25 Jan 2019

25 Jan 2019

Tentative agreement ratified

Your bargaining team is pleased to report after a majority worksite vote on Jan. 19, we now have a fairer collective agreement.

Monetary Gains

Effective Sept. 1, 2016, and ending Aug. 31, 2020, our renewed agreement will introduce one per cent wage increases in both years three and four.

The employer offered an additional 0.5-per-cent wage increase for the last year, but this perk would have come at the cost of the two personal days we secured, which we agreed was crucial for getting you the work-life balance you deserve.

New monetary provisions will now count each time you are called back to work after returning home as a separate call, meaning you will be paid a minimum of three hours overtime for each call-back.

Other language improvements will ensure you are fully compensated for all of the time and expertise you bring to your jobs. These changes include a $0.55 increase to your Basic Rate of Pay for all hours worked completing a job that requires one or more additional certifications, as well as a new Responsibility Pay provision for when you do work normally designated for a higher paid position than yours. If you do this work for more than five days, starting on the sixth day, you will start receiving the higher pay rate.

Throughout the workday, you adapt to help support kids with varied needs. We’re pleased to see your compensation reflect the energy and care it takes to fill so many roles and be present for students in so many different ways.

Non-Monetary Gains

Other changes to our collective agreement will keep the employer from making decisions on a whim that affect some of our most vulnerable members. The definitions of Temporary and Casual Employees have been changed to include specified standards, in particular timeframes over which temporary and casual work is done, so those hired will know what their time-commitments are.

New obligations for the employer to provide written performance appraisals for probationary employees will also make management’s expectations clearer and give you time to improve your performance.

These and other protections, such as the inclusion of workplace violence and bullying in the Respect in the Workplace Article, as well as the opportunity to substitute vacation time for other applicable leaves of absence (when sickness or a death in the immediate family coincides with vacation dates) will ensure you are supported on and off the job, as all workers should be.

Thank you for standing beside each other across schools and classifications to fight for each other’s rights. While each of your positions requires unique resources, none of you are alone in your collective need for respect and support.

If you have any questions, please contact a member of your bargaining team.