipline of that Occasional Teacher shall be deemed to be evidence only of the receipt thereof and shall not be construed as approval of, consent to, or agreement with the contents.

Records Management and Access to Personnel File

L30.03 The primary non-medical personnel file respecting an Occasional Teacher shall be maintained in the

Human Resource Services Department of the Board, recognizing that certain non-medical personnel material may be situated at the Occasional Teacher’s school or workplace. Material in such a file shall be available to the Occasional Teacher for inspection in the presence of appropriate Board personnel at a mutually agreeable time during regular working hours.

L30.04 An Occasional Teacher shall be provided with a copy of all materials contained in her/his personnel file

when so requested. Occasional Teachers shall receive copies of any materials placed in their personnel and school or workplace files which shall normally occur within five (5) school days of the material being filed. Additional copies shall be made available to the Occasional Teacher upon request where the Occasional Teacher has misplaced his/her material.

L30.05 Where an Occasional Teacher authorizes in writing access to her/his personnel and school or

workplace files by a Union Representative acting on the Occasional Teacher’s behalf, the Board shall provide such access at a mutually agreeable time during regular working hours, as well as copies of materials contained therein, if also authorized and requested.

Disputed Contents of Personnel File

L30.06 An Occasional Teacher shall be entitled to dispute the content of documents contained in the personnel

file within twenty (20) days of issuance of the document and to that end the Occasional Teacher may provide to the Board written notice of the dispute which sets forth the Occasional Teacher’s opinion of the error or inaccuracy.

L30.07 If an Occasional Teacher disputes the accuracy or completeness of information in the personnel file,

the Board shall, where possible, within fifteen (15) days from receipt of a written request by the Occasional Teacher stating the alleged inaccuracy, either confirm or amend the information and shall notify the Occasional Teacher in writing of its decision including reasons for that decision. Thereafter, disciplinary documents stand unless altered or removed as a result of a timely grievance or by virtue of the application of Article L30.09.

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L30.08 Where the Board amends information in accordance with Article L30.07, the Board shall at the request

of the Occasional Teacher attempt to notify all persons who received a report based on inaccurate information.

Adverse Material to be Removed

L30.09 Disciplinary material shall be removed from an Occasional Teacher’s personnel file after three (3)

discipline free years where no follow-up has occurred during the three (3) year period unless the Associate Director, Organizational Support Services determines that the discipline was for serious misconduct.

Evaluation reports (and Letters of Concern and Letters of Doubt if utilized) shall be removed from the

Occasional Teacher’s personnel file after six (6) years of teaching without reoccurrence of unsatisfactory performance.

L30.10 Medical Information The Board shall keep any medical information in separate files which may be accessed only by the

Occasional Teacher and appropriate health care professionals.

ARTICLE L31.00 - GRIEVANCE AND ARBITRATION PROCEDURE

L31.01 Informal Discussion An Occasional Teacher who has a complaint relating to the interpretation, application, administration or

alleged violation of the Agreement may discuss the complaint with the Principal or immediate Supervisor. Such a complaint shall be brought to the attention of the Principal or immediate Supervisor within twenty (20) days after the Occasional Teacher becomes aware or should have been aware of the circumstances giving rise to the complaint. The Occasional Teacher and Principal or immediate Supervisor shall complete their informal discussions within five (5) days. Failing resolution of the complaint by informal discussion, the Occasional Teacher may lodge a grievance as provided for herein.

L31.02 Step One An Occasional Teacher desiring to submit a grievance shall, in consultation with the Union, commit the

grievance to writing, setting out the facts of the grievance together with the provisions of the Agreement claimed to have been violated and indicate the relief sought.

The grievance, signed by the grievor and the Union representative, shall be sent to the Associate

Director, Organizational Support Services within twenty (20) days of the Occasional Teacher becoming aware of the circumstances giving rise to the grievance if the informal discussion stage is not utilized or ten (10) days after the informal discussion stage has been completed.

The Associate Director, Organizational Support Services or designate will meet jointly with the grievor

and the Union Representative(s) within fifteen (15) days of receipt of the grievance. Such meeting will normally be held outside of regular school hours.

The Associate Director, Organizational Support Services or designate shall forward a written decision

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to the grievor and Union Representative within fifteen (15) days of the date on which the grievance meeting was held.

Step Two If no settlement is reached, the Union may submit the grievance to arbitration within ten (10) days of

receipt of the response. L31.03 a) Arbitration

When either Party requests that a grievance be submitted to a single Arbitrator, the request shall be conveyed in writing to the other Party to the Agreement indicating the name(s) of a proposed Arbitrator. Within ten (10) days thereafter, the other Party shall respond in writing indicating their agreement with a proposed Arbitrator or suggesting another name(s). If the Parties fail to agree upon an Arbitrator, the appointment shall be made by the Minister of Labour of Ontario upon the request of either Party.

b) Board of Arbitration

When both Parties agree, a grievance may be submitted to a Board of Arbitration. Notification shall be provided in writing to the other Party to the Agreement indicating the name of an appointee to an Arbitration Board. The recipient of the notice shall within five (5) days inform the other Party of the name of its appointee to the Arbitration Board. The two (2) so selected shall, within fifteen (15) days of the appointment of the second of them, appoint a third person who shall be the Chair. If the two (2) appointees fail to agree upon a Chair within the fixed time limits, an appointment as Chair of the Arbitration Board shall be made by the Minister of Labour of Ontario upon the request of either Party. If either Party fails to appoint a nominee to the Arbitration Board, the other Party may request the Minister of Labour of Ontario to appoint such a nominee.

c) Decision of the Arbitrator

An Arbitrator or Board of Arbitration shall endeavour to give a decision within thirty (30) calendar days after the hearing on the matters submitted to arbitration is concluded. The decision of the Arbitrator or Board of Arbitration shall be final and binding upon the Parties and upon any employee or employees affected by it.

d) Powers of the Board

An Arbitrator or an Arbitration Board, as the case may be, has the powers of an Arbitrator or Arbitration Board under the Labour Relations Act.

L31.04 The fees for a single Arbitrator or a Chair of a Board of Arbitration shall be shared equally by the

Parties. L31.05 Discharge Grievance Where an Occasional Teacher has received a termination notice, the Occasional Teacher may file a

grievance at Step One within ten (10) days of written notice of termination.

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L31.06 Policy Grievance The Union and the Board shall have the right to file a grievance or Policy Grievance based on a dispute

arising out of the application, administration, interpretation or alleged violation of the Agreement at Step One with the words of Step One and Two modified as appropriate.

General Guideline

L31.07 “Days” shall mean instructional days. L31.08 Time limits under the grievance and arbitration process are to be adhered to, although the Parties may

extend any such time limits by written, mutual consent. The single Arbitrator or Board of Arbitration has the authority to extend time limits under the grievance procedure in accordance with S.48 (16) of the Labour Relations Act.

L31.09 If the grievor fails to act within the time limits set out at any step, the grievance will be considered

abandoned. L31.10 If the Party against whom the grievance is lodged fails to respond within the time limits, the grievance

shall automatically move to the next step in the process. L31.11 At any time of the grievance procedure either or both Parties may be represented by legal counsel so

long as notification of the use of legal counsel has been submitted to the other Party at least one (1) week prior to any meeting, or such shorter time as the Parties agree.

L31.12 Grievance Mediation Nothing in this article precludes the Parties from mutually agreeing to grievance mediation during any

stage of the grievance procedure. The agreement shall be made in writing and stipulate the name of the person and time for grievance mediation to occur.

Grievance Definition

L31.13 A grievance shall be defined as any question, dispute or difference of opinion involving the interpretation, application, administration or alleged violation of any term, provision or condition of the agreement, including the question of whether a matter is arbitrable. L31.14 An Occasional Teacher’s attendance at a meeting at any stage of the grievance procedure shall be

without loss of pay or any other entitlement. As far as practicable, such meetings shall be held during the school day.

(See also Central Article C4.00 for Grievance Process)

ARTICLE L32.00 - TERMINATION OF EMPLOYMENT

L32.01 A notice of termination of employment from the position of Occasional Teacher with the Board shall be

copied to the President of the Local.

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ARTICLE L33.00 - CRIMINAL BACKGROUND CHECKS

L33.01 Any information the Board receives in connection with such Criminal Background Checks shall be kept

confidential and shall only be disclosed to a) an individual or entity to the extent required by law, and b) the individual who is the subject of the check. Any disciplinary action related to the Criminal Background Check or the Offence Declaration required by regulation may be the subject of a grievance. There shall be no change in existing procedures related to criminal background checks or offence declarations without the agreement of the Union.

ARTICLE L34.00 - TRANSPORTING STUDENTS

L34.01 It is agreed, that an Occasional Teacher shall not be required to transport students or other individuals

in the Occasional Teacher’s personal vehicle or any other vehicle.

ARTICLE L35.00 - REPORT CARDS

(i) Principals shall give Long-Term Occasional Teachers ample notice of any deadlines

associated with the preparation of report cards. (ii) The Board shall provide appropriate training to assist Long-Term Occasional Teachers in the

preparation of report cards. (iii) When a long-term occasional teaching assignment is completed prior to the required date for

report cards to be submitted, the Occasional Teacher may be assigned to assist with the completion of these report cards. In such an event, the Occasional Teacher shall be paid for the time to complete the report cards up to a maximum of one (1) day. The rate of pay shall be the rate the Occasional Teacher received during the long-term occasional teaching assignment.

(iv) No Occasional Teacher shall be requested to do interviews based on another Teacher’s

reports.

(v) Occasional Teachers’ comments can be based only on the time they have spent in the assignment.

ARTICLE L36.00 - DEFINITIONS

L36.01 “Occasional Teacher” means an “Occasional Teacher” as defined in the Education Act. L36.02 “Occasional Teacher List” means a list of all Teachers qualified to teach in Ontario who have been

accepted by the Board to teach as Occasional Teachers in the elementary panel. L36.03 “Long-Term Occasional Teacher” means an Occasional Teacher who is required to teach for a period of

ten (10) or more consecutive teaching days as a substitute for the same Teacher. L36.04 “Short-Term Occasional Teacher” means an Occasional Teacher who is not a Long-Term Occasional

Teacher.

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L36.05 “Elementary Teachers” means the Elementary Teachers, other than Occasional Teachers, employed by the Board in the elementary panel.

L36.06 “Board” means the Thames Valley District School Board and its predecessors. L36.07 “Union” means the Elementary Teachers’ Federation of Ontario (ETFO) acting as the bargaining agent

for all Occasional Teachers employed by the Board in the elementary panel. L36.08 “Local” means the ETFO Thames Valley Occasional Teachers’ Local. L36.09 “Qualified” means qualified in accordance with The Education Act and Regulations made thereunder

and “qualifications” has a corresponding meaning. L36.10 “Day” means a school day unless otherwise stipulated in the Agreement. L36.11 (a) "Seniority" is determined by the accumulated number of days worked as an elementary

Occasional Teacher with the Thames Valley District School Board.

(b) Upon return from a statutory leave, an Occasional Teacher may request an adjustment

to their seniority. The adjustment will be based on the average number of days worked

per year since date of hire.

(See also Central Article C2.00 for Definitions)

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SIGNATURES

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LETTER OF UNDERSTANDING

Occasional Teacher Complement

If the needs of the Board cannot be met by maintaining the present complement of Occasional Teachers, additional Occasional Teachers may be added to the list after consultation with the Local President in order to address: (i) A demonstrated need for Occasional Teachers with specialized Teacher qualifications. (ii) A demonstrated need due to the insufficient numbers of Occasional Teachers available to

serve particular geographic areas. (iii) A demonstrated need due to the insufficient number of Occasional Teachers available in

divisional areas. ___________________________________ ___________________________________ ETFO Thames Valley Occasional Thames Valley District School Board Teachers’ Local

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Discipline Policy

The Board will complete a review of the Progressive Discipline Procedure to ensure the inclusion of Occasional Teachers taking into account the Occasional Teacher Discipline Process and current practices. The Board will complete its review and communicate with the Union by 2009 December 1. ______________________________ ______________________________ ETFO Thames Valley Occasional Thames Valley District School Board Teachers’ Local

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NTIP

The Board will include eligible Occasional Teachers in the induction elements of the New Teacher Induction Program as per Memorandum 2009:B2. ______________________________ ______________________________ ETFO Thames Valley Occasional Thames Valley District School Board Teachers’ Local

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APPENDIX A

Annual and Daily Salary Rates for Long-Term Occasional Teachers

Effective September 01, 2014

Years

Experience Category A Category A1 Category A2 Category A3 Category A4

0 40984 203.13 43892 217.55 45837 227.19 49259 244.15 52479 260.11

1 42983 213.04 46500 230.47 49023 242.98 52788 261.64 56189 278.49

2 45719 226.60 49568 245.68 52347 259.45 56270 278.90 59893 296.85

3 48478 240.28 52757 261.48 55641 275.78 59897 296.87 63771 316.07

4 51434 254.93 55889 277.01 58957 292.21 63729 315.87 68025 337.16

5 53975 267.52 59046 292.65 62218 308.38 67566 334.88 72277 358.23

6 56693 280.99 62176 308.17 65527 324.78 71395 353.86 76533 379.33

7 61238 303.52 65352 323.91 68816 341.08 75229 372.86 80781 400.38

8 64156 317.98 68497 339.50 72111 357.41 79065 391.88 85034 421.46

9 67263 333.38 71670 355.22 75419 373.81 82897 410.87 89287 442.54

10 70372 348.79 76586 379.59 78708 390.11 89382 443.01 94644 469.09

*NOTE: The above rates do not include 4% Vacation Pay which is shown on a separate line on your pay cheque.


Effective September 01, 2016

Years


0 41394 205.16 44331 219.72 46295 229.46 49752 246.59 53004 262.71

1 43413 215.17 46965 232.78 49513 245.41 53316 264.25 56751 281.28

2 46176 228.87 50064 248.14 52870 262.04 56833 281.69 60492 299.82

3 48963 242.68 53285 264.10 56197 278.53 60496 299.84 64409 319.24

4 51948 257.47 56448 279.78 59547 295.14 64366 319.02 68705 340.53

5 54515 270.20 59636 295.58 62840 311.46 68242 338.23 73000 361.82

6 57260 283.80 62798 311.25 66182 328.02 72109 357.40 77298 383.12

7 61850 306.55 66006 327.15 69504 344.49 75981 376.59 81589 404.39

8 64798 321.16 69182 342.89 72832 360.98 79856 395.80 85884 425.67

9 67936 336.72 72387 358.78 76173 377.54 83726 414.98 90180 446.97

10 71076 352.28 77352 383.39 79495 394.01 90276 447.44 95590 473.78


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Effective the 98th

day of 2016-2017

Years


0 41601 206.19 44553 220.82 46527 230.61 50000 247.82 53269 264.02

1 43630 216.25 47200 233.94 49761 246.63 53582 265.57 57035 282.69

2 46407 230.01 50314 249.38 53135 263.36 57117 283.09 60794 301.32

3 49208 243.89 53551 265.42 56478 279.93 60798 301.34 64731 320.83

4 52208 258.76 56730 281.18 59844 296.61 64688 320.62 69049 342.23

5 54787 271.55 59935 297.06 63154 313.02 68583 339.92 73365 363.63

6 57546 285.22 63112 312.81 66513 329.66 72469 359.18 77685 385.04

7 62160 308.09 66336 328.79 69852 346.21 76361 378.47 81997 406.41

8 65122 322.77 69528 344.61 73196 362.79 80255 397.77 86314 427.81

9 68275 338.40 72749 360.57 76554 379.43 84145 417.05 90631 449.20

10 71431 354.04 77739 385.30 79893 395.98 90727 449.68 96068 476.15
