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VTF General Meeting Agenda 1.Local Bargaining 2.Provincial Bargaining: Memorandum of Agreement New Leave Provisions Proposed Standardized Provincial Extended.

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Presentation on theme: "VTF General Meeting Agenda 1.Local Bargaining 2.Provincial Bargaining: Memorandum of Agreement New Leave Provisions Proposed Standardized Provincial Extended."— Presentation transcript:

1 VTF General Meeting Agenda 1.Local Bargaining 2.Provincial Bargaining: Memorandum of Agreement New Leave Provisions Proposed Standardized Provincial Extended Health Benefits Plan

2 Local Bargaining 2012

3 Your Objectives Survey conducted fall 2010 chose and prioritized objectives for bargaining 33 objectives adopted 6 fall under the current “local language” We were successful in agreeing on 5 objectives 1 we were satisfied through discussion that we shared an agreement. Documented in notes Met 23+ times

4 What makes local, local? Appendix 1 and 2 of the VTF CA PELRA “Cost” Significant effort made at provincial bargaining table this round to support an increased number of local items in Appendix 2 with a long term goal of full, free local bargaining.

5 Local Objectives Access to Information Unpaid leaves Health and Safety Administration of Medication to Students Staff Meetings Continuation of Employer Transit Pass program

6 Access to Information How does this change things? These changes deal with how VESTA and the VTF receive information about member's employment including: - Alerting the VTF when members resign, providing information at regular intervals rather than only upon request, identifying members' FTE and notifying the VTF about new hires Why is this better? The VTF often has to request information about member's employment for grievances and to ensure that post and fill is conducted. These changes allow the VTF to advocate on behalf of teachers in a more timely fashion and to make recommendations about the EOC list. It also will help members learn about their own contracts.

7 Administration of Medication How does this change things? This builds in protections for teachers around medical equipment on the same level as more traditional medical interventions Clarifies the voluntary nature of any administration of medication by teachers and puts the onus on the Board to cover the absences of any members who voluntarily administer medication and protects EOCs Why is it better? Technology is rapidly changing in some areas of medical intervention. Recent court cases have sought to make teachers responsible for monitoring. This protects teachers against being required to monitor or ___ medical equipment for students.

8 Personal Leave Without Pay How does this change things? Creates two new short term unpaid leaves: From January 1 to March 31 and April 1 to June 30. The current leaves also remain Existing practice of allowing only one leave per 3 years put into Collective Agreement language Include temporary contracts towards the 3 years requirement How is this better? Allows for greater access to short term leaves without pay and greater flexibility for these leaves and helps members access the leaves earlier through the inclusion of temporary FTE. Makes our Collective Agreement a better “handbook”

9 Transit Pass Programme What does this change? Puts the current plan into our Collective Agreement and references the terms of the plan for an Employer subsidized Transit Plan How is this better? Helps members find information about the plan and offers information about the terms of the plan

10 Staff Meetings How does this change things? Requires notice and agendas for Administrator called Staff Meetings, except in time sensitive or emergency situations Requires meetings held before school or at lunch to end at least 5 minutes before the bell Why is this better? Requires transparency when administrators call meetings regarding the content and time of the meetings. Allows teachers the time to get back to class and be prepared when meetings are called before teaching times.

11 Health and Safety The Bargaining Team approached better protections regarding Earthquake Preparedness Plans. The Goals were: - eliminating top-down Emergency Preparedness Plans - recognizing the autonomy of School Based Health and Safety Committees to determine appropriate safety plans for their own communities Through Discussion: The Board agreed that school-based Health and Safety Committees determined the Emergency Preparedness Plan for their own community, and that the District Plan was an overall plan for the district only.

12 Next Steps Ratification Survey will be coming out this year to set new objectives for next round – beginning March 2013 Continue to work towards a greater number of items on the local table (new LOU) Work in upcoming elections / communicate the success of local bargaining to your communities

13 The Memorandum of Agreement ratified in June contained new language on the following leave provisions: Family Responsibility Leave Bereavement Leave Compassionate Care Leave Leave for Union Business TTOCs Conducting Union Business Unpaid Discretionary Leave

14 Family Responsibility Leave Key Additions: The employer will grant family responsibility pursuant to the BC Employment Standards Act Part 6-52: An employee is entitled to up to 5 days of unpaid leave during each employment year to meet responsibilities related to the care, health or education of a child in the employee’s care, or the care or health of any other member of the employee’s immediate family. How does this change things? This leave is an entitlement, rather than a request for personal leave you must apply for. As such it is less restrictive than our current language of up to 10 days unpaid leave.

15 Bereavement Leave Key Change Five (5) days of paid leave shall be granted in each case of death of a member of the employee’s immediate family. The definition of family has been expanded to include: b) Any person who lives with an employee as a member of the employee’s family. How does this change things? Bereavement Leave has been increased to 5 days plus 2 additional days for purposes of travel and its applicability has been broadened. There is also the addition, at the superintendent’s discretion, of the possibility of additional unpaid leave.

16 Compassionate Care Leave Key Change: Compassionate care leave supplemental employment insurance benefits: When an employee is eligible to receive employment insurance benefits, the employer shall pay the employee: one hundred (100%) of the current salary for the first two (2) weeks of the leave, for an additional six (6) weeks, one hundred (100%) of the employee’s current salary less any amount received as EI benefits current salary shall be calculated as 1/40 of annual salary where payment is made over ten months or 1/52 of annual salary where payment is made over twelve months. How does this change things? The old provision allowed teachers to apply for up to 8 weeks of unpaid leave if they met the criteria for compassionate care leave. The EI application is a separate process. The new language improves the leave to 100% top up of pay by the employer to cover both the 2 week waiting period and the up to 6 weeks of EI payments for an eligible teacher.

17 Leave for Union Business Key Points: “Any union member shall be entitled to a leave of absence with pay as authorized by the local union of BCTF and shall be deemed to be in the full employ of the board.” And for both short and long-term leave- “Such leave will be granted subject to the availability of a qualified replacement (and educational needs of the school district in the case of long term leaves). The request shall not be unreasonably denied. How does this change things? The limit of 20 days per school year (unless otherwise approved by the Board) for individuals on union leave no longer applies.

18 Leave for TTOCs Conducting Union Business Key Points: “Where a TTOC is authorized by the local union or BCTF to conduct union business during the work week, the TTOC shall be paid by the employer according to the collective agreement. Time spent conducting union business will not be considered a break in service with respect to payment on scale. Time spent conducting union business will be recognized for the purpose of seniority and experience recognition up to a maximum of 20 days per school year.” How does this change things? Previously there was no specific language related to releasing TTOCs in our Collective Agreement

19 Unpaid Discretionary Leave Current Language Article G a. Personal Leave-Without Pay Short Term Employees may apply for a leave of up to ten (10) days (at least five (5) days of which must be taken sequentially) during a school year (prorated for part-time employees). Applications shall be made in writing to the Associate Superintendent – Human Resources. Such leave shall be counted for salary purposes as service with the Board. It is understood that, unless unusual circumstances prevail, such leaves will normally not be attached to a school break. New Provincial Language Article G___ Unpaid Discretionary Leave 1a. An employee shall be entitled to a minimum of three (3) days of unpaid discretionary leave each year. b. The leave will be subject to the educational requirements of the district and the availability of a replacement. The leave must be approved by the superintendent or designate. The request shall not be unreasonably denied. 2. The leave will be in addition to any paid discretionary leave provided in local provisions. 3. The combination of this provision with any other same provision shall not exceed three (3 days).

20 The Memorandum of Agreement also provided for a Provincial Extended Health Benefits Plan proposal that is optional for locals to adopt. The following comparison of the proposed plan and our current plan shows where each plan has a superior benefit (in bold).

21 Benefit Provision Provincial Extended Health Benefit Plan Current Vancouver Extended Health Benefit Plan Extended Health Reimbursement 80% until $1000 paid per person, then 100% 80% until $1000 paid per family, then 100% Annual Deductible$50$25 Lifetime MaximumUnlimited

22 Benefit Provision Provincial Extended Health Benefit Plan Current Vancouver Extended Health Benefit Plan Prescription Drugs Drug FormularyBlue Rx Pharmacare and Non- Pharmacare Pay-direct Drug CardYesNo Per Prescription Deductible $0 Sexual DysfunctionCoveredNot covered Oral ContraceptivesCovered Fertility DrugsNot covered$3000 lifetime max.

23 Benefit Provision Provincial Extended Health Benefit Plan Current Vancouver Extended Health Benefit Plan Medical Services and Supplies Med-AssistIncluded Out-of-province emergency medical Covered AmbulanceCovered HospitalPrivate/Semi-Private In-home nursing care$20,000 per yearCovered with Doctor’s note Hearing Aids $1,000 every 60 months$500 per ear over 60 months Miscellaneous Services and Supplies Covered (crutches, wigs, surgical stockings, etc) Orthopaedic Shoes $400 per yearOne pair per lifetime (in combination with orthotics) Orthotics $200 per yearOne pair per lifetime (in combination with orthopaedic shoes)

24 Benefit Provision Provincial Extended Health Benefit Plan Current Vancouver Extended Health Benefit Plan Vision Care Maximum$200 per 24 months Eye exams per 24 monthsIncluded in Vision MaximumNot covered Paramedical Services Naturopath$500 per year Chiropractor$500 per yearUnlimited Massage therapist$500 per yearUnlimited Physiotherapist$500 per yearUnlimited Psychologist$500 per year$100 per year Speech therapist$500 per year$300 per year Acupuncturist$500 per year$300 per year Podiatrist/Chiropodist $500 per year $200 per year Podiatrist (no Chiropodist)


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