COLLECTIVE AGREEMENT

 

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

-and-

 

THE TEACHERS OF

THE ONTARIO ENGLISH CATHOLIC TEACHERS’ ASSOCIATION

 

 

 

 

September 1, 2008August 31, 2012

 


CONTENTS

 

ARTICLE PAGE

 

 1 - Preamble   1

 2 - Recognition  1

 3 - School Association Representatives  2

 4 - Association Representatives  2

 5 - Association Representation on Joint Committees  2

 6 - Duration  3

 7 - Legislative Framework   3

 8 - Probationary   3

 9 - Placement on Salary Schedule  3

10 - Payment of Salary  4

11 - Responsibility Allowance  4

12 - Health and Welfare Benefits   5

13 - Sick Leave  6

14 - Long-Term Disability  6

15 - Workers’ Compensation  7

16 - Pregnancy/Parental Leave/Adoption Leave  8 

17 - Leaves of Absence  8

17.01 Long -Term   8

17.02 Short -Term   9

17.03 Personal   9

17.04 Compassionate   9 

17.05 Bereavement   9

17.06 Professional Development  10

17.07 Federation Leave 10

17.08 Absence Of Teacher In Quarantine 11

17.09 Absence By Reason Of Being A Juror Or Witness 11

17.10 Absence Due To Inclement Weather/Emergency Situations 11

18 - S.E.B. Plan for Maternity Leaves 11

19 - Sabbatical Leave 11

20 - Self Funded Leave Plan 12

21 - Teacher In Charge (Designated Teacher) 13

22 - Acting Administrator 14

23 - Length of School Year 14

24 - Length of School Day 15

25 - Preparation and Planning Time 15

26 - Gratuity Plans 16

27 - Grievance Procedure 18

28 - Just Cause 20

29 - Evaluation Procedures 20

30 - College Of Teachers’ Complaints 20

31 - Non-Discrimination 20

32 - Assault upon Teachers 20

33 - Harassment Procedures 20

34 - Seniority 21

35 - Transfers  22

36 - Redundancy 23

37 - Right of Recall 23

38 - Resignation Dates  24

39 - Part Time Teaching  24

40 - New Positions on Staff 25

41 - Continuing Education 25

42 - Personnel File  26

43 - Medical Procedures 26

44 - Course Subsidies 26

45 – Lunch Hour 26

46 – Health & Safety  27

 

Letter of Understanding  Performance Appraisal Process 29

Letter of Understanding – Offence Declarations 30

Letter of Understanding – Mentoring 31

Letter of Understanding – Teacher Performance Appraisals  32

Letter of Understanding Meetings 33

Letter of Understanding – Supervision 34

Letter of Understanding – Benefits Committee 35

Letter of Understanding – Preparation Time 36

Letter of Understanding – Student Success 37

Letter of Understanding – Joint Level Staffing Committee 38

Letter of Understanding – Joint Professional Development Committee 40

Appendix A Salary Grids    42

Appendix B Gratuity Plans   44

Appendix C – Termination Benefit 46

 

 


ARTICLE 1 – PREAMBLE

 

 

1.01  The Northwest Catholic District School Board and the Northwest OECTA Bargaining Unit are committed to improve student achievement, reduce gaps in student outcomes and increase confidence in publicly funded education.

 

Whereas it is the common goal of the Board and the Teachers to provide the best possible Catholic educational service for the children of this area; and

 

Whereas to achieve that common goal, it is essential that the Board and the

Teachers maintain the harmonious relationship, which exist between them;

 

It is the desire of the Board and the Teachers to set forth in this Agreement the

salaries, allowances, and certain of the conditions of employment which govern

the Teachers.

 

ARTICLE 2 - RECOGNITION

 

2.01 OECTA is the sole and exclusive bargaining agent for Teachers in the employ of

the Board.

 

2.02 The Bargaining Unit includes every Teacher as defined in the Education Act, Part X.1 other than an occasional Teacher who is assigned to one or more Board sites to perform teaching duties all or most of the time.

 

2.03 The Board recognizes the right of the Teachers to appoint and authorize OECTA

or such other organization or individual as the Teachers deem appropriate, to

advise and represent the Teachers and to negotiate on their behalf.

 

2.04 The Teachers recognize the right of the Board to appoint and authorize the

Trustees’ Association or such other organization or individual as the Board deems to advise and represent the Board and to negotiate on its behalf when appropriate.

 

2.05 The spokesperson for the Teachers on all contract matters other than negotiations shall be the Unit President or his/her designate.

 

2.06 All clauses in the agreement shall be deemed permanent. Any amendment,

addition or deletion to the terms herein shall be by mutual consent between the

Teachers and the Board, or their authorized agents.

 

2.07 All benefits provided by this agreement become effective when a Teacher is hired with the Board, and terminates when a Teacher’s resignation becomes effective.

 

2.08 The Board shall make available to the authorized Teachers’ representatives on/or before September 30, the qualifications, experience, total salary and manner of calculation of each Teacher employed by the Board. For any Teacher employed subsequent to September 30, the same information shall be available within forty-five (45) days.

 

2.09 Each Teacher shall receive a copy of the agreement within forty-five (45) days after the conclusion of negotiations.

 

2.10 Both parties recognizes that there shall be no strike or lock-out during the term of

this agreement. The terms “strike” and “lockout” shall be defined in the Ontario

Labour Relations Act.

 

2.11 Notwithstanding Article 2.08, the Board shall notify the Association, in writing, the names of any teacher and their work location who are employed subsequent to September 30th, within five (5) working days following the commencement of employment.

 

ARTICLE 3 - SCHOOL ASSOCIATION REPRESENTATIVES

 

3.01 The Board recognizes the appointment or election of the Teachers of one or more Association representative(s) at each school or worksite.

 

3.02 The Association shall forward such a list of Association representatives to the

Board by September 15 of each year.

 

3.03 The Board agrees to provide bulletin board space at each school or worksite for

the exclusive use of the Association to post notices and other relevant  information.

 

3.04 A Teacher may request the attendance of the Association representative at any meeting with the administration of the Board or school.

 

3.05 The meeting shall be scheduled during the school day outside of instructional time, and the Association representatives shall be relieved of their assignments to attend such meetings.

 

A meeting where the purpose of the meeting is for disciplinary action may take place outside the school day.

 

3.06 The Teacher and the Association representative shall suffer no loss of pay or any other entitlement as a result of such attendance.

 

ARTICLE 4 - ASSOCIATION REPRESENTATIVES

 

4.01 The Association shall forward a list of the unit officers to the Board by September

15 of each year.

 

ARTICLE 5 - ASSOCIATION REPRESENTATION ON JOINT COMMITTEES

 

5.01 Where the Board establishes a committee requiring OECTA representation, the  OECTA member shall be appointed by the unit executive at the request of the  Board.

 

ARTICLE 6 - DURATION

 

6.01 This collective agreement is effective September 1, 2008 and shall continue in force up to and including August 31, 2012, and shall continue automatically thereafter for annual periods of one year unless either party notifies the other, in writing, within the period commencing April 1 prior to the expiration date that it desires to negotiate with a view to renewal, with or without modification of this Agreement, in accordance with the Ontario Labour Relations Act.

 

ARTICLE 7 - LEGISLATIVE FRAMEWORK

 

7.01 This collective agreement is subject to the provisions of the Education Act, the Employment Standards Act, the Occupational Health and Safety Act, the Ontario Labour Relations Act, the Human Rights Code, the Workplace Safety and Insurance Act, the College of Teachers Act, Teaching Profession Act, Safe School Act, and all regulations thereunder.

 

ARTICLE 8 - PROBATIONARY

 

8.01 A Teacher with three (3) or more years of experience shall be considered on probation for the first year of employment.  

 

8.02 A Teacher with less than three (3) years of experience shall be considered on probation for the first two (2) years of employment.

 

ARTICLE 9 - PLACEMENT ON SALARY SCHEDULE

 

9.01 Teacher category placement on the salary schedule shall be according to the Qualifications Evaluation Council of Ontario (Q.E.C.O.) Program 5.

 

9.02 Qualified teachers shall be paid in category A1 until such time as they provide proof of a different category classification. Unqualified teachers shall be paid in category A0 until such time as they provide proof of a different category classification.

 

9.03 When a Teacher is reclassified to a higher level by Q.E.C.O. Program 5, the salary adjustment shall be retroactive to the first day of the school year during which notice of reclassification is given to the Board, provided that notice is given before December 31 of that year, and provided qualifications are effective September 1 of that year. If notice is given after January 1 and before June 30, the salary adjustment will take effect on January 1 of that year, otherwise, salary adjustment becomes effective the first day of the month following reclassification.

 

9.04 a) A teacher will be placed on the salary grid September 1st according to recognized years of teaching experience.

 

b) Recognized teaching experience includes full or regular part-time teaching in an elementary or secondary school operating under the jurisdiction of a school board or school authority established under legislation of a Province of Canada or the Government of Canada.

 

c) Recognized teaching experience also includes full or regular part-time teaching in an elementary or secondary school operating under the jurisdiction of a school board or school authority established under legislation of a government outside of Canada, where the board recognizes such experience as equivalent to experience described in b) above.

 

d) Teaching experience shall include experience as a long-term occasional teacher and for teachers hired effective September 1, 2008 only, experience gained as an Occasional Teacher.

 

100 Occasional Teaching days in any one school year shall constitute one year of teaching experience.

 

e) Incomplete years of Teaching and Long Term Occasional Teaching will be accumulated and recognized for experience to the nearest full year based on the number of days worked. One year will be considered to be 194 days worked so that any accumulation of 97 days or more will be rounded up and an accumulation of less than 97 days will be rounded down.

 

ARTICLE 10 - PAYMENT OF SALARY

 

10.01 (See Appendix A) Increase Salary Grid as follows:

September 1, 2008 – 3%

September 1, 2009 – 3% increase of previous grid

September 1, 2010 – 3% increase of previous grid

September 1, 2011 – 3% increase of previous grid

 

10.02 Teachers’ salaries will be paid in twenty-six instalments on alternate Fridays. However, for the 2005/2006 school year there will be twenty-seven instalments on alternate Fridays.

 

10.03 When the school year starts in August, the school days during that month will be paid at the rate effective on September 1 of the same year.

 

10.04 Teachers and coordinators who are requested to travel between schools shall be paid a metrage allowance in accordance with Board Policy.

 

10.05 The Board shall deduct from the salary of each Teacher the amount of regular Association dues uniformly and regularly levied in respect of each Teacher in accordance with the by-laws of the Association and to remit such deductions by the15th of the month following the month in which the dues were deducted.

 

ARTICLE 11 - RESPONSIBILITY ALLOWANCE

 

11.01 A Coordinator shall have up to full time release from teaching duties. No one who is presently assigned (i.e. on June 1, 2002) as a coordinator shall have their present assignment as a coordinator reduced for the term of the appointment. In addition to the scheduled salary a coordinator shall be paid a responsibility allowance $3,120 for 2008/09, $3,213 for 2009/10 and $3,310 for 2010/11 and $3,409 for 2011/12. The allowance will be prorated based on percentage of time worked as a coordinator.

 

11.02 Although the Board has the sole right to create or designate a new position which comes within the scope of this Agreement, it is agreed that the salary and the additional allowance for such a position shall be arrived at by consultation with representatives of the Association before the new position is advertised.

 

ARTICLE 12 – HEALTH AND WELFARE BENEFITS

 

12.01 It is agreed that the Board in making available the benefit plans set out in this article will administer the benefit plans but will not accept the responsibility as an insurer. The benefit plans are underwritten by insurance companies and the actual provisions of the policies issued shall govern each plan. A copy of the group master policy or policies will be given to the president of the local unit. The Board shall provide an information brochure on the insured benefit plans to every insured teacher as needed, or in the event of a change in carrier.

 

12.02 The Board agrees to continue the agreed level of benefits during the term of this agreement.

 

12.03 Group Term Life and Accidental Death & Dismemberment Insurance – The Board will pay 100% of the current premium cost for a group term life insurance policy  having a face value of $125,000 for each eligible employee.

 

12.04 Optional Life Insurance – Subject to the approval of the insurance carrier, optional life insurance shall be available in units of $10,000 to a maximum of $200,000 provided that the employee pays 100% of the premium costs.

 

12.05 Spousal Life Insurance – Subject to the approval of the insurance carrier, spousal life insurance shall be available in units of $10,000 to maximum of $200,000 provided that the employee pays 100% of the premium costs.

 

12.06 Extended Health Care – The Board will pay 100% of the current premium cost for an extended health care plan that shall include:

 

Vision Care – maximum payment of $275 every two (2) years for employee, spouse and $200 every 12 months for dependent children

Drug Plan – Pay Direct including over-the-counter drugs

Semi-Private Hospital Benefit

Supplementary Health Care Benefit

 

12.07 Dental Plan – The Board will pay 100% of the current premium cost for a dental plan that shall include:

- routine services covered 100% and dentures and major restorative 50/50 co-insurance to a combined maximum of $1,000 annually

- Effective September 1, 2007 basic services covered 100% and major restorative 50/50 co-insurance to a combined maximum of $1,500 annually

- orthodontics with 50/50 co-insurance and $2,000 life-time maximum (for dependent children only)

- current O.D.A. schedule of fees

 

12.08 The Board will pay 100% of the premium costs of benefits for those teachers

  working half-time or more.

 

ARTICLE 13 - SICK LEAVE

 

13.01 The Board shall, on September 1 of each school year, credit each Teacher with twenty (20) days sick leave.

 

13.02 Part-time Teachers and those Teachers commencing employment after the first day of the school year shall be calculated on a pro-rata basis.

 

13.03 Unused days of sick leave shall accumulate to a maximum of 230 days. For employees currently in excess of 230 days of accumulation on June 30, 1998, the cap shall remain at 240 days.

 

13.04 In calculating the number of sick leave credits for a Teacher in any year, the Board shall first deduct credits from the twenty days referred to in 13.01 above and then from any accumulated sick leave from previous years.

 

13.05 Each Teacher shall be entitled to have 100% of the unused portion of the Teacher’s annual sick leave of twenty (20) days transferred June 30 to the Teacher’s cumulated sick leave plan.

 

13.06 After the annual sick leave of twenty (20) days has been used in any school year, each eligible Teacher shall receive pay under this cumulative sick leave plan for absence caused by sickness, quarantine, disability and other reasons as agreed upon between the Teachers and the Board.

 

13.07 Teachers participating in a cumulative sick leave plan with another school board shall be credited with the full number of credited days to a maximum of 230 days when hired by the Board.

 

13.08 A medical certificate of proof of illness may be required after three (3) days of absence due to illness. If the Board requests a medical certificate, the cost will be reimbursed by the Board.

 

13.09 The Board shall provide each Teacher with a statement of his/her sick leave credits by October 15 of each school year. This statement will include the Teacher’s accumulated sick leave credits to the end of the previous school year.

 

ARTICLE 14 - LONG-TERM DISABILITY

 

14.01 The Board shall administer the LTD plan on behalf of the local bargaining unit.

 

14.02 The local bargaining unit has full authority in determining the terms and conditions of the LTD plan and in selecting the insurer for the plan.

 

14.03 Where the local bargaining unit 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 the changes at least thirty (30) days prior to the date the changes are to be implemented.

 

14.04 Participation in the LTD plan is mandatory for all new hirees of the local bargaining unit effective January 1, 1998, subject to the eligibility requirements provided under the plan.

 

14.05 LTD premiums are paid by members of the local bargaining unit through payroll deductions.

 

14.06 A Teacher retains full entitlement to all benefits provided under Section 12 of the collective agreement during the LTD qualifying period and while receiving LTD benefits.

 

14.07 A Teacher absent from work and receiving LTD benefits maintains his/her employment with the board and the period of absence is an authorized LTD leave of absence. During this period, the member continues to accrue seniority.

 

14.08 The Board agrees to participate in early intervention and return-to-work rehabilitation programs initiated on behalf of disabled members.

 

14.09 The Board, in consultation with the local bargaining unit, shall develop and maintain a modified work program in accordance with Board policy to oversee and accommodate the effective return to active employment of Teachers who have become disabled.

 

ARTICLE 15 - WORKERS’ COMPENSATION

 

15.01 A teacher who is injured in the course of their duties will have their Workers’ Safety Insurance salary award supplemented from their sick leave credits to provide for payment of their full salary, until the sick leave credits have been exhausted. In the event a teacher does not wish to use their sick leave credits in this manner, they shall receive their Workers’ Safety Insurance salary award, and there shall be no deduction from their sick leave credits. Written notification selecting this latter option must be given to the Board at the time the accident is reported.

 

The Board agrees that there will be no reduction in any employment benefit due to absence because of sickness or injury which has risen out of or in the course of the teacher’s employment, including but not limited to seniority, pension and/or sick leave credits, and health benefits.

 

15.02 Where a Teacher receives workers’ compensation benefits as determined by the Workers’ Safety and Insurance Board, such payments shall be directed to the Board. The difference between the Teacher’s full salary and the Workers’ Safety Insurance Board payment shall be charged against sick leave on the basis of ¼ day for each day’s absence. Once accumulated sick leave has been completely used up the Teacher shall receive Workers’ Safety Insurance Board payments only.

 

15.03 Upon written consent from the Teacher, the Board shall provide the local bargaining unit with a copy of the Teacher’s report of the injury or disease (Form 7) when submitting such form to the Workers’ Safety and Insurance Board.

 

15.04 The Board agrees to provide to the Local Bargaining Unit and the injured Teacher any return to work plan or any other prescribed information and/or correspondence between the Board and the W.S.I.B. regarding a Teacher’s W.S.I.B. claim.

 

ARTICLE 16 - PREGNANCY/PARENTAL/ADOPTION LEAVE

 

16.01 The Board shall make available to any employee, Pregnancy and/or Parental /Adoption leave in accordance with the Employment Standards Act of Ontario. During the statutory portion of the pregnancy/parental/adoption leave the Board shall pay 100% of the premium costs of benefit plans in which the employee is enrolled.

 

Where a Teacher is granted a special leave by the Board to extend the

Pregnancy/Parental/Adoption Leave as established under the Ontario Employment

Standards Act, the Teacher, subject to the terms of the carrier, shall be entitled

to maintain enrolment in the benefit plan for the duration of the extended leave.

 

The request for maintaining benefits must be made by the Teacher at the time

the request for the special leave is made to the Board. The cost for maintaining

the benefits is the responsibility of the Teacher.

A teacher may be granted an extended leave not to exceed a period of two (2)

years following the pregnancy/parental/adoption leave.

 

A Teacher shall be granted a special leave, with pay and no deduction from sick leave credits, to a maximum of five (5) days for needs directly related to the adoption of a child.

 

16.02 Paternity Leave

A male Teacher shall be granted a special leave with pay and no deduction from sick leave credit, to a maximum of two (2) days for needs directly related to the birth of his child.

 

ARTICLE 17 - LEAVES OF ABSENCE

 

17.01 Long-Term Leave Of Absence

A long-term leave of absence may be requested by a Teacher provided that the request is in writing to the Director. Terms and conditions pertaining to the requested leave of absence shall be by mutual agreement in writing, between the Teacher and the Board. One of the conditions required for the approval is the Teacher agrees to notify the Board in writing of his/her intentions to return for the forthcoming school year (if leave is to continue beyond the end of the current year) as follows:

 

a) for a leave of absence which is to commence at the beginning of a school year and continue for the entire school year, the Teacher agrees to notify the Board by March 31 (during the year of absence);

 

b) for a leave of absence other that (a) above, the Teacher agrees to notify the Board by a mutually acceptable date agreed to by both parties.

 

A Teacher on a long term leave of absence may participate in any of the Board’s group benefit plans during the leave of absence provided the Teacher pays the full cost of the premiums and also provided all terms and conditions of the leave of absence are complied with as mutually agreed upon and provided that the carrier permits it.

 

17.02Short-Term Leave Of Absence

A short-term leave of absence of up to five (5) consecutive teaching days may be granted by the Director of Education. This leave will be without pay.

 

17.03Personal Leave

a) Two days of absence for personal reasons shall be available for every Teacher without loss of salary. The leave shall be granted by the Principal at mutually agreeable times subject to the availability of occasional teachers.

 

b) Personal leave days are not cumulative from year to year.

 

c) Personal leave days will not be taken during the first two days or the last two days of the school year.

 

17.04 Compassionate Leave

When a Teacher is required to be absent due to the serious illness of a relative or a close friend, a leave of absence of one (1) teaching day shall be granted. Two (2) additional days may be granted without loss of salary. In the event that the Director is unavailable, the local principal may make the decision. Compassionate leave without loss of salary may be extended up to two (2) more days at the discretion of the Director if travel beyond 200 km is required.

 

17.05 Bereavement Leave

Bereavement leave of up to five (5) consecutive school days with pay shall be granted for bereavement in the family. Immediate family shall mean: spouse, parents, step-parents, guardians, children, step-children, siblings, grandparents, grandchildren, fiancé and the immediate family of the spouse.

 

If a Teacher is required to be absent because of the death of a close friend or relative, he/she may be granted up to two (2) days without loss of pay or deduction from sick leave credit.


17.06 Professional Development Leave 

Teachers shall be granted, subject to prior approval by the Director of Education, leave of absence with pay to attend professional development workshops sponsored by the Bargaining Agent. Any supply Teacher costs will be assumed by the Board.

 

17.07 Federation Leave

1. Upon written request of the Unit Executive, the Board shall grant a leave of absence from educational duties for the following school year for the President of the local OECTA Unit.

 

2. a) The President of the OECTA Unit shall select either a full-time or part-time leave and shall notify the Board of said request prior to April 30, 1999, and April 15 of each year thereafter.

 

b) If any leave is to be less than full-time then the Teacher, in consultation with the Director, shall be granted leave on one of the following basis:

 

§ full day, alternate school days; or

§ half day, every school day; or 

§an alternate plan.

 

3. All salary and benefits shall be paid by the Board to the President during the period of leave in a manner consistent with the collective agreement. OECTA shall reimburse the Board for the salary and benefits of the Teacher while on leave.

 

4. Seniority, experience and sick leave credits shall continue during the leave.

 

5. In the event that the President is unable to perform his/her duties for a period of more than twenty (20) consecutive school days due to injury or illness, and makes an application and qualifies for LTD benefits, the Unit may appoint another Teacher as Interim President until the President is able to return to his/her duties as President.

 

6. The Board shall grant a leave to the Teacher named by the Association as Interim President during the period the appointment noted 17.07 (5) above.

 

7. Up to forty (40) paid leave days per school year will be available for Teachers to participate in Federation sponsored activities. Upon notification by the Association the Principal shall make every reasonable effort to obtain a supply teacher. If a supply teacher is not available, the leave shall only occur by mutual agreement between the Association and the Principal. It is understood that release time for the Unit President and the Negotiating Team is not included in the count for the forty (40) days.

 


17.08 Absence of Teacher In Quarantine

Every Teacher is entitled to salary despite absence from duty in any case where, because of exposure to communicable disease, the Teacher is quarantined or otherwise prevented by the order of the medical health authorities from attending upon his or her duties. The days shall not be deducted from sick leave credits.

 

17.09 Absence By Reason Of Being A Juror or Witness

A Teacher is entitled to salary despite absence from duty by reason of a summons to serve as juror, or a summons as a witness in any proceeding to which the Teacher is not a party or one of the persons charged, provided that the Teacher pays to the Board any fee, exclusive of traveling allowances and living expenses, that the Teacher receives as a juror or as a witness. The days shall not be deducted from sick leave credits.

 

17.10 Absence Due To Inclement Weather/Emergency Situations

Absences due to inclement weather/emergency situations shall be administered in accordance with Board policy.

 

17.11Requests for leaves under sections 17.04, 17.05, 17.10 shall not be unreasonably denied.

 

ARTICLE 18 – S.E.B. PLAN FOR MATERNITY LEAVES

 

18.01 Maternity Leave top up and SEB Plan

The Board will pay a weekly benefit for the eight weeks immediately following the birth of a child. The first two (2) weeks will cover the waiting period and will be paid at 75% of the teacher’s normal weekly earnings providing the Teacher complies with the conditions in the SEB Plan and a loss of earnings has occurred.

For the following six (6) weeks the Board will top-up the EI benefits to 100% of the teacher’s normal weekly earnings. There will be no deduction from the sick leave accrual. Normal weekly earnings shall be defined as the annual salary divided by 52. This plan shall be subject to approval by HRDC.

 

ARTICLE 19 - SABBATICAL LEAVE

 

19.01 This program is established for the purpose of recognizing Teachers who are giving outstanding service and of offering them an opportunity for enrichment, which in turn will benefit the Northwest Catholic District School Board.

 

19.02 Sabbatical Leave shall mean a one-year leave of absence, granted at the Board’s discretion, on application by a Teacher for purposes of study and/or research. Any Teacher who has five or more years of service with this Board or its predecessors is considered eligible to apply.

 

19.03 A Teacher granted Sabbatical leave shall retain his/her standing on the staff and is entitled to an increment, if applicable, for the year he/she is on leave.

The year of leave will count as teaching service for the purposes of Article 35, Surplus Staff.

 

19.04 The salary while on Sabbatical Leave shall be seventy-five (75) percent of the scheduled salary normally received during the leave period, payable as a monthly salary, which is considered a loan payable to the Board until the Teacher produces evidence of having successfully completed the course for which Sabbatical Leave was granted.

 

ARTICLE 20 - SELF FUNDED LEAVE PLAN

 

20.01 The X over Y plan affords Teachers the opportunity of taking up to one (1) year’s leave of absence without pay and, through deferral of salary, to finance the leave. The Plan allows a Teacher to teach “X” years over a “Y” period with the leave in the final year of the Plan.

 

20.02 The Teacher, in application, shall indicate the “X” and “Y” components desired. However, the final determination of the “X” and “Y” components shall be made in consultation with the Director of Education and in accordance with the total Plan’s requirement for a balance between leaves commencing and leaves returning. The number of leaves approved for any school year may be restricted by the Board.

 

20.03 Qualifications

Any Teacher with the Board is eligible to participate in the Plan.

 

20.04 Application

a) Applications for participation in the Plan must be filed with the Human Resources Administrator no later than May 31 of the school year prior to the school year in which the Plan will commence.

 

b) Written acceptance or denial for such application will be forwarded to the

Teacher by June 30 of the school year in which the Plan will commence.

 

c) Acceptance of a Teacher’s application will not be unreasonable withheld by the Board.

 

20.05 Implementation of the Plan

The financial arrangements for funding the year of leave shall be arranged by

mutual agreement between the Teacher and the Board:

 

a) Each Teacher in the Plan shall sign an agreement with the Board. The agreement shall specify the terms and conditions agreed to by the Teacher and the Board.

 

b) A trust account will be established by the Board at a chartered bank for each participant in the Plan. The money to be deducted from each participant’s bi-weekly pay will be deposited to this account where it shall be retained and accumulate interest until the year of the leave or the dissolution of the agreement between the Board and the Teacher.

 

c) In each year of the Plan, preceding the year of the leave, a Teacher will

deposit a percentage of the appropriate grid salary and applicable

allowances in accordance with the agreement.

 

d) During the year of leave the accumulated funds in the Teacher’s account will be paid to the Teacher. Subject to the conditions of the insurance carrier, a Teacher may continue coverage of existing benefits in accordance with Article 12 for the year of the leave under this Plan by paying 100% of the premiums.

 

20.06 Terms of Reference

a) The Board shall place the Teacher, upon return to duty, in a position

equivalent to that held at the commencement of the leave of absence.

 

b) Sick leave credits will not accumulate during the year spent on leave.

Upon return, the Teacher shall be credited with the same number of sick

leave days accumulated before going on leave.

 

c) Leave taken under the Plan shall be treated as a year of teaching

experience for seniority purposes only.

 

d) Teachers declared redundant in any year of the Plan will be required to

withdraw. Any accumulated funds will be paid to the Teacher, subject to

the regulations of the financial institution.

 

e) A Teacher may withdraw from the Plan effective August 31, by giving

written notice to the Employer by the preceding April 1, except in the

calendar year in which the leave is due to commence, in which case the

written notice must be given by the preceding January 1.

 

e) Where it can be demonstrated to the Board by a Teacher who is a participant in the Plan, that a financial emergency exists, or where a Teacher who is a participant in the Plan is identified as being redundant, the notice period shall be waived and the accumulated funds shall be released to the Teacher within sixty (60) days. In the case of the death of a Teacher who is a participant in the Plan, the accumulated funds shall be paid to the Teacher’s estate, providing the consents of releases have been obtained.

 

20.07 This plan will be administered in accordance with Revenue Canada regulations.

 

ARTICLE 21 - TEACHER IN CHARGE (Designated Teacher)

 

21.01 The parties recognize that from time to time school administrators (Principals and Vice Principals) may be absent temporarily from their duties. To accommodate these situations, a Teacher may be designated a “Teacher in Charge” at a school.

 

21.02 A “Teacher in Charge” will remain a member of the bargaining unit for the duration of the duties assigned and will retain all rights and privileges accorded under the terms of the Collective Agreement.

 

21.03 “Teacher in Charge” shall be compensated at the daily rate of $58.71 in 2008/09 and $60.47 in 2009/10, and $62.28 in 2010/11 and $64.15 in 2011/12.

 

21.04 Such assignments shall not exceed three (3) consecutive school days except with the approval of the Association. Such assignments shall not exceed forty (40) school days in total per year per school. Any extension of this period shall be with the approval of the Association.

 

21.05 The Board may replace any Teacher designated as a “Teacher in Charge” with an occasional Teacher on the assigned day when the absence is one day or less. The Board shall replace any Teacher designated as a “Teacher in Charge” with an occasional Teacher on the assigned days when the absence is greater than one consecutive day.

 

21.06 No Teacher shall be assigned without his or her consent.

 

ARTICLE 22 - ACTING ADMINISTRATOR

 

22.01 The Board may assign a Teacher the duties of an administrator (principal/vice-principal) for a temporary period of time not to exceed forty (40) consecutive school days.

 

22.02 Any extension of this period shall only be with the approval of the Association.

 

22.03 “Acting Administrator” shall be compensated at the daily rate of $58.71 in 2008/09 and $60.47 in 2009/10, and $62.28 in 2010/11 and $64.15 in 2011/12.

22.04  

 

22.05 No Teacher shall be assigned the duties of an administrator without his/her consent.

 

22.06 Acceptance by the Teacher of such temporary duties shall not interrupt the accumulation of seniority rights under the provisions of this Collective Agreement.

 

22.07 All other provisions of this Collective Agreement shall apply to the Teacher during such period of temporary absence.

 

22.08 Any Teacher assigned such duties shall not participate in the evaluation of another member of this bargaining unit.

 

22.09 The Board agrees to replace any Teacher who accepts an Acting Administrator position for a temporary period as described in Article 22.01 and 22.02 above with an occasional Teacher.

 

ARTICLE 23 - LENGTH OF SCHOOL YEAR

 

23.01 The length of the school year shall be defined in accordance with the Ontario Education Act and regulations.

 

 

23.02 Where the Board extends the Teacher’s work year beyond 194 workdays, Teachers shall be paid the daily rate for those days in accordance with the collective agreement.

 

ARTICLE 24 - LENGTH OF SCHOOL DAY

 

24.01 The length of the school day shall be in accordance with the Ontario Education Act and regulations.

 

24.02 No Teacher will be disciplined for refusal to perform voluntary activities. 

 

 

ARTICLE 25–PREPARATION AND PLANNING TIME

 

25.01 Effective September 1, 2008 each full-time Teacher will receive a minimum of 200 minutes per week of planning and preparation time. It is understood that preparation time is self directed, to be used by the Teachers on a Board site.

 

In addition to the above, for the 2008/09 school year only, three (3) half days shall be used for report card preparation. Said days will be used by Teachers on a Board site. It is understood that Principals will not assign duties on these days. The days will be taken through mutual agreement between the Teacher and the Principal. 

 

Part-time Teachers will receive planning and preparation (assigned in-school time and block days) on a pro-rata basis.

 

25.02 Effective August 31, 2009, each full-time Teacher will receive a minimum of 210 minutes per week of planning and preparation time. It is understood that preparation and planning time is self directed, to be used by the Teachers on a Board site.

 

Part-time Teachers will receive planning and preparation on a pro-rata basis. 

 

The number of minutes will increase as follows:

 

 September 1, 2010 - 220 Minutes

 September 1, 2011 - 230 Minutes

 August 31,  2012 -  240 Minutes

 

25.03 Notwithstanding other provisions in this Collective Agreement, the Board may assign the additional teaching staff generated by the increase in elementary teacher preparation time above the 2008/09 level, to enable full-time school-based teaching assignments in the Arts in more than one elementary school. This shall be done in consultation with the Board-level Staffing Committee.

 

25.04 Notwithstanding other provisions in this Collective Agreement, the additional weekly minutes of preparation time above the 2008/09 level, generated within 20 consecutive instructional days, may be aggregated to provide for meaningful blocks of preparation time for Teachers.


 

25.05 Elementary Release Time for Assessment, Evaluation and Report Cards.

 

a) In the 2009/10 school year, one (1) Professional Activity Day will be designated for the purpose of assessment and completion of report cards at the elementary level. Effective September 2010, two (2) Professional Activity Days will be designated for the purpose of assessment and completion of report cards at the elementary level.

 

b) In addition in the 2009/10 school year one half of one Professional Activity Day will be designated for the purpose of assessment and completion of report cards at the elementary level.

 

 

c) In addition in the 2010/11 school year and on a go-forward basis, one (1) Professional Activity Day will be designated for the purpose of assessment and completion of report cards at the elementary level provided there are three reporting periods.

 

The parties agree that the scheduling of the Professional Activity Days for the purpose of assessment and completion of report cards at the elementary level will be within the purview of the Joint Board Professional development Committee.

 

25.06 Elementary Teacher Supervision

a)  Elementary Teachers shall be available to students in their classroom fifteen minutes prior to the first scheduled class of the day and five minutes prior to the first scheduled class in the afternoon. Such time shall not constitute supervision/on-call or instructional time. Any assigned supervision duty during the times as outlined above, such as but not limited to, bus duty, hall duty, and/or yard duty shall constitute supervision.

 

b) The maxima of supervision minutes for elementary Teachers will be as follow:

 

2008/09 - 100 minutes per week

2009/10 - 90 minutes per week

2010/11 – 80 minutes per week

2011/12 – 80 minutes per week

 

The introduction of the maxima described above shall not increase the Collective Agreement provisions or current practice during the 2007/08 school year, where such conditions may be more favorable.

 

ARTICLE 26 - GRATUITY PLANS

 

26.01 Teachers who were employed by a predecessor Board and the Northwest Catholic District School Board prior to December 31, 1998, and who were covered by a predecessor Collective agreement, shall continue to have the Retirement Gratuity provision in the collective agreement that applied to them prior to December 31, 1998, continue to apply. (See Appendix B – Article 7.03 – Fort Frances-Rainy River District; Article 11 – Dryden District)

 

26.02 Teachers commencing employment with the District Board after December 31, 1998, who were not employed with a predecessor Board and the District Board in the 1997/98 school year are entitled only to the following Retirement Fund:

a) The Board shall pay into a reserve fund for the purpose of funding retirement benefits for Teachers hired after December 31, 1998 $350.00 per each completed school year for each Teacher who was hired after December 31, 1998 (prorated for part-time Teachers).

 

b) A Teacher hired after December 31, 1998 with ten (10) or more consecutive years of service without intervening employment with the Northwest Catholic District School Board who retires due to:

i) death

ii) permanent disability; or

iii) is eligible for receiving superannuation or commuted value pension from the Teachers’ Pension Plan Board shall receive an amount as follows:

 n  x That Teacher’s Fund

200

“n” is the number of unused sick leave credit days at the time of retirement not to exceed 200.

 

c) A Teacher shall not be entitled to more than 50% of his/her annual salary at the time of retirement.

 

d) The allowance for retirement shall be paid in three (3) equal annual installments commencing the first month of the calendar year following the retirement of the employee unless the Board and the recipient agree upon an alternative method of payment.

 

e) In the event of the death of a retired Teacher receiving retirement fund payments, the unpaid balance will be paid to the deceased’s estate.

 

f) The Board and the Association make no warranties, representations or guarantees on the rate of return on investments.

 

26.03 The parties shall meet a minimum of once per year for the purpose of monitoring the affairs related to the funds described in Article 26.02 and making recommendations, if necessary, to the respective parties.

 

26.04 The parties will, by mutual consent, meet for the purpose of exploring alternative models for funding the gratuities identified in 26.01.

 

26.05 Only those Teachers employed under the Dryden District RCSS Board predecessor Agreement as of December 31, 1998 will access Termination Benefits as written in Article 11.03 of the predecessor Agreement. (See Appendix C)

 

26.06 Upon the death of a Teacher, the widow/widower may participate in the Teachers’ Group Benefits Plans, for one year from the date of death by paying directly to the Board the total costs of the plans provided that:

 

1) premiums are not adversely affected; and

2) it is allowed by the carrier.

 

ARTICLE 27 - GRIEVANCE PROCEDURE

 

27.01 A grievance is defined as any dispute between the Association and the Board which relates to the interpretation, application, administration or alleged contravention of this agreement .

 

27.02 Informal Stage

The local unit will attempt to resolve a grievance by informal discussion with the Principal or Director of Education. This informal stage shall be initiated in writing within thirty (30) school days of the date the griever becomes aware of the occurrence or the circumstance giving rise to the grievance. No grievance may be initiated later than one year from the date of the occurrence or the circumstance giving rise to the grievance.

 

The Principal or Director of Education shall answer the grievance in writing within five (5) days after the receipt of the grievance.

 

27.03 Formal Grievance Procedure

d) If the reply of the Principal or Director of Education is not acceptable to the local unit, a grievance shall be referred to the Director of Education in writing within ten (10) calendar days of the receipt of the reply in 27.02, setting out the facts of the grievance, and the section(s) offended and the redress sought.

 

d) The parties agree to meet within ten (10) calendar days of receipt of the grievance to discuss the matter. The Director will provide written response within five (5) school days after the meeting.

 

c) If no settlement is reached at this step, the Unit may proceed to Arbitration by advising the Board in writing within ten (10) school days of the date of the written response of the director.

 

27.04 Arbitration

a) Where a difference arises between the parties relating to the interpretation, application or administration of this agreement, or where an allegation is made that this agreement has been contravened, either of the parties may, after exhausting any grievance procedure established by this agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board.

 

b) The recipient of the notice shall, within five (5) days, inform the other party either that it accepts the other party’s appointee as a single arbitrator or inform the other party of the name of its appointee to the arbitration board.

 

c) Where two (2) appointees are so selected they shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the chairperson.

 

d) If the recipient of the notice fails to appoint an arbitrator or if the two appointees fail to agree upon a Chairperson within five (5) days, the appointment shall be made by the Minister of Labour upon the request of either party.

 

e) The single arbitrator or the arbitration board, as the case may be, shall hear and determine the difference or allegation and shall issue a decision and the decision is final and binding upon the parties and upon any employees or employers affected by it.

 

f) The decision of a majority is the decision of the arbitration board, but, if there is no majority, the decision of the Chairperson governs. The arbitrator or arbitration board, as the case may be, shall not by the decision add to, delete from, modify or otherwise amend the provisions of this agreement.

 

g) The costs associated with an arbitration proceeding shall be shared equally by the Board and the local unit.

 

 

27.05 Time Restrictions

a) At any stage of the grievance procedure, the time limits imposed upon either party may be extended by written mutual agreement.

 

b) The failure of the griever to meet any time lines shall constitute a forfeit of the grievance.

 

27.06 Grievance Mediation

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

 

b) The timelines outlined in the grievance procedure shall be frozen at the time the parties mutually agreed in writing to use the grievance mediation procedure. Upon written notification of either party to the other party indicating that the grievance mediation is terminated, the time lines in the grievance procedure shall continue from the point at which they are frozen.

 

27.07 Board-Initiated Grievance

Notwithstanding articles 27.02 and 27.03, the Board may process a grievance alleging a violation by the Unit by referring the grievance, in writing, to the Unit President. The Unit shall reply in writing within ten (10) days following receipt of the grievance.

 

If the Board is not satisfied with the reply from the Unit, the grievance may be referred to arbitration as outlined in Article 27.04 within ten (10) days of receipt of the Unit’s reply.

 

ARTICLE 28 - JUST CAUSE

 

28.01 No teacher shall be disciplined, demoted or dismissed without just cause. In the case of dismissal, the Board may apply a lower standard of just cause for probationary teachers.

 

28.02 Notwithstanding the above provision, notice of termination of employment due to redundancy shall be in accordance with Article 36 of the collective agreement.

 

 

ARTICLE 29 - EVALUATION PROCEDURES

 

29.01 The evaluation of a Teacher shall be conducted in accordance with Board Policy.

 Notwithstanding the above, the Board and Teachers agree that evaluation

procedures are based on consultation and collaboration between the parties.

 

29.02 No member of the bargaining unit shall participate in the evaluation of another member.

 

ARTICLE 30 - COLLEGE OF TEACHERS’ COMPLAINTS

 

30.01 If a Teacher is the subject of an investigation by the College of Teachers and the College of Teachers has determined that no disciplinary action is required, no report/record of the investigation by the College of Teachers shall be included in the personnel file of the Teacher.

 

ARTICLE 31 - NON-DISCRIMINATION

 

31.01 There shall be no discrimination against any Teacher in regard to employment or any term or condition of employment because the Teacher is or was a member of the Association or is or was exercising any right under this agreement, the Ontario Education Act or the Ontario Labour Relations Act.

 

ARTICLE 32 - ASSAULT UPON TEACHERS

 

32.01 The Board and the bargaining unit recognize that every employee has a right to

freedom from assault in the workplace. 

 

32.02 Assault upon Teachers will be handled in accordance with Board Policy and/or the provisions as outlined in Article 7.01.

 

 

ARTICLE 33 - HARASSMENT PROCEDURES

 

33.01 Harassment complaints will be handled in accordance with Board policy, and/or the provisions as outlined in Article 7.01.

 




ARTICLE 34 - SENIORITY

 

34.01 Definitions

 

1.1 Teaching Service” means employment as a certified Teacher with the

Northwest Catholic District School Board or any of its predecessor boards

including time worked:

 

- as an exchange Teacher;

- while on loan to DND;

- while on the recall list for a period not to exceed one year;

- while on any leaves taken with the approval of the Board including leaves for lengthy illness; and

- while working for the Ontario English Catholic Teachers’ Association.

 

1.2 Seniority” shall mean the length of continuous service in the bargaining

unit with the Board or any of its predecessor boards from the most recent

date and time of hire.

 

34.02 Each Teacher employed by the Board and covered by the provisions of this Agreement shall be placed on the seniority list. This does not include occasional Teachers.

 

34.03 The Seniority List shall provide in descending order of seniority, the names of the Teachers, the date of commencement of employment in the bargaining unit and the total seniority calculated in accordance with this article. The list shall be updated each year as of September 30th and a revised copy thereof provided to the Local Unit resident(s) as of October 31st.

 

34.04 Breaking Ties” - Where the seniority of one or more Teachers is equal, the determination of their respective positions on the seniority list shall be based upon the following criteria, and in order:

 

a) total actual teaching experience with the board or its predecessor boards during the period of continuous service;

b) Total teaching experience as determined in Article 9.04;

c) where seniority is equal, the higher rank shall be accorded to the Teacher:

i) with the greater teaching experience recognized for salary purposes; or if equal

ii) as determined by lot conducted by the Director of Education or

designate, in the presence of the Teachers concerned and their

OECTA Bargaining Unit President or designate.

 

 


ARTICLE 35 - TRANSFERS

 

35.01 Teacher-Initiated Transfers

a) Every member of the teaching personnel who wishes to transfer to another school for the next school year shall:

i) Inform the Director in writing by February 15 of any calendar year in question in which a transfer is sought that such Teacher wishes a transfer;

ii) Indicate to what school the Teacher wishes a transfer.

 

b) Upon receipt of such a request for transfer, the Director shall make every effort to comply with the Teacher’s request taking into account pupil and program needs, the personnel complement in the various schools as well as the affected school.

 

c) Subject to 35.01(b), in the event of two (2) or more personnel eligible for such transfer, as in Article 35.01(a), the priority for such a transfer shall be in accordance with the seniority of the applicant.

 

d) The Director shall inform all Teachers requesting a transfer of his or her decision by April 15 next ensuing after the receipt of the written request for such a transfer. Upon receipt of the approved transfer, the Teacher shall have the opportunity to decline.

 

e) If a Teacher’s request for a transfer is not granted, the Teacher shall remain in his/her current school.

 

35.02 Board-Initiated Transfers

a) No Teacher shall be transferred from more than 75 km without his or her consent, except for 35.02(b).

 

b) Board-Initiated Transfers Due to Surplus

Any Board-Initiated Transfer which is due to a surplus of Teachers shall be declared by April 30 and shall be in order of seniority (according to established list) and shall be in the following order:

i) Voluntary Transfers;

ii) Leave of Absence; 

iii) Move to a position occupied by a Teacher with the least Board

seniority in that region as defined by 35.02(c), or move to an

available opening within the Board;

iv) Move to an opening in the system or move to the position occupied

by the Teacher with the least Board seniority in the system.

 

c) Regions: 1) Dryden/Sioux Lookout

2)  Fort Frances/Stratton

 

d) No teaching position shall be posted or advertised as vacant until every surplus Teacher has been offered a position for which he or she is qualified.

 

e) The Board will notify the Association of all surplus situations.

 

ARTICLE 36 - REDUNDANCY

 

36.01 Prior to redundancy letters being issued, the Director of Education or designate will review with the President of the Local Bargaining Unit the seniority and redundancy lists.

 

36.02 Teachers shall be declared redundant in reverse order of seniority.

 

36.03 Teachers holding teaching positions requiring special qualifications as required

under Ontario regulations and the requirements of the College of Teachers will be exempt from the provisions of this section provided:

 

a) The Teacher’s present teaching position requires a special certificate.

b) The school continues to require the program for the coming year.

c) No Teacher with greater seniority is willing and able to become qualified within one school year and is willing to teach in the special area.

 

36.04Teachers to be declared redundant shall be notified in writing by May 31 to have

 effect the day preceding the commencement of the next school year. The letter

 shall state that the sole reason for termination is due to redundancy and the

 Teacher’s placement on the seniority list.

 

36.05Should a Teacher be declared redundant and not rehired while on the recall list,

he/she will be eligible for a termination benefit under Article 26.05, where

applicable.

 

ARTICLE 37 - RIGHT OF RECALL

 

37.01 Teachers declared redundant in accordance with Article 36 shall be placed on a recall list in order of their placement on the seniority list.

 

37.02 For the purposes of recall procedure, “qualified” shall be defined as those qualifications required by the Education Act and its regulations and in accordance with the requirements of the Ontario College of Teachers.

 

37.03 When making new appointments to the staff, the Board shall first offer these positions to those who were released because of redundancy. Such offer shall be made to the redundant Teacher who has the greatest seniority and who is qualified or commits to becoming qualified prior to the start of the school year.

 

37.04 If a Teacher who is already so qualified refuses the position offered, it shall be offered to the Teacher with the next greatest seniority who is either qualified or who commits to becoming qualified in accordance with 37.03.

 

37.05 A Teacher on the recall list who refuses a position offered shall not forfeit their right to recall or their position on the recall list.

 

37.06 Teaching positions which become available shall be offered to Teachers on the recall list by verbal contact on the condition that they provide the Board with an address and telephone number where they can be reached if other than their regular address and telephone number.

 

37.07 If a Teacher cannot be contacted verbally, a registered letter shall be forwarded to the Teacher’s last address known to the Board. The Teacher will be expected to advise the Board of confirmation of the position within ten (10) calendar days of the mailing of the registered letter.

 

37.08 If a Teacher accepts a part-time position because a full-time position is not available, that Teacher shall be offered the first full-time position that becomes available for which the Teacher is qualified or can become qualified pursuant to 37.03.

 

37.09 Teachers shall be on the recall list for a period of two (2) years from the date of termination of employment.

 

ARTICLE 38 - RESIGNATION DATES

 

38.01 Resignations effective at the end of the school year will be accepted up to April 30th in that year. Later resignations may be accepted, subject to staffing considerations.

 

38.02 Resignations effective at the end of the calendar year will be accepted up to November 30th in that year. Later resignations may be accepted subject to staffing considerations.

 

38.03 A Teacher may resign at an alternate date by mutual consent.

 

ARTICLE 39 - PART TIME TEACHING

 

39.01 A Teacher seeking a leave for purposes of part-time teaching shall submit an application to the Director of Education with a copy to his/her Principal by February 15th. The Principal shall forward the application with a recommendation to the Director of Education to be received no later than March 1st of the preceding school year. 

 

39.02 Approval is at the discretion of the Director.

 

39.03 The applicant will be advised of the Director’s decision on or before May 1.

 

39.04 The Teacher’s salary and sick leave credits shall be pro-rated to what would have been received as a full-time Teacher (e.g. A half-time Teacher receives 50% of salary, etc.). 100% of premium costs of benefits will be paid by the Board for those Teachers working 50% or more under this Article.

 

39.05 Upon returning to full-time teaching, the Board shall endeavour to assign the Teacher to his/her former school. If the employee held a position of responsibility, the Board shall endeavour to assign the employee to his/her former position of responsibility provided that it still exists.

 

39.06 A Teacher will accumulate a full year’s credit on the seniority list for each year in the plan, up to a maximum of two (2) years.

 

39.07 A Teacher who participates in the plan shall automatically revert to a full-time Teacher after one year unless an application to continue in the plan is approved by the Board.

 

39.08 Upon returning to full-time or continuing in the plan for another year, the Teacher’s teaching experience for the purposes of calculating increment shall be prorated for each year in the plan in accordance with Article 9.04.

 

ARTICLE 40 - NEW POSITIONS ON STAFF

 

40.01 When Teachers with special qualifications are required, priority shall be given to present staff members who have the required qualifications.

 

40.02 a) Where a vacancy occurs effective the beginning of the upcoming school year, the Board shall post internally in all schools for seven (7) calendar days prior to external posting.

 

 b) For vacancies that occur during the summer months, internal postings shall be advertised in the four local papers.

 

 c) Where a vacancy occurs during the school year, the Board shall post internally in all schools for seven (7) calendar days prior to external posting except for Christmas and March Break.

 

 d) Any vacancy resulting from 40.02 c) will be posted for seven (7) calendar days to take effect the following school year.

 

e) It is understood that positions advertised internally are for those Teachers as defined in Article 2.02.

 

40.03 For any vacant internal posting, any Teacher as defined in Article 2.02 employed by

the Board, whether full-time or part-time, who have responded to the posting, shall received first consideration over any new hire, subject to their qualifications.

 

ARTICLE 41 - CONTINUING EDUCATION

 

41.01 All Continuing Education positions will be posted internally for five (5) days.

 

41.02 First consideration will be given to qualified Teachers on staff.

 

41.03 The Board shall pay a Teacher of continuing education programs for each hour of instruction in a continuing education course: $36.05 in 2008/09 and $37.13 in 2009/10 and $38.25 in 2010/11 and $39.39 in 2011/12.

 

Such remuneration above includes statutory holidays and vacation pay as required by law.

 

Statutory and Association fee deductions will be made from each pay as required.

 

ARTICLE 42 - PERSONNEL FILE

 

42.01 Access

1. The personnel file of a Teacher shall be maintained in the Board office and shall be available and open to the Teacher for inspection upon written request to the Director of Education. The Director of Education or designate shall be present when a Teacher reviews his/her file and the Teacher may be accompanied by an individual of his/her choice.

 

2.  A Teacher shall have access to the Teacher’s personnel in-school file. The

personnel file respecting a Teacher shall be maintained by the school Principal and shall be available and open to the Teacher for inspection during the regular working hours of the school. The Teacher may be accompanied by an individual of the Teacher’s choice. The Principal or designate shall be present.

 

42.02Teachers shall be entitled upon request to copies of any materials contained in

 his/her personnel file.

 

42.03Where a Teacher authorizes in writing access to the teacher’s personnel file by

 another person acting on the Teacher’s behalf, the Board and/or Principal shall

 provide such access, as well as copies of materials contained therein, if authorized

 and requested.

 

42.04Teachers shall receive copies of any materials placed in their personnel files in a

timely manner.

 

42.05The administration of a Teacher’s personnel file will be in accordance with Board

Policy. Notwithstanding the above, the Teacher shall have the right to submit a written response to any material placed in his/her personnel file. This written response shall be attached to the file copy.

 

ARTICLE 43 - MEDICAL PROCEDURES

 

43.01 The administration of medical procedures will be in accordance with Board policy.

 

ARTICLE 44 – COURSE SUBSIDIES

 

44.01 The registration fee will be paid for any additional qualification’s course that the Board requires a Teacher to take, unless stipulated as a condition of hiring.

 

ARTICLE 45 – LUNCH HOUR

 

45.01 A scheduled interval between classes for the lunch break for Teachers shall not

be less than forty (40) consecutive minutes.

 

ARTICLE 46 – HEALTH AND SAFETY

 

46.01 Health and Safety matters will be dealt with in accordance with the Occupational Health and Safety Act and Board Policy.


 

 

Signed this    day of      , 2009 

 

 

 

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

 

 

 

 

 

 

 

 

 

 

 

Ontario English Catholic

Teachers’ Association

 

 

 

 

 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

 

Re: PERFORMANCE APPRAISAL PROCESS

 

 

a) Voluntary Activities may be positively commented upon outside of the Performance Appraisal process. Voluntary Activities are excluded from the scope of the Performance Appraisal process.

 

b) Catholic competencies shall be based on school initiated activities which serve to enhance the Catholic character of the school such as those currently outlined in the Performance Review Process dated December 12, 1998.

 

c) As the implementation of the Performance Appraisal Policy for teachers unfolds OECTA shall continue to have opportunities for constructive consultation.

 

d) The document “Effective Classroom Teachers” shall be utilized in a manner consistent with a) and b). That is, sections with respect to Voluntary Activities may be left blank by the teacher.

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald , Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 


 

 

 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

RE: Offence Declarations

 

 

 

It is understood that any changes to the current Offence Declaration Form shall only occur with the approval of both parties.

 

 

 

 

 

 

 

 

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

RE: Mentoring

 

 

The Board agrees to consult with the Association prior to the implementation of a formal mentoring program.

 

 

 

 

 

 

 

 

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 

 

 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

Re: Teacher Performance Appraisals

 

 

A teacher on the list for evaluation will be advised in writing to contact the Association. Upon an unsatisfactory rating, the teacher will be notified in writing to contact the Association.

 

 

 

 

 

 

 

 

 

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

RE: Meetings

 

 

It is understood that upon the request of either party the Association and the Administration shall meet to discuss issues including but not limited to the following:

 

(a) issues related to teacher safety pertaining to inclement weather;

 

(b) issues pertaining to professional development including time for preparation and planning and time for travel.

 

 

 

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 


LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

Re: Supervision

 

The Board shall establish a committee in each school by October 1, 2005 comprised of the Superintendent of Education, President of the Association, Principal of the school and the Association Representative of the school to review the supervision time without jeopardizing the safety of the students and subject to there being no additional cost to the Board.

 

 

 

 

 

 

 

 

 

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Association

 

 

 


 Brenda Glenn, Chief Negotiator

 

 


Dan Maltais, Local  OECTA President

 


 LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

 

Re: Benefits Committee

 

In accordance with the terms of the Provincial Discussion Table (PDT) agreement, for the 2008-2012 collective agreement, the Board and the Association agree:

 

A) By October 1, 2009 the Board shall provide all required information as outlined in the PDT.

B) The Board shall provide preliminary estimate of cost for the list of potential benefit improvement as provided by the Association.

C) Prior to the 2010-2011 school year the Association in consultation with the Board shall determine the benefits or list of benefits that shall be improved for the 2010-2011 school year.

D) The cost of such improvements shall not exceed the grant for such improvements provided under the PDT Article 17 unless there is mutual agreement between the parties.

 

 

SIGNED THIS ____ day of ____________, 2009.

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald, Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

 

Re: Preparation Time

 

 

The parties agree to meet as soon as possible after ratification to discuss the issue of missed preparation time in order to develop procedures around the banking of time.

 

SIGNED THIS ____ day of ____________, 2009.

THe Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald , Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Associatio

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

 

Re: Student Success

 

 

 

The parties note the government’s intention, conditional upon the approval by the Lieutenant-Governor-in-Council, to introduce a $20 million allocation in the GSN starting in 2012-13 to support the deployment of Grade 7 and 8 Literacy and Numeracy Coaches and Student Success Teachers.

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 


LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

Joint Board Level Staffing Committee

 

The joint Board Level Staffing Committee (JBLSC) is established in order to provide a higher level of openness, disclosure and meaningful consultation, in an atmosphere of openness and transparency. It is intended that the Association be given the opportunity to advise the Board on decisions that impact staffing.

 

1. The Joint Board Level Staffing Committee will be established in September 2009, consisting of two (3) representatives appointed by the Board and two (3) appointed by the Association.

 

2. The Joint Board Level Staffing Committee shall meet at least three (3) times per year during the regular work day and will work to develop consensus on matters within its mandate. Additional meetings may be called by mutual consent. The first meeting of the Joint Board level Elementary Staffing Committee will be called prior to September 15 of each school year. 

 

The Board shall provide all necessary reports and data related to staffing and workload in a timely manner.

 

3. The Board will hire the full complement of additionally funded elementary teachers that result from the new GSN allocation for the reduction of class sizes in Grades 4-8 and the JBLSC will be engaged in the allocation of the additional staff.

 

4. The JBLSC will consult and advise on the development strategy to expand programming and support for students in grades 4-8.

 

5. The parties acknowledge that the average Junior/Intermediate (grades 4-8) class size is 21.33 for 2008-09.

 

6. The JBLSC will be consulted on the assignment of the teaching staff generated by the increase in elementary teacher preparation time funded in accordance with the PDT.

The Board, in consultation with the JBLSC, may assign the additional teaching staff generated by the increase in elementary teacher preparation time above the 2008-09 level to enable full-time school-based teaching assignments in the Arts in more than one elementary school.

 

7. The JBLSC will monitor the use of funding enhancements introduced to enhance funding for student supervision and promote school safety in elementary schools through added supervision personnel.

 

8. The JBLSC with review and discuss at least once a year the School Board data on Letters of Permission.

 

9. The JBLSC will consult and advise on any other staffing or staffing related issues as agreed between the Board and the Association.

 

 

 

 

 

 

SIGNED THIS ____ day of ____________, 2009.

 

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald Board Chair

 

 

 

 

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

LETTER OF UNDERSTANDING

 

Between

 

NORTHWEST CATHOLIC DISTRICT SCHOOL BOARD

 

And

 

Ontario English Catholic Teachers’ Association

 

Joint Professional Development Committee

 

 

1. The joint Professional Development Committee is being established in order to provide a higher level of openness, disclosure and meaningful consultation, in an atmosphere of openness and transparency.

 

2. The Board and the Association agree that valuable professional development is job-embedded, and informed by research, done in partnership with colleagues and is to be informed by the Teachers’ Annual Learning Plan. This does not preclude the scheduling of a valuable professional development which is not job embedded and at which attendance is not mandatory.

 

3. The success of a Catholic Professional Learning Community (CPCL) depends largely on the environment and the climate in which it is set up. CPCL’s are most effective when the atmosphere within the school promotes a focus on learning, collegiality, respect for professionalism, and commitment to continuous learning, collective inquiry into best practice, innovation and experimentation to improve teaching and student learning.

 

i) The joint PDC will be established in September, 2009 consisting of 3 representatives appointed by the Board and 3 representatives appointed by the Association and will work to develop consensus on matters within in its mandate. The Committee will meet three (3) times per year.

 

ii) The first meeting of the joint PDC will be called prior to September 30th.

 

iii) The PDC will monitor ways in which funds generated by the allocation in the GSN from the PDT to enhance professional learning opportunities for teachers.

 

iv) The PDC will promote best practices in the implementation of CPLC’s and other professional learning (such as Critical Learning Instructional Pathways).

 

v) The joint PDC will oversee the professional activities for teachers during PA days to ensure that they are consistent with the learning goals identified in the teachers’ ALP.

 

vi) The PDC will provide advice and assistance to Board staff who are assigned responsibility for providing PD activities for teachers.

 

vii) The PDC will consult and advise on any other issues related to teacher professional development as agreed between the Board and the Association.

 

 

SIGNED THIS ____ day of ____________, 2009.

 

 

The Northwest Catholic District

School Board

 

 

 



 


 Anne-Marie Fitzgerald Board Chair

 

 

 

  

 Mary-Catherine Kelly, Director of

 Education 

Ontario English Catholic

Teachers’ Association

 

 

 

 


 Brenda Glenn, Chief Negotiator

 

 

 

 


Dan Maltais, Local OECTA President

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX A

Salary Grids

 

Effective September 1, 2008

Experience

A0

A1

A2

A3

A4

0

 41,685

 45,308

 47,173

 50,278

 52,773

1

 43,829

 47,640

 49,740

 53,244

 56,025

2

 45,972

 49,968

 52,296

 56,181

 59,277

3

 48,112

 52,296

 54,851

 59,135

 62,552

4

 50,246

 54,617

 57,425

 62,087

 65,801

5

 52,402

 56,959

 59,973

 65,022

 69,065

6

 54,618

 59,369

 62,552

  67,884

 72,327

7

 56,833

 61,777

 65,101

 71,020

 75,576

8

 59,051

 64,185

 67,679

 74,020

 78,848

9

 61,237

 66,561

 70,306

 77,052

 82,098

10

 63,469

 68,988

 72,936

 80,095

 85,345

11

 64,228

 70,035

 73,874

 82,923

 86,592

 

Effective September 1, 2009

Experience

A0

A1

A2

A3

A4

0

 42,936

 46,667

 48,588

 51,786

  54,356

1

 45,144

 49,069

 51,232

 54,841

 57,706

2

 47,351

 51,467

 53,865

 57,866

 61,055

3

 49,555

 53,865

 56,497

 60,909

 64,429

4

 51,753

 56,256

 59,148

 63,950

 67,775

5

 53,974

 58,668

 61,772

 66,973

 71,137

6

 56,257

 61,150

 64,429

 69,921

 74,497

7

 58,538

 63,630

 67,054

 73,151

  77,843

8

 60,823

 66,111

 69,709

 76,241

 81,213

9

 63,074

 68,558

 72,415

 79,364

 84,561

10

 65,373

 71,058

 75,124

 82,498

 87,905

11

 66,155

 72,136

 76,090

 85,411

 89,190

 

 

Effective September 1, 2010

Experience

A0

A1

A2

A3

A4

0

 44,224

 48,067

 50,046

 53,340

 55,987

1

 46,498

 50,541

 52,769

 56,486

 59,437

2

  48,772

 53,011

 55,481

 59,602

 62,887

3

 51,042

 55,481

 58,192

 62,736

 66,362

4

 53,306

 57,944

 60,922

 65,869

 69,808

5

 55,593

 60,428

 63,625

 68,982

 73,271

6

 57,945

 62,985

 66,362

 72,019

 76,732

7

 60,294

 65,539

 69,066

 75,346

 80,178

8

 62,648

 68,094

 71,800

 78,528

 83,649

9

  64,966

 70,615

 74,587

 81,745

 87,098

10

 67,334

 73,190

 77,378

 84,973

 90,542

11

 68,140

 74,300

 78,373

 87,973

 91,866


Effective September 1, 2011

Experience

A0

A1

A2

A3

A4

0

 45,551

 49,509

 51,547

 54,940

 57,667

1

 47,893

 52,057

 54,352

 58,181

 61,220

2

 50,235

 54,601

 57,145

 61,390

 64,774

3

 52,573

 57,145

 59,938

 64,618

 68,353

4

 54,905

 59,682

 62,750

 67,845

 71,902

5

 57,261

 62,241

 65,534

 71,051

 75,469

6

 59,683

 64,875

 68,353

 74,180

  79,034

7

 62,103

 67,505

 71,138

 77,606

 82,583

8

 64,527

 70,137

 73,954

 80,884

 86,158

9

 66,915

 72,733

 76,825

 84,197

 89,711

10

 69,354

 75,386

 79,699

 87,522

 93,258

11

 70,184

 76,529

 80,724

 90,612

 94,622

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX B

 

This appendix describes the Gratuity Plans as stated within Article 26.01. To restate the article:

 

Teachers who were employed by a predecessor Board and the Northwest Catholic District School Board prior to December 31, 1998, and who were covered by a predecessor Collective agreement, shall continue to have the Retirement Gratuity provision in the collective agreement that applied to them prior to December 31, 1998, continue to apply.

 

 Article 7.03 – Retirement Gratuity - Fort Frances-Rainy River District:

 

Teachers upon retirement or pension (according to the Teachers’ Pension Act, as amended from time to time) having at least ten years continuous service with the Board, will be paid 50% of the accumulated sick to their credit in the form of a retirement allowance up to a maximum of 100 days at their then rate of pay. In the event that an eligible teacher expires, the gratuity will be paid to his/her heirs.

 

Article 11 – Gratuity Plan - Dryden District:

 

11.01 Gratuity benefits defined in the following subsection shall be based on a percentage of accumulated sick leave credits. The maximum recognized for this purpose shall be two hundred (200) days of accumulated sick leave.

 

NOTE: This number of days does not necessarily coincide with the number recognized in the "Sick Leave Plan".

 

11.02 Retirement Benefit

 

1. To qualify for the retirement benefit, a teacher must meet the following requirements:

 

(a) Be eligible for pension under the Teachers' Pension Act, as amended from time to time.

(b) Have been continuously employed by the Board for at least ten (10) years; temporary leave of absence taken by mutual agreement with

the Board does not affect a teacher's standing of having been "continuously employed".

(c) Give notice of intent to retire before 31 December of the school year in which retirement is to take place.

 

2. The retirement benefit shall consist of a percentage of the accumulated days of sick leave (maximum 200) times 1/200 of the annual salary at time of retirement to a maximum of one-half the annual salary of the year preceding the year of retirement.

 

 

 

 

3. The percentage applied to accumulated days of sick leave in computing the retirement benefit shall be as follows:

 

10% after ten years of service; plus an additional 2% for each year of service over ten years.

 

4. In the event of the death of a retired employee, all unpaid retirement benefits shall be paid to the beneficiary or the estate of the deceased.

 

5. The retirement benefit shall be paid in full within one year after retirement or over a prolonged period if requested by the retiring employee.

 

6. A retired teacher may continue to participate in any of the Board's group benefit plans until age 65 provided the teacher pays the full cost of the premiums and provided it is allowed by the carrier.


APPENDIX C

 

 

This appendix describes the Termination Benefit as provided under Article 26.05. To restate the article:

 

Only those Teachers employed under the Dryden District RCSS Board predecessor Agreement as of December 31, 1998 will access Termination Benefits as written in Article 11.03 of the predecessor Agreement.

 

11.03 Termination Benefit

 

1. To qualify for termination benefit, a teacher must meet the following requirements:

 

(a) Have been continuously employed by the Board for at least five (5) years; temporary leave of absence taken by mutual agreement with the Board does not affect a teacher's standing of having been "continuously employed".

 

(b) Resign from employment at the officially approved dates of November 30 or May 31;

 

(c) give the Board sufficient time to find a replacement, if resignation caused by conditions beyond the teacher's control occurs at a time other than the officially approved dates of November 30 or May 31.

 

2. The termination benefit shall consist of a percentage of the accumulated days of sick leave (maximum 200) times 1/200 of the annual salary at the time of resignation.

 

3. The percentage applied to accumulated days of sick leave in computing the termination benefit shall be as follows:

 

5% after five (5) years of service, plus an additional 1% for each year of service over five years.

 

4. Teachers terminated due to redundancy qualify for Termination Benefit.

 

5. An eligible teacher may claim either the retirement gratuity or termination benefit, but not both.