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Ddsb Collective Agreement 2018

The Durham District School Board (DDSB) has signed new collective agreements with the Professional Student Services Staff Bargaining Units (PSWs) of the Ontario Secondary School Teachers` Federation (FSSP) and the Ontario Elementary Teachers` Federation (ETFO) Designated Early Childhood Educators (DECE). „After our members went through a very difficult round of provincial bargaining this year, I am pleased to announce that we have reached and ratified a local agreement with the DDSB. Through many joint discussions with the Board of Directors over the past 5 months, we believe that a fair agreement has been reached that will meet many of the needs of our members. „The OSSTF District 13 Student Professional Services Staff Bargaining Unit (PSW) is pleased to have reached a collective agreement with the Durham District School Board. We are grateful for the efforts of both parties to come together to reach an agreement that supports public education in Durham. 5 ARTICLE 1 – PURPOSE AND RECOGNITION 1.01 The purpose of the parties is to establish the agreement between the Council and the Union on the remuneration and conditions of employment of teachers defined in the paragraph This agreement contains the entire agreement between the parties For the purposes of this agreement, a teacher includes a graduate of an approved teacher training program, who is eligible and has applied for membership in the Ontario College of Teachers (the „College“) and is awaiting admission, but not a person who is denied membership for any reason. The Board agrees to exercise its rights in accordance with Ontario`s education and employment laws and regulations (i) No teacher may be disciplined without just cause. If a teacher is to be disciplined, he or she may request union representation at any meeting at which a disciplinary sanction is to be imposed. The written justification for the disciplinary measure must be communicated to the teacher within five (5) working days of the date on which the measure is informed of the measure.

(ii) (iii) (iv) Except for reasons of dismissal, no teacher may be dismissed without just cause. The non-renewal of a mandate is not a demotion. A teacher may be required to provide current and valid proof of membership and certification with the Ontario College of Teachers to the Board at the request of the Board or its representative. If, within two (2) weeks of a request, the time limit of which may be mutually extended, sufficient evidence is not provided in accordance with the foregoing, this may result in disciplinary action against the teacher up to and including suspension or dismissal Probationary period A newly hired teacher is a trainee employee until he or she has worked actively for a period of one (1) year (i.e., 10 full months of instruction for a teacher, who has been assigned a workload of 0.4 FTEs or more; or the corresponding number of teaching days if they are allocated less than 4 FTEs, but not more than three years) from the date of recruitment. During the probationary period, a teacher`s performance is monitored and evaluated in accordance with board policies. Notwithstanding point 1.06 above, if the Board determines that the trainee teacher is not fit and should not be recommended for continuous employment, the Teacher may, in the opinion of the appropriate Superintendent of Education or territory, be removed from the Board Service in consultation with the Principal and must be informed at least thirty (30) days before the end of the employment relationship or the end of the probationary period. whichever comes first. -2- 23 ARTICLE 9 – HOLIDAY PLANS (continued d) The teacher`s credits accumulated at the end of each year will not be reduced. 4. A teacher may accumulate a credit of up to 50% for having served on the board or on one of its predecessors.

(5) Teachers who have been absent for more than ten (10) consecutive school days in a year shall receive a tip of up to 2 percent in one year up to a maximum of 5 percent upon retirement. 6. The calculation of the retirement compensation plan (i) The total percentage of credit on an employee`s account; (ii) The highest annual salary in the five years preceding retirement ….

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