“We are pleased that CUPE members have ratified an agreement that restores the tens of thousands of hours of service to Ontario students cut by the Ford government earlier this year,” said Laura Walton, President of CUPE`s Ontario Union School Board (OSBCU), which conducted centralized negotiations on behalf of 55,000 CUPE members. “Our unique goal in this process was to keep students in the classroom and to provide predictability and safety for parents, students and educators,” said Stephen Lecce, Ontario`s Minister of Education. “This agreement demonstrates that our government is in a position to reach agreements with our working partners, and reaffirms the importance of all parties staying at the negotiating table and taking a reasonable approach to the negotiation process.” The three-year collective agreement between CUPE and the province will take effect retroactively on September 1, 2019 and expire on August 31, 2022. Jeremy Hobbs, Superintendent of Personnel and Operational Services, said after this week`s printing deadline for this week`s chief: “The Upper Canada District School Board is receiving significant additional funding under the CUPE agreement obtained through negotiations at the provincial level. We assume that these funds will be used to offset some of the staff reductions in the 2019-20 budget procedure. We anticipate that this new funding will increase the number of CUPE employees, but we will meet in the coming weeks with our local CUPE representatives to discuss how these funds will be used. Negotiations at the local level are not yet complete. The Anglo-Public School Authority will receive more than $4.3 million for the 2019/20 school year to reinstate previously eliminated positions. That`s more than 76 full-time equivalents. In June, more than 180 ETP positions were cut through cuts to the UCDSB 2019-20 budget. The rehabilitation of the water tower is gaining in favour, the Iroquois in distress One of the main stumbling blocks of contract negotiations, which almost led to a provincial strike on 6 October, was absenteeism and sick pay.
The contract leaves short- and long-term disability coverage in the same way as in the previous contract. However, there is now a standardized medical form of “evidence of disease” that will be used in the handling of claims. Headteachers will now have the opportunity to obtain additional medical information on sick leave and disability leave. New Tariff Language: 30.03 Absence without Payment – Posts that are not deductible from sick leave credits (code 3) Article 30.03 Short-term leave is authorized by the House and is treated by the Board of Directors for pension purposes. The loss of salary for 30.03 sheets is equivalent to 9.02 for each day of absence according to Code 3. Benefits will continue to be paid by the Board at the same rate during absences under Code 3. In the event of absence without remuneration approved by the human resources department, wage deductions are compensated before the school year on the salary periods of the school year, provided that the application is submitted in writing before June 30. Up to five (5) days per year are granted . . .
. UCDSB students will be among the largest recipients of the new Local Priorities Fund for the contract, which includes funding for headteachers who have recently dismantled staff. In addition, the Board`s budget for the new contract of nearly US$773K for specialty educators and 671K for so-called “other human resources” in funding investments in systemic priorities. Do you plan to take up to 5 days of unpaid leave in 2020-2021? In detail of the new contract are an annual salary increase of 1 per cent and no more than a 1 per cent increase in benefits in the three-year contract.