Copyright
This manual has been produced by Ruthann
Dyer and Ted Montgomery of OPSEU Local 560 and Paddy Musson of OPSEU Local
110 all of whom retain the copyright. No material from this Manual may
be copied except with the express written permission of OPSEU Local 560.
Rights for control, reproduction, and distribution have been given to OPSEU
Local 560. Revision of the document is the responsibility of the Divisional
Executive.
Members may download a hard copy of
all or part of this manual.
Acknowledgments
The authors wish to acknowledge the
contributions and assistance of Shirley McVittie of OPSEU and Canadian
Union of Educational Workers, Local 3
.
August 29, 2000
Dear Colleagues:
Your local has worked with the Divisional
Executive and OPSEU head office to make this members’ manual available
for your use.
The manual was originally developed
by Ruthann Dyer, Ted Montgomery and myself. We were responding to members
who told us they wanted a quick reference document that would answer day
to day questions. Our objective was to help you get the most out of being
a union member. Each section gives a reference to the collective agreement.
Consider this manual to be a companion to your collective agreement.
Copy all or part of it as you wish.
If you have comments, positive or
negative, please let me know. It is our intention to keep it updated.
In Solidarity,
Paddy Musson
Chair, CAAT (A) Division
TABLE OF CONTENTS
Introduction
1. The Union - OPSEU
2. Local 560
3. Local Executive Committee
4. Officers of the Local
5. Union Dues
6. Membership rights and responsibilities
7. Contract Negotiations
8. Academic Freedom
9. Workload
10. Job Description
11. Performance Appraisal
12. Personnel Records
13. Discipline and Discharge
14. Grievances
15. Job Security
16. Salary
17. Access to Salary Maximum
18. Sick Leave
19. Benefits
20. Vacations and Holidays
21. Sabbaticals
22. Prepaid Leave
23. Leaves
24. Health and Safety
25. Harassment and Discrimination
26. Employment Equity
27. Travel Expenses
28. Copyright
29. Tuition Subsidy
30. Pension
Appendix I -- Local 560 Stewards
Appendix II -- Local 560 Health and
Safety Reps.
WHAT IS OPSEU?
Unions are organizations of employees
which speak for their members and represent their concerns and interests
as employees. Without a union, employees enter a relationship with their
employer in which power is not balanced and decisions can be made arbitrarily
without recourse. Unions give employees, collectively, power that is comparable
to that of the employer which helps to ensure that employment decisions
are negotiated and are made in a fair and equitable manner. Union membership
and rights are legally recognized and protected by the Colleges Collective
Bargaining Act.
The Ontario Public Service Employees
Union/Syndicat des Employé-e-s de la Fonction Publique de l'Ontario
represents approximately 100,000 workers in Ontario government workplaces
including, medical laboratories, correctional facilities, ambulance stations,
forest firefighting units, ministry offices, labs and shops, psychiatric
hospitals, and community colleges. The CAAT Academic Division of OPSEU
represents approximately 6,000 full-time and partial load professors, instructors,
librarians and counsellors in 25 colleges in the province.
OPSEU is the exclusive bargaining agency
for all academic employees of the Colleges engaged as teachers, counsellors
and librarians. [Art. 1]
The actions of your Union representatives
are governed by the Constitution of OPSEU. The Constitution ensures fair
and equitable treatment for union members in all union activities. Amendments
to the Constitution are placed before the delegates to the annual meeting
of OPSEU, for their vote.
WHAT IS LOCAL 560?
At each of the 25 colleges, a local
of OPSEU represents the faculty. Local 560 represents the academic workers
at Seneca College. Members of Locals elect workplace stewards who form
the Local Executive Committee (LEC). Officers of the Local are elected
at a general membership meeting. In addition, Local 560 (appoints 0r elects)
representatives to numerous committees within the college, e.g. Joint Health
and Safety Committees. Contract demands, Union policy changes, and constitutional
amendments are initiated at the Local level. The president of the Local
is the recognized representative of the Union in dealings with the college.
The Local communicates with members
through its newsletter, The Local, published during the academic
year.
Local 560 represents members with the
employer at Union College Committee meetings and in position papers. The
Local represents members during grievance hearings and workload complaints.
The Local may purchase release of work time for officers to facilitate
the administration of the Collective Agreement and to assist members of
the Local in business which is pertinent to the Collective Agreement. Local
560 purchases such release time from the college for officers of the Local
as appropriate to their Union duties.
Local 560 works with other stakeholder
groups within the college to achieve high quality education for the students
of the college.
Job security and fair treatment
are essential to the delivery of quality education. These are the priorities
of Local 560.
THE LOCAL EXECUTIVE COMMITTEE
The
stewards and officers of the Local comprise the Local Executive Committee.
This LEC meets as required to direct the routine activities of the Local.
A
list of stewards is found at Appendix 1.
Stewards serve for a two year period
and may be re-elected. Stewards provide information and advice on matters
related to your work and employment.
If you believe that you have a grievance
or if you have any questions about your rights under the Collective Agreement,
you are encouraged to contact your steward. Discussions are confidential
and no actions can be undertaken without your knowledge. Your steward may
suggest actions which can quickly resolve your problem. Grievances and
workload complaints must be made to the employer within specified time
limits; it is best to seek advice promptly to ensure your rights under
the Collective Agreement.
OFFICERS OF THE LOCAL
Members of Local 560 elect officers
for a two year term. All officers must be stewards in order to stand for
election. Officers may be reelected.
The officers of Local 560 are:
| President:
Ted Montgomery, 1st Vice-President: Larry Olivo, V. P. Employment Equity:
Vladya Kosiba, Steward: Josef Stavroff, Treasurer: Paul Matson, Secretary:
Patricia Clark, Health & Safety Officer: Malcolm Archer |
UNION DUES
All
academic bargaining unit employees pay dues to OPSEU at the rate of 1.325%
of income to a maximum of $18.66 per week. This rate is set by delegates
to the Annual Convention. Any notice of change in the rate must be sent
to Locals for discussion prior to the Annual Convention. A portion of the
dues paid to OPSEU is rebated to the Local for membership services delivered
at the Local level.
In addition, some locals have local
dues. Contact your local executive for details. All members of the Local
must be provided with notice of motion regarding dues prior to the meeting
where a decision is made about dues.
All union dues are fully tax
deductible.
MEMBERSHIP RIGHTS AND RESPONSIBILITIES
Once you have signed a membership card,
you are a member of OPSEU Local 560. Cards are available at any meeting
of the Local and from any steward. Remember that being a member of the
bargaining unit does not make you a member of the Union. If you have taken
a leave of absence for any reason, without pay, your membership may have
been terminated by OPSEU. Please sign a new card on your return to the
workplace to reactivate your membership in the Union.
As a member of OPSEU Local 560, you
have the right to elect your workplace stewards and the officers of the
Local, to set the Local dues rates, to stand for office, to be appointed
(or elected) to represent OPSEU Local 560 on college committees, to determine
contract demands for negotiation, to be a part of setting strategy regarding
negotiations, including any strike and settlement possibilities, and to
participate fully in Union activities. The membership of Local 560 is the
ultimate decision making body in Local 560.
Members participate in general membership
meetings. Notices of meetings are distributed approximately two weeks prior
to the meeting. Claims for child care expenses are available at the
meetings.
As a member of Local 560 you have the
responsibility to treat all members in an equitable manner which provides
an environment that is free from harassment and discrimination.
CONTRACT NEGOTIATIONS
The Union determines its bargaining
agenda by starting at the Local level. Any member can propose demands at
a special Local Demand Setting meeting. Priorities are established in the
same way.
Demands that receive majority support
are taken on to the provincial demand setting meeting. Each Local sends
delegates, representation based on size. Those demands that are supported
by the majority at the provincial meeting form the Union's bargaining agenda.
The provincial delegates also elect a bargaining team which then is responsible
to take forward and try to achieve the demands.
Your initial input into the contract
is attending the Local demand setting meeting, and perhaps even standing
as a delegate. Further, you get to vote on negotiated settlements and/or
strikes. Again, majority decisions prevail.
ACADEMIC FREEDOM
College
faculty in Ontario lag far behind their counterparts in the universities
in the area of academic freedom. The Union Local believes that colleges
need to recognize that academic freedom is critical to the continued delivery
of high quality education and training at this level.
College faculty lack, at this time,
the contractual guarantees to pursue their disciplines and programs in
accordance with their own best individual and collective academic judgments.
The industrial model of management imposed on college teachers, counsellors,
and librarians over 20 years ago becomes increasingly outdated. The softening
of that model by the introduction of various modern and post-modern industrial
management theories does not resolve the fundamental problem.
The resolution, at its core, lies in
the formal recognition of academic freedom and the positive impact that
will have on the college system. Academic Freedom needs to be recognized
and protected by an Article in our Collective Agreement, similar to those
currently in university faculty contracts. The Union Local is committed
to that end.
WORKLOAD [Article 11 & Appendix
I]
For
most faculty, the workload aspects of the contract are the most important
and the most complex. We'll deal with teaching faculty first, then Counsellors
and Librarians.
Professors and Instructors
Workload can be divided into two main
sections, teaching periods and non-teaching periods, such as between semesters,
winter break, or May/June. Whether work is done during a period of assigned
teaching or during any non-teaching period it is important that the time
to do the work be credited to your workload contract, the Standard Workload
Form. The workload formula provides a weekly allocation, during the teaching
period, for all the work done in the academic year. The Standard
Workload Form is the key.
Standard Workload Form
Learn to read your SWF. It is your
contract of work, setting out what the college can expect from you, and
what you are entitled to, including any overtime payments. Your supervisor
is required to discuss proposed work assignments with you at least six
weeks, excluding vacations, before the proposed start of the work.
You can be assigned no more than four
different courses and six sections, except by your voluntary agreement
to go beyond those limits.
Part of the formula is an arithmetic
system designed to approximate the time needed for different types of course
preparation and evaluation. Each time you receive a new SWF or revised
work assignment, you should discuss the preparation and evaluation factors.
Where circumstances require more time spent in preparation or evaluation,
then that should be included on the SWF.
Student numbers are important. Check
your class list and count heads on day one, and again on day 10 of the
semester. If there are more students than on your SWF, the college estimate
was too low. You are entitled to an immediate revision of your SWF. Request
your supervisor to make the changes. Since the evaluation factor is multiplied
by class size, it is important to use an accurate number. Remember, this
is not tied to audit dates but to the date of withdrawal of registration,
usually about two weeks after the start of classes. For continuous intake
programs, the class size review is every three months.
All the other work you do is included
under "Complementary Functions." One of the main purposes of the workload
formula was to give faculty full credit for all the work they do. Make
sure that everything is there on your SWF. Be sure to include those complementary
Functions done in the non-teaching periods.
Scheduling
Teaching contact hours are scheduled
by the college. Other work, which by its nature can only be done inside
the college, the college may schedule. All other work is scheduled at the
discretion of the teacher. Where, when, and how you perform these tasks
is restricted only by the need to meet appropriate deadlines. It is our
one foothold on academic freedom.
If you wish, you can use non-teaching
periods to engage in other work-related activities that do not form part
of your assigned duties. However, it is important that any work directly
related to your teaching assignments, including any committee or program
development work be properly credited to your workload totals.
Overtime
Overtime is voluntary. Overtime is
earned on any work over the teaching limit of 18 hours (20 for teachers
with no post secondary assignment) or the 44 hour per week workload limit.
Allowable overtime is limited to one teaching hour per week and/or three
workload hours.
There is no tolerance for exceeding
the teaching week maximums. Under no circumstances can you be assigned
or should you accept more than 36 weeks (or 38 for teachers dealing exclusively
with non-post-secondary students) in any contract year.
If you are teaching more than 5 days
per week, there is also the possibility of overtime for exceeding the annual
teaching day limit.
No overtime can be assigned to probationary
faculty.
The Workload Monitoring Group
The Workload Monitoring Group is a
joint faculty/management committee. Its task is to review workload assignments
and resolve any apparent difficulties. The WMG handles workload complaints.
You may take issue with your SWF and send it forward to the WMG, or a complaint
may arise during the assigned work period.
If you have any questions about your
workload, your SWF, or the complaint process contact any member of the
WMG. They have the expertise to advise you whether or not you have a reason
to be concerned about your workload assignment or your SWF, and they can
explain both the details of the formula and the resolution process.
The union (representatives on) the
WMG are Cathy Joudrey, Larry Olivo, Paul Matson, and Ingrid Phillip.
Professional Development
All professors, counsellors, and librarians
are entitled to 10 days professional development each year. This is not
a part of assigned workload. All activities must be agreed upon on a voluntary
basis.
Counsellors and Librarians
Counsellors and Librarians can be
assigned up to 35 hours of work in any week. There is no provision for
averaging of hours. Neither is there an overtime provision for Counsellors
or Librarians. The general nature of your work is covered in the Class
Definitions on Pages 137 - 141 of the Collective Agreement. If any teaching
is assigned, then time must be allocated for preparation and evaluation
in accordance with the teachers' formula. There is no overtime provision
for Counsellors or Librarians. The work period is ten months.
Counsellors and librarians are denied
access to the WMG process. Accordingly, any workload related complaints
must go through the regular grievance procedure.
JOB DESCRIPTION [pages131-136]
The Classification Plans at the back
of your Collective Agreement contain the Class Definitions for Professors,
Instructors, Counsellors, and Librarians. These set out in broad terms
what you can be assigned to do. If you have a question about whether or
not an assigned task falls within your jurisdiction or whether or not you
can be made to teach a certain course or perform a particular function,
contact your steward for assistance.
Generally, labour practice does not
allow you to refuse a "bad" assignment. Do it and grieve. In most cases,
refusal is limited to unsafe work or that which is contrary to the law.
Bad judgment on the part of a supervisor is very rarely a good enough reason
to refuse. It may be good enough to win a later grievance.
PERFORMANCE APPRAISAL [Article
31]
The Union supports the general principle
of performance review. Performance appraisal of probationary faculty is
required every four months. After probation, performance reviews should
be self-directed by the individual faculty member unless a problem or complaint
has arisen.
Many colleges use Article 6, Management
Functions, to carry out a mandatory program of performance review for all
non-probationary faculty. The Union believes that this is intrusive and
an unreasonable use of scarce resources with little if any positive results
in terms of quality of education.
If so directed, you are obliged to
take part in performance review, subject to the Freedom of Information
and Protection of Privacy Regulations. Whenever a performance appraisal
is done, you must receive a copy prior to it being placed in your file.
You may add written comments including supporting documents to your file
in response to the performance appraisal.
A negative performance appraisal is
not considered disciplinary action on its own. Any warnings or actions
taken by the college as a result of the appraisal can be considered to
be discipline.
PERSONNEL RECORDS [Article 31]
Performance appraisals must be shown
to you and you must have an opportunity to respond before they can be placed
in your personnel file. The Freedom of Information and Protection of Privacy
Act requires employers to keep your personnel file in an orderly and accessible
fashion. Do not disregard any negative comment that is being placed on
your personnel record.
DISCIPLINE & DISCHARGE
The Collective Agreement says little
about discharge and even less about discipline. In the case of discharge,
the contract requires 90 days' notice or payment in lieu. Discharge can
be immediate where extreme circumstances warrant it.
Disciplinary notices to your personnel
file have to be shown to you first.
Beyond those contract stipulations;
there are general principles that all discipline must be progressive and
corrective. The employer must not act in a manner that is arbitrary, discriminatory,
or in bad faith. Ultimately, the grievance and arbitration process and
even the courts decide if an employer has met those standards.
Discipline is always serious. Verbal
warnings are the first step in progressive discipline, and the college
has used them in that fashion. Do not ignore any act from your supervisor
that could be construed, even later, as disciplinary. Contact the
Union Local for advice. If the college meets with you to issue
a disciplinary notice including a verbal warning you are entitled to union
representation at that meeting.Even though you
might agree that some discipline is warranted because of some slip-up,
the level of discipline may be out of line with accepted standards. Find
out.
GRIEVANCES [Articles 32
and 33]
The grievance procedure is the accepted
way that parties to a collective agreement have agreed to resolve differences
and misunderstandings between them. One of the Union's primary tasks is
to assist members where there might be a grievance.
Grievances arise from violations of,
or differing interpretations of the Collective Agreement. In either case,
whether deliberate circumvention of the Agreement or different readings,
the grievance procedure provides the means of resolution.
Types of Grievance
The Collective Agreement provides
three types of grievance. Individual grievances arise where the
individual has been affected by the violation. Where several members are
affected by the same set of circumstances, a group grievance could
be filed. Thirdly, a Union grievance can be used when the college
has adopted a general policy or practice that violates the rights of all
members. There are several restrictions on Union grievances that limit
their usefulness. There is a general principle in our Agreement that individual
and group grievances should take precedence and should be filed. In that
regard, individual grievances are the most likely to succeed.
When to Grieve
If you believe you have been affected
by a contract violation, then you have a possible grievance. Time limits
are important. You must act within 20 days. Before that deadline, contact
your area steward or the Chief Steward to discuss your concerns, get the
details of the process, and prepare your grievance. If you wish to use
any informal discussion to resolve the problem, that's fine, but do not
lose sight of the time limits or your grievance may well be lost. The decision
whether or not to grieve and how far to proceed rests with you as
the grievor.
Right to Grieve
Finally, The Collective Agreement
contains a specific provision protecting members who might grieve. This
is supported by provincial labour legislation. You cannot be penalized
for your activity in the Union or for exercising your rights under the
Collective Agreement.
JOB SECURITY [Articles 27&28]
Probation
The probationary period is two years
maximum. It is one year for those with teaching or counselling certification
along with one year's experience in some other Ontario educational institution.
Sessional experience before becoming full-time also counts as part of your
probationary period.
Seniority
Seniority is the basis of the layoff/bumping
provisions. The usual "first in, last out" system applies. You gain
seniority with the college on a daily basis throughout your employment.
The standard leaves of absence allow you to continue accrual but only for
two years. At that point, your seniority is frozen. Seniority is not transferable
to another college.
In January each year, the seniority
list is posted. Every member should check the list to be sure that seniority
is accurate. If you do not agree with the seniority credit given by the
college, then you should ask to have it corrected and grieve if it is not.
The Union may also grieve inaccuracies where persons are given more seniority
credit than is due.
Layoff and Transfer
Whenever the college contemplates
the reduction of full-time employees and some layoff or involuntary transfer
is likely, there is a specified procedure set out to protect members' rights.
The procedure requires the college to meet with the Union and work to find
alternatives to layoff or transfer. The College Employment Stability Committee
is responsible for finding alternatives. Your Union representatives on
the CESC are Ted Montgomery, Larry Olivo and Josef Stavroff.
The College Employment Stability
Committee [CESC]
The CESC's first task is to be sure
that any reduction of employees can be justified. They also must ensure
that the principles for designating the correct individuals are applied.
The key question when placing a member whose previous position has been
cut is, "Does s/he have the competence skill and experience to fulfill
the requirements of the position concerned." Consideration of experience
includes educational, teaching, practical, research, or other experience.
Should there be more than one member needing placement into a position,
then seniority governs who is successful among those who meet the minimum
competence, skill, and experience requirements. The
college is not allowed to select on a preferential basis.
SALARY [Article 14]
Placement
The salary grids start on page 26
of the Collective Agreement. Initial placement on the salary grid is determined
by a combination of experience and years of education. The college is responsible
to make the calculation, but you should check carefully that your full
experience has been credited. Your steward can help. Once on the grid progression
is annual up to your maximum. Up to the "control point" (about halfway),
it is automatic. After that, while technically the college has discretion,
grid increments should continue to be essentially automatic. Failure to
receive an annual increment is very serious not just in terms of lost income,
but potentially, employment security as well. Be sure that you get your
increment every year of entitlement.
Your maximum is based on academic and/or
trade qualifications. If you have additional or alternative qualifications,
your attainable maximum could be upgraded. If you have reason to believe
that your educational qualifications have not been fully credited, you
can have them reviewed by the Joint Educational Qualifications Subcommittee.
This is a provincial group. Your steward or the Local can give you details
about how to proceed with an application.
In Service Teacher Training Program
The In Service Teacher Training Program
can also provide access to the salary maximum. Even if you are a long time
faculty member, the effect on pension of an increase in your last five
years can have a significant effect.
Coordinators
Coordinators should receive either
one step or two over and above salary. They should also be credited on
their SWF with the time required to perform the coordinator tasks as assigned.
Coordinators must not act in any supervisory capacity with their colleagues.
Coordinator positions are voluntary.
Job Sharing
Often members are interested in job
sharing. Article 14.02 C sets out the basics for such arrangements. Essentially
you request a workload reduction along with commensurate reductions in
salary, benefits, seniority, etc. There is really no need to find someone
to "share" with.
The college cannot reduce or downgrade
your assignment and force you into part-time or partial-load work. That
would have to follow the layoff/bumping procedure, with its built-in protections.
ACCESS TO SALARY MAXIMUM [Letter,
p. 110]
Employees, whose salary is less than
the maximum on the salary schedule, may enroll in the In Service Teacher
Training Program. Completion of the program entitles the employee to progress
to the maximum salary. For employees with 15 or more years of service enrollment
results in an immediate one step salary increment. For information on this
program and its costs, contact Josef Stavroff at 416 491-5050, Ext 2208
or josef.stavroff@senecac.on.ca.
SICK LEAVE [Articles 17 &18]
Sick leave is covered by two different
plans, Short Term Disability (STD) and Long Term Disability (LTD).
STD
You receive 20 sick day credits each
year on September 1. Any unused days go into your own bank of credits.
Your regular full salary is maintained during illness up to the number
of days in your sick leave bank. Once these credits are exhausted, you
are paid 75% of regular pay for absences due to illness.
Members hired before April 1, 1991
shall, upon leaving the college, receive a lump-sum payment equal to:
credits x 1 x salary
-- to a maximum of 50% of annual salary
2 261
Members who have taken the sick leave
buyout are no longer entitled to this payment.
LTD
A member who becomes disabled and unable
to work can go on Long Term Disability (LTD), after 6 months. Payment is
60% of their salary minus any government or employer income security plan.
This benefit is non taxable because all premiums are paid by the members.
Accordingly, the untaxed 60% nearly matches regular salary.
BENEFITS [Articles 17, 18, &19]
Through the years, the Union has been
able to negotiate a variety of heath coverage benefits for faculty. There
is coverage for dental, hearing, and eye care, hospitalization, and drugs.
If you want to find out about services
you can contact Sunlife’s interactive telephone system, Sunserve, by calling
(416) 753-4300 in Toronto or 1-800-361-6262 elsewhere. You will be asked
for your contract number, which is 50832, and your certificate number,
which is available from the college benefits administrator.
You can maximize your benefits by following
some of the simple guidelines set out here.
Prescriptions
There are a couple of ways to cut
drug costs, which will cut the 15% that you still have to pay. One is to
get prescriptions for longer periods for maintenance drugs, e.g. a 90 day
rather than 30 supply, and thus reduce dispensing fees. If you and your
doctor are comfortable with generics, you can also use them to save money.
Scheduling
The dental, hearing, and eye care
and drug coverages have different benefit periods and coverage maximums.
Make your purchases in different benefit years. It can save you a lot if
you plan your purchases in accordance with those schedules. The specific
schedules are set out below.
| INSURANCE |
COVERAGE |
BENEFIT
PERIOD |
START
DATE |
| DENTAL -Regular |
$2000 |
each year |
January 1 |
| -Crowns &
Bridges |
$2000
you pay 50% |
each year |
January 1 |
| -Ortho |
$2500
you pay 50% |
lifetime |
January 1 |
| VISION -Adults |
$300 |
every 2 years |
September 1 |
| -Under 18 |
$300 |
each year |
September 1 |
| HEARING |
$3000 |
every 3
years |
September 1 |
| DRUG &
HEALTH |
No limit *see
below
you pay 15% |
each year |
January 1 |
*services of physiotherapists,
speech therapists, psychologists, naturopaths, masseurs, osteopaths, chiropractors,
chiropodists, audiologists, optometrists, occupational therapists and podiatrists
are limited to $1,500 in total.
Coordination of Benefits
Both Dental and Extended Health have
a "coordination of benefits" provision that lets you use both your own
and your spouse's coverage. Here's how it works. If your spouse's plan
has no coordination of benefits provision, send your claims to them first,
then claim any leftover amount through SunLife. If your spouse's plan has
coordination, then whoever had the claim, use that insurer first, then
the other. For children's expenses, send first to the carrier who covers
the parent with the earliest birthday in the year. If your birthday is
in January and your spouse in February, then claims go to SunLife first
and then the other carrier. This is just the way the insurance companies
try to balance out.
Lowering Dental Costs
Dental
coverage is based on the previous year's ODA fees. These days, many dentists
are willing to do some negotiation on their charges, particularly where
there is some competition for your business. Also, if your costs are expected
to be above $300, get your dentist to set out a proposed plan and send
it to SunLife in order to find out what they'll cover.
Hospitalization Coverage
The Extended Health Plan has two options.
Plan I provides semi-private hospital coverage and Plan II does not. Some
members have only Plan II. Since there is no difference in cost to you,
and since you can use your coordination of benefits to almost totally cover
a private room, you should make certain that you have Plan I coverage.
If you need to change your coverage, do it now. If you leave it until you
need it, you will be out of luck because the change is not immediate.
Out-of-Province Coverage
SunLife picks up 85 % of "usual" out-of-country
medical costs, but your 15% could still be prohibitive. You should augment
your individual coverage when out of Ontario.
Denied Claims
There's an appeal process for any
claims that are denied. You should use this process prior to grieving.
The Joint Insurance Committee has often been successful in having SunLife
reverse its decisions. Contact your steward or the Local for information.
What is Covered?
Extended Health, Hearing, Vision,
and Dental:
(a) prescribed drugs, including
contraceptives, serums and vaccines;
(b) insulin as well as needles and
syringes, oxygen and colostomy supplies;
(c) over the counter drugs for chronic
conditions, e.g. antihistamine if supported by a physician's letter;
(d) orthopedic shoes;
(e) private duty nurses and registered
trained attendants;
(f) prescribed hearing aids;
(g) contact lenses, lenses and frames
including tinting/sunglasses, safety glasses;
(h) covered dental services are listed
in detail in Appendix III of the Collective Agreement.
Acupuncture is not covered.
Life Insurance
All members have $25,000 in Basic
Life insurance. You can opt for an additional $60,000 for which you will
pay half the premiums and $40,000 more for which you will pay all the premiums.
If you choose insurance for your dependents, the premiums will be entirely
yours to pay.
Retirement Benefits
If you wish, you may continue with
some of your benefits once you retire. For Extended Health and the Dental
Plans, you must be receiving either the CAAT or the Teachers' pension and
you must be maintaining your OHIP coverage. The retiree pays 100% of the
premium. In order to determine whether this is good value, members should
compare the rates to those of private outside insurers.
Life insurance is limited to $10,000
and can be extended to age 75. The retiree pays 100% of the premium. Because
the experience rating treats retirees and active employees as one group,
this insurance is good value.
Same Sex Spousal Benefits (Letter
page 119)
Same sex spouses receive identical
consideration regarding benefits as other spouses.
Survivor benefits
Benefit coverage is continued for
6 months at no cost to survivors. It may be continued with the survivors
paying 100% of the premiums.
VACATIONS AND HOLIDAYS [Articles
15, 16 &11.03]
You are entitled to two contiguous
months annually. This entitlement may be broken up by mutual consent. For
teachers, if work is scheduled in either July or August it must be with
your consent or on a rotational basis. Conflicting vacation requests are
resolved by seniority.
You are entitled to Good Friday, Victoria
Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving, plus December
25 to January 1. Remembrance Day and Easter Monday are work days. March
Break and additional time at Christmas is not an entitlement, but normally
these are non teaching periods.
Professional Development Leaves
(Sabbaticals) [Article 20]
After six years, you are eligible
for to apply for a Professional Development Leave -- a sabbatical. The
salary ranges from 55% to a maximum of 70%. The college is required to
grant a minimum number of leaves depending on the size of the bargaining
unit. If more faculty apply than there are positions available, selection
is based on years of service since the individual's last professional development
leave.
Benefits continue unchanged. Pension
contributions continue to be based on full salary, so that pension benefit
is not reduced.
Professional Development should not
be confused with Curriculum Development. Curriculum Development is remunerated
at 100% of salary.
PREPAID LEAVE [Article 23]
Often known as "four for five," this
option can actually be set up in various ways. You may defer anything from
one third to one sixth of your annual salary to finance a leave. (That
is - you could defer a third of your salary for two years and then take
the next year off, or a sixth over five years followed by a year off.)
This leave guarantees your right to the same position upon return to work.
College approval is required but cannot be unreasonably denied.
LEAVES [Article 21]
· Personal
If you wish a leave for personal
circumstances, you should request a leave with pay. The college may, but
is not required to, grant leaves without loss of pay for personal reasons
or extenuating circumstances. If your request is denied, you are entitled
to request reasons in writing for the denial.
You can request a leave without pay
for personal reasons at any time. You are not guaranteed such leaves.
· Religious
Leaves without loss of pay
for religious reasons should never be denied. The Union has won several
awards protecting members' rights to such leave.
· Bereavement
On the death of a member's
spouse, parent, step-parent, child, step-child brother, sister, mother-in-law,
father-in-law, and grandchildren, a member is entitled to a leave of 3
or more days without loss of pay.
· Jury
duty or Subpoena
You are eligible for such
leaves without reduction in salary when subpoenaed.
· Sick
family member
You are entitled to 5 days
per year to care for ill family members. These days may be covered by use
of sick leave credits.
· Parental
Leave
To qualify for pregnancy leave,
you must have been employed for 13 weeks. For the first two weeks of leave,
you receive payment equal to 93% of salary. For the remaining 50 weeks,
the college shall pay an amount equal to the difference between E.I. maternity
benefits and 93% of normal salary. The College shall continue all benefits.
Be sure to apply early for the E.I.
benefit so that there's no gap in income.
Employees on these leaves are not required
to take vacation concurrently.
Health,
Safety and Security [Articles 7.02 &24]
The Occupational Health and Safety
Regulations of Ontario outline the responsibilities of employers and workers
in providing a safe workplace. The Collective Agreement states, "the College
will make reasonable provision for the conditions of safety and health
in the employees' work areas in the College by conforming with the provisions
of the Occupational Health and Safety Act and Regulations." [Art. 24] The
College is also obligated to provide reasonable conditions of air, light,
space and temperature in the employees' work areas. [Art. 7.02]
Local 560 appoints safety representatives
in each campus workplace. In workplaces with 20 or more workers, a Joint
Health and Safety Committee is required. These committees inspect the workplace,
promote health and safety, and work to solve health and safety problems
in the workplace. Local 560 Health and Safety representatives are listed
in Appendix II of the Manual.
The following protocols outline your
rights and responsibilities under the Occupational Health and Safety Act:
Health and Safety Concerns withNo
Immediate Danger
· If
you have a Health & Safety concern, report it in writing to your supervisor
and request a written response. Copy your Health & Safety Representative.
· If
the issue is unresolved, notify the Campus H&S Committee, steward and
H&S representative.
· Committee
will resolve the concern internally on the campus or will make recommendation
to the College.
· College
must respond within 21 days outlining a timetable for implementation of
action or rationale for refusal to act. [Action does not have to be completed
in 21 days, but a commitment must be made.]
· If
the College response is not satisfactory, the issue is referred to the
Campus Committee again. The Committee will make recommendations for action.
· College
must respond within 21 days with an action plan or rationale for refusal.
· Issues
which are still unresolved may be referred to the Central Committee, or
an inspector from the Min. of Labour may be called by you or a committee
member to resolve the issue.
· If
you call the Ministry of Labour be prepared to specify the type of orders
you would like the inspector to write to resolve the issue. These should
be written out prior to making the complaint.
N. B.: At any time, you can call
in a Ministry of Labour Inspector for assistance.
REFUSING UNSAFE WORK
If you believe there is an immediate
danger you may refuse work. Tell your supervisor who may ask another employee
to do the work, but he or she must advise that person of the previous refusal
of unsafe work. You cannot be penalized for refusing work you believe
to be unsafe.
HARASSMENT
AND DISCRIMINATION [Article 4]
The Union is committed to making the
workplace and the Union free from discrimination and harassment. If you
have been harassed or discriminated against, there are several avenues
available for redress: the grievance procedure, the college's internal
procedures, OPSEU's procedures, the Human Rights Commission, and the courts.
Contact your Union for support and advice about the best route for you
to pursue. If you have been accused and want help, the Union will help
you as well.
EMPLOYMENT EQUITY [Letter, p.
107]
The Union supports the Province of
Ontario program of Employment Equity to foster increased participation
of individuals or groups as designated in legislation. Further, the Union
and the Local are committed to the increased participation of persons from
the designated groups within the Union.
TRAVEL EXPENSES [Article 25]
Travel expenses incurred while on College
business are covered. Expenses are covered for travel to worksites other
than your usual workplace. Kilometrage allowances appear on page 48 of
the Collective Agreement. For the first 4,000 K, the college reimburses
33.75
cents. Parking fees are also covered.
COPYRIGHT [ Article 13]
Unless mutually agreed upon, work done
as part of a college workload assignment is the property of the College.
All other work(s) remain the property of the employee.
TUITION SUBSIDY [ Article 12]
You may take, for a fee of not more
than $20, any course offered by the College. You have to meet the normal
entrance and admission requirementsand
you are subject to academic policies after admission. In the case
of over-subscribed programs, you are not required to enter the competitive
pool.
PENSION
The
great majority of members are in the CAAT Pension Plan. The remainder stayed
in the Ontario Teachers plan when they joined the college. This information
relates to the CAAT Pension Plan.
Benefits are based on your best contiguous
five year block of income plus your years of service. Taking a sabbatical
in your last five years will not affect your pension. The plan has survivor
benefits and limited indexing.
Early retirement with no penalty is
available if:
(a) your age plus years of
service equal 85; or
(b) at 60 years of age you have 20
years of service.
If these conditions cannot be met, your
pension income is severely reduced by penalties.
If you require details regarding your
pension, you should contact the union office.
APPENDIX
I - LIST OF STEWARDS
Buttonville
Ken Eng (416) 491-5050,
Ext. 2205 Room 3272 Newnham Campus kennedy.eng@senecac.on.ca
Mike Celic (416) 491-5050,
Ext. 2197 Room 3280
Don Mills
Vacancy
Eglinton
Marilyn Kisluk (416)
510-3002 marilyn.kisluk@senecac.on.ca
Ted Montgomery 495-1599
Union Office union@opseu560.org
Jane
Malcolm Archer (416) 491-5050,
Ext. 4374 Room 106B malcolm.archer@senecac.on.ca
King
Howard Doughty (416)
491-5050, Ext. 5195 Room 110 howard.doughty@senecac.on.ca
Donna Frank (416) 491-5050,
Ext. 5278 Room 130C donna.frank@senecac.on.ca
Cathy Joudrey (416)
491-5050, Ext. 5094 Room ____ catherine.joudrey@senecac.on.ca
David Sernick
(416) 491-5050, Ext. 5233 Room 130D david.sernick@senecac.on.ca
Newmarket
Vacancy
Newnham
Orrin Benn (Business) (416)
491-5050, Ext, 6072 Room ____ orrin.benn@senecac.on.ca
Patricia Clark (Business)
(416) 491-5050, Ext. 2208 Room ____ patricia.clark@senecac.on.ca
Vladya Kosiba (Technology)
(416) 491-5050, Ext.2604 Room 4286
vladya.kosiba@senecac.on.ca
Len Klochek (Technology)
(416) 491-5050, Ext. 2400 Room 1232
len.klochek@senecac.on.ca
Margaret MacFarlane (Business)
(416) 491-5050, Ext. 6514 Room 4173C margaret.macfarlane@senecac.on.ca
Muriel McKenna (Business)
(416) 491-5050, Ext. 2790 Room ____
muriel.mckenna@senecac.on.ca
Paul Matson (Technology)
(416) 491-5050, Ext. 2434 Room 4283 paul.matson@senecac.on.ca
Ross McCague (Counselling/Librairians/ELI)
(416) 491-5050, Ext. 6268 Room 4163
ross.mccague@senecac.on.ca
Betty Michaud (Business)
(416) 491-5050, Ext. 2533 Room 4356 betty.michaud@senecac.on.ca
Larry Olivo (Business) (416)
491-5050, Ext. 2814 Room 3111D laurence.olivo@senecac.on.ca
and lolivo@sympatico.ca
Josef Stavroff (Business)
(416) 491-5050, Ext. 2208 Room ____ josef.stavroff@senecac.on.ca
Merylie Wade Houston (Applied
Arts) (416) 491-5050, Ext. 2188 Room_____
(currently on leave)
Jack Walters (Counselling/Librarians/ELI)
(416) 491-5050, Ext. 2933 Room ____ jack.walters@senecac.on.ca
Seneca @ York
Daria Magas-Zamaria
(416) 491-5050, Ext. 3281 Room ____ daria.magas-zamaria@senecac.on.ca
Yorkgate
Vacancy |
APPENDIX II - LIST OF HEALTH AND SAFETY
REPS.
Central:
Malcolm Archer (Co-Chair)
491-5050, Ext. 4374
Richard Duffy 491-5050,
Ext. 4757
Dan Janjic 491-5050,
Ext. 2404
Muriel McKenna 491-5050,
Ext. 2026
Josef Stavroff
491-5050, Ext. 2208
--------------------------------------------------------------------------------
Don Mills:
Ron Tarr (Co-Chair)
491-5050, Ext. 3707
--------------------------------------------------------------------------------
Eglinton:
Marilyn Kisluk
510-3002
--------------------------------------------------------------------------------
Jane:
Malcolm Archer
491-5050, Ext. 4374
--------------------------------------------------------------------------------
King: Garriock Hall
Mark Rohlehr (Co-Chair)
491-5050, Ext. 5027
Georgina King 491-5050,
Ext. 5218
--------------------------------------------------------------------------------
Newhnam:
Margo Godier 491-5050,
Ext.
Dan Janjic 491-5050, Ext.
2402
Muriel McKenna (Co-Chair)
491-5050, Ext. 2026
Peter Miller 491-5050,
Ext.
--------------------------------------------------------------------------------
Seneca @ York:
Marion Kist 491-5050,
Ext.
Vacancy
--------------------------------------------------------------------------------
York Gate:
Vacancy
-------------------------------------------------------------------------------- |
