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COLLECTIVE AGREEMENT

BETWEEN:

TORONTO FRENCH SCHOOL

C6lUD4:'8 f L'BCOLB lN'TJlll.1fAT.IO:NAL . UlnDUifATIOllfALB

rm DV CAJl'.U>A

· (hereinafter referred to as the 'EMPLOYER' or the 'SCHOOL')

OF THE FIRST PART

-and-

ALLIANCE DES ADMINISTRATEURS ET EDUCATEURSDELATORONTOFRENCHSCHOOL

(AAETFS)

(hereinafter referred to as the 'ALLIANCE')

OF THE SECOND PART

TERM OF AGIUEMENT :

Collective Agreement for AAETFS

September 1st , 201 7

to

August 31 st, 2022

From September 1st, 2017 to August 31, 2022

ARTICLE 1 2 3 4 5 6 7

8 9 10 11 12 13

14 15

16 17 18 19 20 21 22

23 24 25 Schedule A Schedule B Schedule C Schedule D 26 27 28 29 30

Purpose Recognition Management Rights Alliance Security No Strikes or Lock-outs No Discrimination

I INDEX

Grievance Procedure and Discipline and Discharge Procedures Unsatisfactory Service Procedure

Arbitration Representation Bulletin Boards Information Job Classifications and Rates of Pay Seniority Layoff and Recall Probationary Period Vacancies and Promotions Leaves of absence: Unpaid Personal Leave

Pregnancy and Parental Leave Unpaid Leave

Jury Duty

Self-Funded Leave Pregnancy/parental leave top-up

Compassionate leave Hours of work & overtime Paid Holidays Vacations Health and Safety Benefits: Group Insured Plans

Sick Leave Paid Personal Leave

Group Registered Retirement Savings Plan (GRRSP) Educational Assistance Child Care Arrangements Rates of pay Job Classification Categories Position Classification Procedure Self-Funded Leave Plan, Terms and Conditions Term of Agreement Memorandum of understanding - Professional Development Committee Memorandum of understanding - Recognition Program Memorandum of understanding - Miscellaneous Memorandum of understanding - AAETFS meetings

Collective Agreement for AAETFS from September 1st, 2017 to August 31, 2022

PAGE 3 4 4 5 6 6 7 8 12 13 14 14 16 17 18 18 19 20 21 22 22 22 23 23 24 26 28 29 29 30 31 30 32 32 33 41 42 44 47 48 49 50 51

s

TIIlS AGREEMENT made and entered into as of the 1st day of September, 2017

BETWEEN:

THE TORONTO FRENCH SCHOOL

(hereinafter referred to as ''the Employer" or ''the School") of the FIRST PART

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ALLIANCE DES ADMINISTRATEURS ET EDUCATEURSDELATORONTOFRENCHSCHOOL

(hereinafter referred to as ''the Alliance")

of the SECOND PART

ARTICLE 1

PURPOSE

1.01 The employees, the Alliance and the Employer agree that the purpose of the School is to provide the highest quality of education for its students through an independent educational institution dependent upon the voluntary support of parents and others as expressed in such Mission Statement of the School as it may adopt, such statement to vary from time to time at the School's discretion but in a manner so as not to be inconsistent with the provisions of this Agreement, nor to alter, modify or amend any part of this Agreement except by mutual consent between the School and the Alliance. Therefore, the general purpose of this Agreement is to provide orderly collective bargaining relations between the Employer and its employees represented by the Alliance and to whom this Collective Agreement applies; to provide for the prompt and fair disposition of grievances; and to provide mutually satisfactory working conditions, including salaries, allowances and related benefits, with due regard to the efficient operation of the School.

l.02 Where the singular or feminine is used in this Agreement, it shall be considered as if the plural or masculine has been used where the context so requires.


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ARTICLE2

RECOGNITION

2.01 This Agreement shall apply to all employees in the bargaining unit defined in the Certificate issued by the Ontario Labour Relations Board on the 8th day of February, 1988, that is, all employees of The Toronto French School in the Municipality of Metropolitan Toronto and the City of Mississauga, save and except: Executive Assistant to the Head, Assistant to the Head, Assistant Controllers, Payroll Administrator, Development Officers, Assistant Director of Admissions, Human Resources Coordinator, Human Resources Assistant, IT Project Lead, Team Lead, Technical Support, Web Developer, Web Software Application Developer, Network Administrator, Director of Administrative Services, Director of Primary Studies, Summer Programmes Director, Director of French Studies, Dean of Student Affairs and persons above the rank of those exceptions indicated herein: Headmaster, Chief Operating Officer, Chief Financial Officer, Director of Human Resources , Director of Advancement, Director of Marketing and Communications, Director of Admissions, Director of Information Technology, Director of Facilities, in addition to Maintenance and Custodial employees, employees regularly employed for not more than eleven hours per week and employees in bargaining units for which any trade union held bargaining rights as of December 11 th

, 1987.

2.02 The Employer recognizes the Alliance as the sole collective bargaining agent for all employees of the Employer in the bargaining unit defmed above.

ARTICLE3

MANAGEMENT'S RIGHTS

3.01 The Alliance recognizes and acknowledges that the right to manage and conduct the business and affairs of the Employer is fixed exclusively in the Employer and without limiting the generality of the foregoing, the Alliance acknowledges that it is the exclusive function of the Employer to:

(a) select, hire, transfer, promote, demote, lay-off, recall employees and select employees for positions excluded from the bargaining unit;

(b) maintain order, discipline and efficiency and in connection therewith to make, alter, publish and enforce reasonable rules and regulations, policies and practices to be observed by employees covered · by this Agreement, discipline or discharge employees for just cause, provided that a claim for unjust discipline or discharge by an employee who has completed the probationary period may be the subject matter of a grievance and dealt with as hereinafter provided;


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( c) determine programmes and activities of the School, the number of employees to be employed, teaching and other duties and responsibilities of employees; the number of students to be allocated to a programme, class size, the assessment of staff, the designation of positions of responsibility and the selection of individuals to positions of responsibility, working hours, the school year, and the holidays to be observed, and such other aspects of the Employer's jurisdiction as are in compliance with any applicable statutes and regulations of the Province of Ontario;

( d) have the sole and exclusive jurisdiction over all operations, buildings, facilities and equipment.

3.02 The Employer agrees that it will not exercise its functions in a manner inconsistent with the provisions of this Agreement.

3.03 Any vacancy in Administration, within or outside the bargaining unit, prior to being filled, shall be posted at all branches and buildings of the Employer and, subject to Article 3.01, any qualified applicant from the school shall be considered in filling such vacancy in a fair and reasonable way. An applicant shall notify the Employer of such applicant's desire to be considered within ten calendar days of the posting.

3.04 The exercise of any of the above rights may be the subject matter of a grievance and/or arbitration as provided for in this Agreement.

ARTICLE4 ALLIANCE SECURITY

4.01 As a condition of their continued employment, all employees shall, upon completion of thirty days of employment, become and remain members in good standing of the Alliance.

4.02 During the term of this· Agreement, the Employer agrees to deduct regular monthly Alliance dues as certified by the Alliance to be currently in effect from the wages of eacli-employ~ . wlio -lias authorized -such deduction and to remit the amount so ~ deducted to the Treasurer of the Alliance. Any such authorization provided by an employee will be deemed to continue in full force and effect during this Agreement and any succession to this Agreement until and unless specifically revoked by the employee.


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4.03 As a condition of their continued employment, all employees shall upon completion of thirty days of employment, be required to execute and deliver to the Employer an authorization for deduction of their regular monthly Alliance dues.

4.04 The Alliance shall indemnify and save harmless the Employer against any and all suits, actions, causes of action, claims and demands or any other form of liability arising as a result of any action taken by the Employer for the purpose of complying with this Article.

ARTICLES

NO STRIKES OR LOCK-OUTS

5.01 In view of the orderly procedure established by this Agreement for the settlement and handling of grievances, the Alliance agrees that, during the lifetime of this Agreement, there will be no strike, withdrawal of services, or other interference with the operation of the School, either complete or partial, and the Employer agrees that there will be no lock-out of the employees.

ARTICLE6

NO DISCRIMINATION

6.01 There shall be no discrimination by the Alliance, the Employer, or any employee against any employee or student.

6.02 The Alliance and the Employer recognize the problem ofsexual harassment in the workplace and are committed to preventing it. Sexual harassment shall include:

- leering; - unwelcome sexual flirtations, advances, propositions; - requests for sexual favours; - unwanted touching; - verbal abuse or threats of a sexual nature; - sexual assault.

Complaints of sexual harassment will be investigated with all possible confidentiality. Where a grievance is lodged in relation to sexual harassment and is found to be valid, every effort will be made to discipline and/or relocate the harasser, not the victim.


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ARTICLE7

GRIEVANCE PROCEDURE AND DISCIPLINE AND DISCHARGE PROCEDURES

7.01 The parties intend that, to the maximum extent practicable, complaints should be resolved in a mutually agreeable manner through the Joint Relations · Committee referred to in Section 9.05. If complaints cannot be resolved through the Joint Relations Committee, the purpose of this Article is to establish a procedure for the settlement of grievances.

7.02 An employee who has a complaint relating to the interpretation, application, administration or alleged violation of this Agreement may discuss his/her complaint with his/her immediate supervisor. A representative of the Ailiance may be in attendance at the request of either the employee or the immediate supervisor. Such a complaint shall be brought to the attention of the immediate supervisor within ten working days of the incident giving rise to the complaint. The immediate supervisor shall state his/her decision orally within 10 working days of receiving the complaint.

STEP I Should the employee be dissatisfied with the immediate supervisor's disposition of the complaint, the employee may, with the assistance of a representative of the Alliance, refer such matter on a written grievance form to his/her immediate supervisor, who shall answer the grievance in writing within five working days. The complaint shall constitute a fonnal grievance at Step 1 and shall be filed within ten working days of receipt of the reply of the immediate supervisor to the complaint. The grievance shall contain a brief statement of the facts relied upon, indicate the relief sought and be signed by the employee.

STEP2 If no settlement is reached at Step 1, the Joint Relations Committee and representatives of the Employer shall meet within 10 working days, or a time mutually agreed upon, to discuss the ¢evance. If the grievance is not settled within 10 working days, it may be referred to arbitration as hereinafter provided.

7.03 Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedures within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Alliance.


I

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7.04 No probationary employee as defined in this agreement may be disciplined or discharged without just cause. In the case of probationary employees, just cause exists where the employer's decision to discipline or discharge a probationary employee was not arbitrary, discriminatory nor made in bad faith. ·

7.05 A non-probationary employee shall only be discharged for just cause.

7.06 Employees who are covered by this Agreement shall be required to follow the procedures laid down in this Article. An employee shall not appeal directly to a member of the Board of Directors.

Discipline and Discharge Procedures:

7.07 Prior to the imposition of a discharge, an employee shall be advised at a meeting with the Employer and a representative of the Alliance of the basis for such action unless the employee is a danger to himself or herself or to others.

7.08 The Employer shall notify the employee and the Alliance in writing to the maximum extent practicable at least three working days prior to the proposed effective date of the measure, in the event that the Employer proposes to discipline an employee other than by way of termination, or suspension, or letter of reprimand. Such notice shall set forth in reasonable detail the proposed disciplinary measure and the grounds therefore.

7.09 Upon receipt by an employee of a notice pursuant to Article 7.08, the employee shall have the right to a meeting with such employee's direct supervisor and the Director of Human· Resources and a member of the E~ecutive Committee of the Alliance.

Unsatisfactory Service Procedure:

7.10 Without prejudice to the Employer's right to discipline or discharge an employee for just cause, a "Procedure" as hereinafter described is hereby established to ensure that only employees who are competent to perform their respective assignments are employed by the Eniployer, which Procedure is designed to address instances of unsatisfactory performance or service of a non-probationary employee. . The Procedure will usually result in remediation to a satisfactory level of performance. However, it may in some cases, lead to removal from regular duties, demotion, reduction of remuneration or termination of employment for reasons of unsatisfactory job performance or service.


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7.11 As soon as reasonably practicable after the Employer becomes aware of concerns regarding a non-probationary employee's perfonnance or regarding other unsatisfactory service, the Employer shall discuss the concerns with the employee. The employee can: request that an AAETFS representative be present during the discussion. The Employer should summarize the discussion in writing to the employee and provide a copy to the AAETFS.

Perfonnance Assessment: Phase One: If the Employer determines that the employee's performance is to be assessed, the Employer will arrange to . observe or monitor the employee's performance. The Employer informs the Employee of this observation or monitoring, that Phase One of the Unsatisfactory Service Procedure has commenced and that performance assessment through observation and/or monitoring will take place.

Following this observation or monitoring, the Employer will write the employee clearly outlining either:

1. any concerns, indicating the nature and improvement expected, offering appropriate resources for assistance, and stating a timeline for improvement

or 11. that any concerns regarding the employee were groundless or have been

satisfactorily resolved, in which event the Procedure will be terminated.

If, at the end of the time provided, the expected improvement has not occurred, the Employer shall initiate the second phase of the Unsatisfactory Service Procedure.

7.12 Phase Two: The second phase of the Procedure shall be as follows: (a) The Employer provides to the employee, for signature acknowledging

receipt, a letter which: outlines concerns identified during previous monitoring period indicates the nature of improvement expected offers appropriate resources for assistance states a timeline for observation and improvement states that Phase Two of the Unsatisfactory Service Procedure is hereby initiated· encloses a copy of the Unsatisfactory Service Procedure confirms that the employee has the right to have a member of the Executive of the AAETFS present at any point in the Procedure

A copy of this letter is sent to the employee's personnel file and to the AAETFS.


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(b) The Employer observes or monitors the employee in the performance of regular dutiescmaking note of specific concerns. The Employer will give the employee reasonable prior notice that such observation or monitoring will occur. Although this notice will normally include the specific date(s) and time(s), unusual circumstances relating to the particular employee's circumstances may require that the notice indicates a more general timeframe, for example, over the next few days;

( c) The Employer discusses the results of this observation/monitoring with the employee. This discussion will be summarized in a written report which will indicate either:

1. That the concerns regarding the employee have been satisfactorily resolved and that the Procedure will therefore be terminated

OR

11. That the concerns regarding the performance of the employee have not been satisfactorily resolved, in which case the report will:

- confirm specific concerns identified through observation/ monitoring

- indicate the nature of improvement expected - offer appropriate resources for assistance - state timeline for improvement - clearly indicate that, at this time, the employee's performance is

unsatisfactory and that performance must improve

The report will be given to the employee within five working days of the meeting.

In either of the above circumstances, the employee is given an opportunity to read the report and provide written comment

The employee signs the report signifying the employee has read the report and returns it to the Employer within five working days of receipt of the report.

The Employer retains one copy of the signed report, provides one copy to the employee and sends one copy to the employee's personnel file, with a copy to the Alliance.


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7 .13 Phase Three:

The Third Phase of the Procedure shall be:

(a) the arbitrators (hereinafter identified under Article 7.14 meet with the employee along with the Employer, review the process to date and identify those areas which will be of particular focus in this evaluation;

(b) if deemed necessary by the arbitrators, the arbitrators observe or monitor the employee's performance noting any area which remains unsatisfactory. As with the Employer, the arbitrators will give reasonable prior notice of such observation or monitoring;

( c) the arbitrators discuss the results of this observation or monitoring with the employee;

( d) the arbitrators consider all information relevant to the process to date including the most recent discussion with the employee and decide whether:

(i) the employee's performance has improved to the point of being satisfactory or

(ii) the employee's performance remains unsatisfactory;

(e) if the arbitrators decide that the employee's performance is satisfactory, the arbitrators will so confirm in writing to the employee, indicating that the Procedure is discontinued without prejudice to the Procedure being again commenced in relation to such employee in the future if circumstances warrant at that time.

If the arbitrators decide that the employee's performance remains unsatisfactory, the arbitrators will prepare a report to the Employer recommending appropriate action. The arbitrators will advise the employee in writing of the intended action. Such re~ommended appropriate action may include removal from regular duties, demotion, reduction of remuneration or termination of employment. A copy of such report shall be sent to the employee's personnel file and to the Alliance. The Employer shall be entitled to implement such recommended appropriate action in its discretion.


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7.14 For purposes of the Procedure, the arbitrators shall be one or more of the School's principals and the Headmaster or designate.

7.15 Nothing in the Procedure shall preclude an employee from exercising the grievance procedure set forth in this Article 7 where such employee is entitled to do so.

ARTICLES

ARBITRATION

8.01 Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either party niay, after exhausting any Grievance Procedure established by this Agreement, notify the other in writing of its desire to submit the difference or allegation to arbitration. The notice shall contain the name of the party's appointee to an arbitration board and shall be delivered to the other within twenty working days of the reply under Step 2. The recipient party shall, within ten working days, advise the other of the name of its appointee to the arbitration board. If the recipient party fails to appoint an arbitrator, the appointment shall be made by the Minister of Labour upon the request of either party.

8.02 The Chairman of the arbitration board shall be selected in rotation from the following panel:

Kathleen O'Neil Chris Albertyn Russell Goodfellow

In the event that the Chairman selected by the parties is unable to act, the particular case will be referred to the next named Chairman on the list.

8.03 The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority, the decision of the Chairman · shall govern.

8.04 No person may be appointed as an arbitrator who has been involved in an · attempt to negotiate or settle the grievance.


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8.05 Each of the parties hereto will bear the expenses of an arbitrator appointed by it and the parties will jointly share the expenses of the Chairman of the arbitration board, if any.

8.06 The board of arbitration shall not be authorized to make any decision inconsistent with the provisions of this Agreement, nor to alter, modify or amend any part of this Agreement.

ARTICLE9 REPRESENTATION

9.01 The Employer will recognize a Negotiating Committee of a maximum of 6 employees who are in the employ of the Employer for the purpose of renegotiating this Collective Agreement.

9.02 The Alliance shall notify the Employer, in writing, of the names of its officers and the members of the Negotiating Committee as they are from time to time selected and the Employer shall not be required to recognize any such officer or committee member until it has been so notified. The Employer will give written notification to the Alliance of the names of the Employer's negotiating committee, prior to the first negotiating meeting.

9.03 Alliance officers and committee members have their regular duties to perform on behalf of the Employer. Th_erefore, an · officer or committee member shall not leave his/her duties nor interrupt the performance of the duties of any other employee in order to deal with any grievance or other Alliance business with the. Employer without first obtaining the permission of his/her immediate supervisor. The permission of the immediate supervisor shall not be unreasonably withheld. In the event that an Alliance officer or committee member is not released from duty to attend a meeting with the Employer, such meeting will be rescheduled to a mutually satisfactory time.

9.04 The President of the Alliance or designate shall be entitled to a minimum of three (3) days paid leave of absence per annum in order to attend to union business.

All other members of the Alliance Executive (VP, Secretary and Treasurer) will be entitled to 2 paid day during the school year in order to attend to union business. The member requesting such paid day must notify their direct supervisor and ensure that operational needs are satisfied. The 2 days can be split in 4 half days.

9.05 The Joint Relations Committee shall be convened upon request for the purpose of discussing matters of mutual concern. The Committee shall be chaired by the Head of the Human Resources Department and shall contain not more than eight members of whom there shall be at least one representative from each of the


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Alliance, and the administration of the School. The Committee shall meet from time to time at the call of Head or at the request of the Alliance.

ARTICLE to BULLETIN BOARDS

10.01 The Employer shall install a bulletin board in the staff room at each Branch upon which the Alliance shall have the right to post notices relating to the Alliance's business.

ARTICLE 11

INFORMATION

11.01

11.02

11.03

11.04

The Human Resources Department of the Employer shall provide to the Alliance once per year, on or before October 1st, a list of the names of all employees covered by the Collective Agreement indicating their classification and rank in order of date of hire by the School and update the list indicating changes.

The Human Resources Department shall provide to each employee at the time of ratification of this Agreement and to each new employee a copy of this Agreement at the time of hiring, receipt of which shall be acknowledged by the employee.

The Employer shall make available to the Alliance a meeting room for the conduct of Alliance meetings as they may be scheduled from time to time outside of school hours at no charge. In order that arrangements may be made for the meeting room, the Alliance shall advise the Employer of such a meeting as far in advance as possible of the meeting.

Upon written request, every employee shall have access during normal business hours to that employee's personnel file in the presence of a representative of the Employer. The employee may photocopy any information contained in such an employee's file. The employee when having access to that employee's file may be accompanied by a member of the Executive Committee of the Alliance, designated by the employee and the following provisions shall apply to an employee's personnel file:


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(a) . Any documents, including, without limitation, those referring to the competence, character or professional practice of an employee, whether

· positive or negative, which are to be placed in an employee's official file or amended shall be copied to the employee as soon as reasonably practicable.

(b) If the employee disputes the accuracy or completeness of any such document in ( a) above, the Employer shall, within ten working days from receipt of the written request of the employee, con:finn or amend the document or remove same from the employee's file and notify the employee of its decision.

( c) An employee shall have the right to add his/her comments to any document(s) within ten working days from receipt of a copy of such document(s); provided that no inference shall be drawn from any failure by the Employer to respond to any such comments.

(d) Where the Employer removes or amends document(s), the Employer shall, at the request of the employee, notify in writing all persons who. received· a report from the Employer based on such document(s).

( e) During a grievance procedure, the Employer shall neither use nor refer to any documents which have not been placed in the employee's official file (whether before or after the commencement of such grievance procedure) or which have been placed in the employee's official file in any material respect in violation of one or more of the provisions in (a), (b) and (c).

When a grievance has been filed under the procedures laid down in this Agreement, no mention shall be made of the existence nor of the substance of said grievance by the Employer to prospective new employer(s) of the grieving employee or by the Employer or the employee to any outside person or body, excluding professional advisers, without the express written permission of the person bringing the grievance.

At any time, an employee, at his/her request, shall be entitled to receive such form of letter of reference as is reasonable and appropriate in all the circumstances.

All letters of reference written by the Employer will be placed in the employee's personnel file unless otherwise required by the Employer as a condition of granting · a letter of reference. No letter of reference written by the Employer shall be

· introduced as evidence in connection with any grievance.


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ARTICLE 12

JOB CLASSIFICATIONS AND RATES OF PAY

12.01 The job classifications and rates of pay shall be as set forth in Schedule "A" and .Schedule "B" attached hereto and forming part of this Agreement.

12.02 1) Classification reviews will be conducted in accordance with the Position Classification Procedure, Schedule C.

2) Request for reclassification of positions for which the duties and responsibilities have changed in a significant manner may be initiated by the incumbent of the position or by the Supervisor. In the event that the supervisor initiates a reclassification, the employee and · the union will be notified in writing.

3) Newly created positions as well as vacant positions for which the duties and responsibilities have changed significantly will be reviewed in accordance with the terms of Schedule C, Position Classification Procedure.

12.03 Employees will be paid on a semi-monthly basis on such dates • as may be determined by the Employer.

12.04 On the first working day of the school year, each non-probationary employee, whether full or part-time, who is employed on the basis of a ten month working year, will receive a pay advance equal to, in the case of full-time employees $400 and, in the case of part-time employees, $200, to be credited against the next following regular pay pursuant to Article 12.03.


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ARTICLE 13 SENIORITY

13.01 Seniority shall mean an employee's length of continuous service with the Employer. An employee shall maintain and accumulate seniority while the employee is in the employ of the Employer after the employee has completed his/her probationary period as set out in Article 13.03 below, subject to Article 13.06.

13.02

13.03

There shall be separate seniority lists maintained for full-time and part-time employees designated either as administrative/clerical or child care staff. There shall be no right to exercise seniority to move from administrative/clerical to child care positions and vice versa.

Seniority, once established for an employee, shall be forfeited and the employee's employment shall be deemed to be terminated under the following conditions:

(a) if the employee voluntarily quits;

(b) if the employee retires;

( c) if the employee is discharged for any cause and not reinstated through the Grievance Procedure;

( d) if the employee fails to report for duty after recall from a lay-off or leave of absence in accordance with the provisions of this Agreement;

( e) if three months have elapsed from the day of layoff in the case of an employee with one year or less of seniority, or the period of the employee's seniority has elapsed from the day of lay-off in the case of an employee with more than one year of seniority;

(f) if two years have elapsed from the commencement of leave of absence due to illness or accident.

13.04 Notwithstanding Article 13.03, employees permanently appointed to supervisory positions outside the bargaining unit shall not accumulate any further _years of service, but shall retain their accumulated years of service until three years after the date of leaving the unit.

13.05 Notwithstanding Article 13.03, an employee who is re-employed by the Employer within eighteen months of the date of voluntary termination is entitled to reinstatement of years of service accrued to the date of such voluntary termination.


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LAYOFF AND RECALL

13.06

13.07

The Employer will consider the requirements and efficiency of operations, the skill, ability and qualifications of the individual to perform the normal required work in determining which employee is to be laid off or recalled from lay-off and where these are, in the opinion of the Employer, relatively equal, the employee with the greatest seniority will be the last to be laid off and conversely the first to be recalled from lay-off. For the purpose of this Article, a layoff means a lay-off for more than five working days. This provision shall not apply to lay-offs for the Christmas, March or Summer school holidays. A representative of the Employer shall meet with a representative of AAETFS prior to giving written notice of layoff to any employee to discuss the process and review alternatives. The employer shall provide the laid off employee and AAETFS with reasonable written notice of layoff prior to the date of the layoff is to take effect.

When recalling an employee after lay-off, the employee shall be notified by telephone and registered mail or electronic mail ( e-mail) and allowed five working days from date of notice to report to work. If an employee does not report to work within five working days, as specified above, the employee's employment will be terminated._ It shall be the employee's responsibility to keep the Employer notified as to any change in the employee's address or telephone number so that they will be up-to-date at all times. An employee may decline a recall offer within five working days of notice, if the position into which the employee would have been recalled is of a lower classification than the position he/she held prior to layoff. The employee would then remain on the recall list and the recall position would be offered to the next most senior employee on the recall list.

PROBATIONARY PERIOD

13.08 (a) An employee shall be considered a probationary employee until the employee has completed two years with the Employer in the case of child care employees (AO, CO and EO childcare and educational classified positions), and one year in the case of employees categorized in position classification BOl and AOl and up, . Upon completion of the probationary period, the employee shall have his/her seniority dated back to date of hire.


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(b) Christmas, March and Summer break periods shall not be counted when computing the probationary period for Clerical employees; the probationary period for Child Care Workers and Administrative employees shall end on the anniversary date of hire.

ARTICLE14

VACANCIES AND PROMOTIONS

14.01 POSTING OF VACANCIES

14.02

14.03

Notice of vacancies within the bargaining unit shall be posted within one week of vacancy in all building locations for ten working days or, if there is a pressing need, such shorter period as may be appropriate in the circumstances. Information on the postings shall include all available information regarding the qualifications for the position. Such qualifications shall not be established in an arbitrary or discriminatory manner and there shall be no material deviation from such qualifications except to the extent that other qualifications of an applicant when considered in the aggregate and any other relevant circumstances including, without limitation, the needs of the Employer reasonably justify such deviation.

Posting are available and accessible electronically for 10-month and 11-month contract employees for the period of July 1 to August 25 and for employees on leave of absence. Notice of posting will be sent to the Alliance from the Human Resources Department at the time of issue.

Appointments to permanent vacancies within the bargaining unit shall be based on skill, ability and qualifications of the individual to perform the normal required work and where these are, in the opinion of the Employer, relatively equal, seniority shall govern.

Upon promotion, the employee shall be placed on the salary grid at an amount in the higher grade which is next or immediately higher than that paid to the employee in the previous position; provided, however that if the increase in salary resulting from such promotion is not at least 2%, the employee shall be so placed on the salary grid except that the salary for that employee shall be increased by such amount as will result in a 2% absolute salary increase. Where the employee is not prepared to accept the promotion unless placed on the salary grid at a higher level then, with the concurrence in writing of the Joint Relations Committee and the employee, the employee may be placed at another level on the salary grid.


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14.04 Where an employee is hired by the Employer and such employee's qualifications, comparable experience or pre-existing salary level are such that the Employer in its discretion determines · that such employee should be accorded a higher level of salary than entry level for purposes of Schedule A the Employer shall have the right, after consulting with the President of the Alliance, to deem such employee to have • a specified level of seniority for purposes of remuneration only but not for other purposes. However, it is understood that it is in the Employer's interests to keep salary expenses to the minimum and to be mindful of internal salary equity, and the Employer does not ·intend to exercise its rights under this Article 14.04 for frivolous reasons.

ARTICLE 15

LEAVES OF ABSENCE

15.0l UNPAID PERSONAL LEA VE

Toe Employer may grant a leave of absence of up to three months without pay to employees for legitimate personal reasons, (including illness and accidents) and this leave may not be unreasonably withheld. The employee must renew such a leave of absence at the end of each three month period to a maximum of one year. Leave of absence shall not be granted to an employee for the purpose of working elsewhere and an employee who accepts employment elsewhere during such leave of absence shall be deemed to have resigned.

For unpaid leaves of absence exceeding three months, credit for service for purposes of salary increments, vacation, sick leave, or any other benefit shall be suspended. The employee may elect to retain benefits coverage subject to the approval of the relevant insurance carrier. Full cost of the approved benefits coverage will be billed to the employee. However, this shall not apply to the remaining days in the month in which the leave commences.


· 11·

15.02 · Pregnancy & parental leave Note: The ESA refers to pregnancy and parental leave. Parental leave is deemed to apply to either birth parents or adoptive parents. Maternity leave is now referred to as pregnancy leave.

Pregnancy/parental leave will be granted in accordance with the provisions of the Employment Standards Act, 2000, c46-c49, and amendments thereto. Provided that it is expressly agreed that, upon an employee returning to ·duty on the termination of pregnancy/parental leave, such employee shall:

(a) resume his/her former position, if such is available, or another position at the same level of_ responsibility as, and with salary equivalent to, that from which he/she took leave;

(b) retain the benefits and seniority accrued to the date of commencement of the leave;

( c) be placed on· the salary schedule according · to his/her years of experience and qualifications;

(d) have the period of the leave, up to a maximum of one year, included as experience for purposes of placement on the salary grid except, as regards any employee who is not normally employed when school is not in session ( e.g. in the summer months), for any period during which school was not in session; and

( e) accrue seniority for the period of the leave of absence up to a maximum of one year.

For greater certainty, to the extent that the Employment Standards Act requires that pregnancy/parental leave be available on a more favourable basis than set forth herein, the provisions of such Act shall govern.

15.03 Any leave of absence requested by an employee pursuant to this Article 16 shall be in writing and shall set out the length of leave of absence and the purpose of the leave.


· II·

15.04 UNPAID LEAVE

After five years of employment, an employee will be entitled to a full year leave of absence without pay at a mutually convenient time. An employee who accepts employment elsewhere during such leave of absence of indefinite duration or for a longer stated term than the period of leave of absence shall be deemed to have resigned. An employee who has taken a leave of absence as aforesaid shall provide at least three months' written notice of the date such employee will return to duty. If an employee fails to provide such notice or fails without proper excuse to return to duty on such date, such employee shall be deemed to have resigned.

During this year, the employee may elect to retain benefits coverage subject to the approval of the relevant insurance carrier. Full cost of the approved benefits coverage will be billed to the employee.

15.05 Upon return to duty from a leave of absence taken pursuant to Article 16.04, the employee shall:

a) resume such employee's former position, if such is available, or another position at the same level of responsibility as, and with salary equivalent to, that from which such employee took leave;

b) retain the benefits and seniority accrued to the date of commencement of the leave;

c) be placed on the salary schedule according to such employee's years of experience and qualifications prior to the year of absence.

15.06 SELF-FUNDED LEA VE

A self-funded leave plan is available to members of the Alliance wishing to spread four years of salary over a five year period to enable them to take a one (1) year leave of absence following the four years of salary deferral. An employee who is granted such a leave shall enter into an agreement with the School on the terms and conditions set out in the form of agreement as per Schedule 0.

15.07 Pregnancy/parental leave fop-up

While on pregnancy/parental leave, an employee shall be eiligible for a salary topup payment equivalent to 90% of their regular salary for the first week deemed to · be the waiting period for applying to EI maternity or parental leave and a $150/weekly top-up for a maximum of 26 weeks of absence for maternity or


· IS·

·parental leave thereafter. To be eligible, the employee must provide proof of receiving EI benefits and not be employed in any capacity without the express permission of the Employer.

ARTICLE 16

JURY DUTY

16.01 An employee who is selected for service as a juror will be compensated for loss of pay from his/her regularly scheduled · shift due to such jury service. Such compensation will be based on the employee's regular scheduled hours at his/her straight time hourly rate less the fee received _ for services as a juror. However, should the employee· present herself/himself for selection as a juror and not be selected, then the employee is required to return to the School to complete his/her remaining normally scheduled work day.

16.02 In order for an employee to qualify for payment under this Article, the employee must:

(a)

(b)

(c)

(d)

inform his/her immediate supervisor within twenty-four hours of his/her selection for service as a juror;

if released from service as a juror and four hours or more remain in the employee's regularly scheduled hours, the employee must return to the School to complete his/her remaining normally scheduled work day;

provide a written statement to · the Employer indicating the date of his/her service as a juror, the time so spent and the fee received for his/her services as a juror; and

have completed one year of service with the School.

ARTICLE 17

17. 01 COMPASSIONATE LEAVE i. Bereavement Leave ·

An employee shall be granted (5) five regularly scheduled consecutive work days leave, without loss of pay or benefits, in the case of the death of a parent, wife, husband, common-law spouse/partner, brother, sister, child, mother-in-law, fatherin-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, granµparent, grandchild or any other relatives for whom an employee is required to administer bereavement responsibilities.


ii.

17.02

17.03

-14-

Family medical leave An employee shall be granted up to a total of (3) regularly scheduled consecutive work day's leave in a school year without loss of pay or benefits for providing care or support to a family member. This could apply to either a parent, wife, husband, common-law spouse/partner, child, mother-in-law, father-in-law who is dependent on the employee for care and assistance in the event of a serious illness.

In order to qualify for either leave, an employee may be required by the Employer to provide satisfactory proof of death or serious illness such as a death or medical certificate, as applicable.

Employees shall not be paid pursuant fo this Article for Saturdays, Sundays, Paid Holidays, while" on vacation or leave of absence or for any other period during which they would not have worked.

If the employee takes any part of a day as bereavement or family care leave, the employee will be deemed to have taken one day's leave for the purpose of calculating the whole leave entitlement.

ARTICLE 18

HOURS OF WORK & OVERTIME

Full-Time a) Regular Work Week:

The regular work week for full-time employees shall be defined as per their approved job description. An employee shall be allowed a lunch period of one hour without pay. If there is an operational need in the PK and Jardin work units, the lunch period may then be .reduced to 30 minutes unpaid lunch period; after an agreement has been made with the employee.

b) Reduced Hours: 1. Summer hours:

• During the months of July and August summer hours for the Administrative staff shall be thirty-two (32) hours per week, or a reduction of 3 hours per week from the regular work week as defined by their approved job description.

11. November Break: • A reduction of one working day during the November Break will apply

to 12-month, 11-month and 10-month employees. • The scheduling of the day off will be determined in discussion with


-15-

their supervisor and shall take the operational needs of their Branch/division into consideration.

iii.March Break~ • During the March Break, a reduction of 3 hours per week from the regular

work week as defined by their approved job description will apply to 12 month employees.

• The reduced hours will be scheduled in discussion with their supervisor and shall take the operational needs of their Branch/division into consideration.

The above reductions in hours or working days shall be scheduled during the periods specified and shall not be permitted to accumulate. Only under special circumstances and with the Principal/Director's approval, will such time be scheduled outside of the required time period.

Start of the school year and the return to work for the 10 & 11 month contract employe~s will be at the same time than the start for the teachers, or earlier in August if the position warrants it.

18.02 All approved overtime worked in excess of the normal work week, as defined in the approved job description, will be paid for at time and one quarter (1 1/4 ) for hours worked from 35 hrs or regular scheduled hours up to 40 hours per week and at time and .one-half (1 ½) the employee's straight time hourly rate for hours worked above 40 hours per week. Accrual of overtime and payment at time and onequarter (1 ¼) will be allowed after working a minimum of 35 hrs if regular schedule is less than 35hrs/week. Overtime hours will be paid after the regular scheduled hours will be reached if regular schedule is above 35 hrs per week . Extra hours worked under 35 hrs will be payable at the regular rate. An employee may request time off in lieu of payment as aforesaid for overtime, such time off to be calculated at the rate of one and one quarter ( 1 ¼) hours for each hour of overtime worked between the regular schedule and up to 40 hours per week and at time and one half ( 1 ½) for hours worked above the 40 hours per week which may be granted by the Principal or Supervisor at the request of the employee. It is understood that the Employer has the right to maintain a qualified work force and therefore such time off, if granted, will be taken at a mutually agreed time. Such time off may not be accumulated beyond a 12 month period in each year or less if practicably possible for 12-month employees, or beyond an 11 month period in each year for 11-month employee or beyond a 10 month period in each year for 10-month employees. A staff member with an over-accrued bank of vacation time will not be provided with in lieu time compensation for overtime, the overtime worked will be paid instead.

Employees shall be asked to volunteer for overtime. If there are no volunteers to work overtime, then overtime will be assigned in rotation in the reverse order of


Part-Time 18.03

-16-

seniority except that no overtime will be assigned to a person who lacks the requisite qualifications for such work.

a) Regular Work Week; The regular work week for part-time employees shall be as from time to time determined by the Employer in its discretion.

b) Reduced Hours: The reduced hours program as defined above in 18.01 will apply and will be prorated in accordance with their part-time hours. In order to qualify for the reduced hours program, a part-time staff member must hold an appointment of a minimum of 20 hours per week.

18.04 No administrative, secretarial, clerical or child care duties covered under this collective agreement shall be contracted out on a permanent basis unless there are no qualified, available and willing employees to perform the work.

18.05 Where applicable, employees will be compensated for such work in accordance with the foregoing provisions of this Article 19.

ARTICLE19

PAID HOLIDAYS

19.01 The following shall be recognized as holidays to be paid for on the basis of the employee's regularly scheduled daily hours multiplied by the straight time hourly rate:

New Year' Day Family Day Good Friday Victoria Day Canada Day

Labour Day Thanksgiving Day Christmas Day August Civic Holiday

19.02 An employee will be paid under this Article provided the employee:

(a) works the employee's last scheduled working day before and the employee's first scheduled working day after such holiday and works on such holiday if the employee is scheduled to work, unless the employee is excused by the Employer.


-17-

(b) is on the active payroll of the Employer and not on leave of absence without pay or lay-off.

19.03 In addition to the above paid holidays, leave of absence on: Easter Monday and for the period through Christmas to New Year's Day is paid, subject to Article 19.02


-18-

ARTICLE20

VACATIONS

20.01 From and after the date hereof, vacation entitlement for employees working on a full year basis shall be:

20.02

20.03

20.04

20.05

(a) an employee with less than eleven months of seniority with the Employer shall receive vacation in accordance with the provisions of the Employment Standards Act (which vacation entitlement may be taken at mutually convenient times during such eleven month period);

(b) an employee with eleven months but less than two years' seniority with the Employer shall receive two weeks vacation per year (which vacation entitlement may be taken at mutually convenient times within each year) withpay; ·

( c) an employee with two years but less than five years' seniority with the Employer shall receive three weeks vacation per year (which vacation entitlement may be taken at mutually convenient times within each year) with pay;

( d) an employee with five years but less than ten years' seniority with the Employer shall receive four weeks vacation per year (which vacation entitlement may be taken at mutually convenient times within each year) with pay;

( e) an employee with ten years or more seniority with the Employer shall receive · four weeks vacation per year plus one added day of vacation per year for each additional full year worked for the Employer in excess of ten years to a maximum of five weeks' vacation per year ( which vacation entitlement may be taken at mutually convenient times within each year) with pay.

Vacation entitlement for employees working on a school year basis (ten months) is four weeks ( excluding July and August) to be taken at Christmas and March Break.

An employee whose employment is terminated at any time in his/her vacation year before the employee has had his/her vacation shall be entitled to a proportionate payment of salary or wages in lieu of such vacation.

An employee's vacation entitlement shall be computed as of the employee's anniversary date of hire.

To the maximum extent practicable, and no later than May 1 in any calendar year, the Employer will inform the employees of the dates of the Christmas vacation for that year.


-19-

ARTICLE21

HEALTH AND SAFETY

21.01 It is mutually agreed that both parties will cooperate to the fullest extent in the prevention of accidents and with such promotion of safety and health as is deemed necessary.

21.02

21.03

21.04

21.05

BENEFITS

22.01

22.02

The Alliance may appoint one representative as a member of the Joint Health and Safety Committee.

The School buildings shall be maintained as a smoke free zone to the extent set forth in the School's Non-Smoking Policy from time to time. •

The Empl~yer shall make all reasonable provisions for the occupational health and safety of employees. All rights and privileges established under the laws of the Province of Ontario in respect of occupational health and safety and which are applicable to the Employer shall form part of this agreement. Without limiting the generality of the foregoing, the Employer shall ensure that acceptable levels of cleanliness are maintained.

The Employer shall post and maintain at all times up to date copies in English and in French of the Occupational Health and Safety Act in a suitable location in each building of the school.

ARTICLE22

Group Insured Plans

The Employer will pay I 00% of the premium cost for the Group Life Insurance Plan for all full-time employees as designated by the Employer. Termination of Group Life insurance will be extended to August 31 coincident with or immediately following the date the employee attains age 70 or upon their date of retirement whichever is the earliest. The reduction of sum insured will remain at 50% at age 65 to a maximum insurable amount of$25,000.

The Employer will pay 75% of the premium cost of the Dental Plan. The applicable ODA Schedule of Fees · for a general practitioner shall be one year behind the current year

Employees will be eligible for enrollment in the Plan upon completion of four consecutive months of employment with the Employer in the bargaining unit.

Collective Agreement forAAETFS from September 1st, 2017 to August 31, 2022

22.03

22.04

22.05

22.06

22.07

22.08

(a)

(b)

(c)

(d)

a)

-so-

The Employer will pay 75% of the premium cost of the Extended Health Care Plan.

b) The Employer will provide Vision Care coverage to a maximum benefit of $400 over a 24 month period for each covered member. The Employer will pay 75% of the premium cost.

c) Paramedical services included in the Extended Health Care plan will include a combined reimbursable maximum of$1600 per calendar year.

d) Extended Health Care and Dental Care benefits will be extended to August 31 coincident with or immediately following the date the employee attains age 70 or upon their date of retirement whichever comes first.

e)

The Employer will maintain a Long Term Disability Insurance Plan for all eligible full-time employees. The premium cost of the Long Term Disability Insurance Plan will be paid by the employees.

It is understood and agreed that the Employer reserves the right to change insurance carriers at any time, after prior consultation with the Alliance and provided that an equivalent level of benefits is maintained.

All of the benefits referred to in this Article shall be as more particularly described and set forth in the respective plan documents and insurance policies.

As soon as reasonably practicable, the Employer will provide each employee with a brochure in English and French outlining all benefits offered to employees.

SICKLEAVE

The allowable sick pay credits for employees with four years or less than four years' seniority with the Employer shall be twelve days per year and permitted to accumulate.

The allowable sick pay credits for employees with more than four years' seniority with the Employer shall be fifteen days per year and permitted to accumulate.

The above benefits are provided for full-time employees as designated by the Employer. Employees working on a school-year basis (ten months) and part-time employees in the bargaining unit shall receive sick pay credits on a pro rata basis.

In the event that an employee who has not accumulated sick leave pursuant to the provisions hereof is financially supported by the School during an illness or absence for important personal reasons, as if the employee had previously accumulated such sick leave, such financial support and the equivalent days paid by


(e)

22.09

· 51·

the Employer shall be applied against and deducted from any future sick leave accumulation by that employee. If during the employee's vacation, an employee is in an accident and/or is seriously incapacitated for five (5) consecutive working days or more and such illness or accident is supported by a Physician's certificate acceptable to the School, the employee may use available sick Jeave credit to substitute for vacation days during the period of incapacity. The employee shall be permitted to take the employee's vacation at a later time acceptable to the employee and the School.

PAID PERSONAL LEA VE

A full-time 12-month employee may be granted up to 3 personal paid days off for circumstances requiring their absence from work for personal reasons.

Any . time off for the 3 paid personal business days shall be deducted from the employee's accumulated sick leave credit.

The personal leave will not be used as an extension to, or in lieu of, vacation. The employee will advise the immediate supervisor at least one week ahead of taking the time, if possible.

The three personal days will be pro-rated for I I-month, 10-month and part-time staff.

ARTICLE23

GROUP REGISTERED RETIREMENT SAVINGS PLAN

23.01

23.02

The Employer shall contribute 8% of the grid salary of each eligible employee and the employee shall contribute a minimum of 4% of their grid salary to a group registered retirement savings plan.

Only employees, who have completed one full year of continuous service with the Employer, shall be eligible to participate in the group registered retirement savings plan.


· SI·

ARTICLE24

EDUCATIONAL ASSISTANCE

24.01 Where an employee takes a work related course approved by the Employer in its discretion and, where the employee successfully completes same, the Employer s~all reimburse the employee as to the balance of such cost. The employee shall have the right to request financial assistance from the Employer at the time of registration in the course toward the cost of the course, which financial assistance may be granted in the discretion of the Employer.

ARTICLE25

CHILD CARE ARRANGEMENTS

25.01

25.02 .

25.03

Where, in the discretion of the Employer, a child care worker replaces a teacher for any period not in excess of two teaching weeks, the child care worker shall be paid the rate specified in Schedule A.

Where, in the discretion of the Employer, a child care worker or Educational Assistant replaces a teacher for any period that is in excess of two teaching weeks, the child care worker will be paid from and after the completion of such two week period the equivalent of the applicable teacher's rate for the balance of the replacement period as established under the agreement with the Alliance des Enseignants de la Toronto French School for a teacher with no seniority and with minimum teaching qualifications.

Where a child care worker replaces a particular teacher for any period in excess of three consecutive teaching days, in the discretion of the Employer, the child care worker may be required by the Employer·to cease that worker's normal hours of etude, if any, for the balance of such period.


- l care CO Ch.Id G roup COi 01.-Sep- 1.2- 01.-Sep-

1.7 month 1.8

. Hourly Annual Hourly salary

YEAR 1 24.92 45,351 ?S.42

YEAR2 25.55 46,495 26.06

YEAR3 26.19 47,660 26.71

YEAR4 26.84 48,846 27.38

YEARS 27.50 50,053 28.05

COIi Hourly Annual Hourly salary

YEAR 1 26.21 47,702 26.73

YEAR2 26.85 48,867 27.39

YEAR3 27.67 50,365 28.23

YEAR4 28.20 51,322 28.76

YEARS 28.92 52,632 29.50

• JS-

SCHEDULE A RATES OF PAY

1.2- 01.-Sep- 1.2-month 1.9 month

Annual Hourly Annual salary salary

46,258 25.80 46,952

47,425 26.45 48,136

48,613 27.11 49,343

49,823 27.79 50,570

51,054 28.47 51,819

Annual Hourly Annual salary salary

48,656 27.13 49,386

49,844 27.80 50,592

51,372 28.65 52,142

52,348 29.19 53,133

53,685 29.94 54,49~

01.-Sep- 1.2-20 month

Hourly Annual salary

26.18 47,656

26.85 48,859

27.52 50,083

28.20 51,329

28.90 52,597


27.54 50,126

28.21 51,351

29.08 52,925

29.63 53,930

30.39 55,307


01.-Sep- 1.2-

21. month


26.71 48,609

27.38 49,836

28.07 51,084

28.77 52,355

29.48 53,649


28.09 51,129

28.78 52,378

29.66 53,983

30.22 55,009

31.00 56,414

- 54-

Notes: ■ Annualized salary is based on 12-month, 35 hours/week schedule ■ CO II Category: includes only those childcare staff who work 5 ½ hours or more per day and who, in

addition to the regular duties of all childcare staff, attend to (a) meetings with parents, (b) written progress reports on individual children, ( c) greater in depth planning and programming of childcare curriculum.

■ Childcare replacement temporary and casual rates will equal the CO 1 entry level (Year 1 ). • Lunchroom supervision rate is a flat rate based on the lunchroom session of 1 hour and 15 minutes

and the rate applied will be as follow: o $24.92 or $19.93 per hourfor 2017-18 o $25.42 or $20.33 per hour for 2018-19 o $25.80 or $20.64 per hour for 2019-20 o $26.18 or $20.95 per hour for 2020-21 o $26.71 or $21.37 per hour for 2021-22 o These rates are in effect as of contract ratification.

■ The teacher replacement rate shall be, as follows: - effective September 1, 2017 the rate per hour is $26.69 - effective September 1, 2018, the rate.per hour is $27.23 - effective September 1, 2019, the rate per hour is $27.63 - effective September 1, 2020, the rate per hour is $28.05 - effective September 1, 2021, the rate per hour is $28.61


- mm1s ra ve AO Ad .. t ti G roup A01 01-Sep- 12- 01-Sep-

17 month 18

Hourly Annual Hourly salary

Year 1 29.62 53,901 30.21

Year"2 30.35 55,233 30.95

Year 3 31.11 56,626 31.74

Year 4 31.89 58,041 32.53

Years 32.69 59,497 33.34

Year6 33.51 60,995 34.18

A02 01-Sep- 12- 01-Sep-17 month 18

' Hourly Annual Hourly

salary

Year 1 · 31.33 57,022 31.96

Year 2 32.10 58,415 32.74

Year 3 32.90 59,872 33.55

Year4 33.72 61,370 34.39

Year 5 34.58 62,930 35.27

Year 6 35.46 64,532 36.17

Year7 36.33 66,113 37.05

-ss-

SCHEDULE A RATES OF PAY (continued)

12- 01-Sep- 12- 01-Sep-month 19 month 20

Annual Hourly Annual Hourly salary salary

54,979 30.66 55,804 31.12

56,337 31.42 57,182 31.89

57,759 32.21 58,625 32.69

59,202 33.02 60,090 33.51

60,687 33.84 61,597 34.35

62,215 34.70 63,148 35.22



58,162 32.44 59,034 32.92

59,584 33.23 60,478 33.73

61,069 34.06 61,985 34.57

62,597 34.91 63,536 35.43

64,188 35.80 65,151 36.33

65,822 36.71 66,810 37.26

67,435 37.61 68,446 38.17

12-month

Annual salary

56,641

58,040

59,505

60,991

62,521

64,095

12-month

Annual salary

59,920

61,385

62,915

64,489

66,128

67,812

69,473


01-Sep- 12-21 month


31.74 57,774

32.53 59,201

33.35 60,695

34.18 62,211

35.04 63,772

35.92 65,377

01-Sep- 12-21 month


33.58 61,118

34.40 62,612

35.26 64,173

36.14 65,779

37.06 67,451

38.00 69,168

38.94 70,863

- m1ms ra 1ve AO Ad .. t f G roup A03 01-Sep- 12- 01-Sep-

17 month 18


Year 1 33.75 61,432 34.43

Year 2 34.60 62,971 35.29

Year 3 35.46 64,532 36.17

Year4 36.35 66,154 37.08

Year 5 37.26 67,819 38.01

Year 6 38.18 69,483 38.94

Year 7 3~.15 71,251 39.93

A04 01-Sep- 12- 01-Sep-17 month 18


Year 1 36.37 66,196 37.10

Year 2 37.29 67,860 38.03

Year 3 38.22 69,566 38.99

Year4 39.17 71,293 39.96

Year 5 40.15 73,082 40.96

Year6 41.16 74,912 41.98

Year 7 42.18 76,764 43.02

- 56-




62,661 34.95 63,600 · 35.47

64,231 35.82 65,194 36.36

65,822 36.71 66,810 37.26

67,477 37.63 68,489 38.20

69,175 38.58 70,212 39.16

70,872 39.53 71,936 40.12 . 72,676 40.53 73,766 41.14



67,520 37.66 68,533 38.22

69,217 38.60 70,256 39.18

70,957 39.57 72,022 40.17

72,718 40.55 73,809 41.16

74,543 41.57 75,662 42.20

76,411 42.61 77,557 43.25

78,299 43.67 79,474 44.32

12-month

Annual salary

64,554

66,172

67,812

69,517

71,266

73,015

74,873

12-month

Annual salary

69,561

71,309

73,102

74,916

76,796

78,720

80,666


01-Sep- 12-21 month


36.18 65,846

37.09 67,496

38.00 69,168

38.96 70,907

39.94 72,691

40.92 74,475

41.96 76,370

01-Sep- 12-21 month


38.98 70,952

39.96 72,736

40.97 74,564

41.99 76,415

43.04 · 78,332

44.12 80,295

45.21 82,279

- enca suppo BO Cl . I rtG roup BO1 01-Sep- 12- 01-Sep-

17 month 18


Year 1 22.24 40,483 22.69

Year 2 22.80 41,502 ' 23.26

Year 3 23.36 42,522 23.83

Year4 23.96 43,604 24.44

B02 01-Sep- 12- 0i-Sep-17 month 18

Hourly Annual Hourly salary_

Year 1 23.68 43,104 24.16

Year 2 24.28 44,186 24.76

Year 3 24.88 45,289 25.38

Year4 25.50 46,412 26.01

Years 26.14 47,577 26.66

- S7·

SCHEDULE A RATES OF PAY {continued)



41,293 23.03 41,912 23.37

42,332 23.61 42,967 23.96

43,372 24.19 44,023 24.55

44,476 24.80 45,143 25.18



43,966 24.52 44,626 24.89

45,070 25.14 45,746 25.51

46,194 25.76 46,887 26.15

47,340 26.40 48,050 26.80

48,529 27.06 49,256 27.47

12-month

Annual salary

42,541

43,612

44,683

45,820

12-month

Annual salary

45,295

46,432

47,591

48,771

49,995


01-Sep- 12-21 month


23.72 43,179

24.32 44,266

24.92 45,353

25.55 46,507

01-Sep- 12-21 month


25.39 46,201

26.02 47,361

26.67 48,542

27.33 49,747

28.02 50,995

BO - Clerical support Group

B03 01-Sep- 12- 01-Sep-17 month 18


Year 1 25.01 45,517 25.51

Year 2 25.55 46,495 26.06

Year 3 26.18 47,639 26.70

Year4 26.84 48,846 27.38

Year 5 27.50 50,053 28.05

B04 01-Sep- 12- 01-Sep-17 month 18


Year 1 26.21 47,702 26.73

Year 2 26.85 48,867 27.39

Year3 27.52 50,094 28.07

Year4 28.21 51,342 28.77

Year 5 28.92 52,632 29.50

· 58·

SCHEDULE A RATES OF PAY {continued)



46,428 25.89 47,124 26.28

47,425 26.45 48,136 26.85

48,592 27.10 49,321 27.51 ·

49,823 27.79 50,570 28.20

51,054 28.47 51,819 28.90



48,656 27.13 49,386 27.54

49,844 27.80 50,592 28.21

51,096 28.50 51,862 28.92

52,369 29.21 53,155 29.64

53,685 29.94 54,490 30.39

12-month

Annual salary

47,831

48,859

50,061

51,329

52,597

12-month

Annual salary

50,126

51,351

52,640

53,952

55,307


01-Sep- 12-21 month


26.81 48,788

27.38 49,836

28.06 51,062

28.77 52,355

29.48 53,649

01-Sep- 12-21 month


28.09 51,129

28.78 52,378

29.50 53,693

30.24 55,031

31.00 56,414

BO - Clerical support Group

BOS 01-Sep- 12- 01-Sep-17 month 18


Year 1 27.82 50,635 28.38

Year 2 28.52 51,904 29.09

Year3 29.23 53,194 29.81

Year4 29.96 54,525 30.56

Year 5 30.71 55,898 31.33

Year 6 31.48 57,292 32.11

- J9-




51,648 28.80 52,422 29.24

52,942 29.53 53,736 29.97

54,258 30.26 55,072 30.71

55,616 31.02 56,450 31.48

57,016 31.80 57,871 32.27

58,438 32.59 59,314 33.08

12-month

Annual salary

53,209

54,542

55,898

57,297

58,740

60,204


01-Sep- 12-21 inonth


29.82 54,273.

30.57 55,633

31.33 57,016

32.11 58,443

32.92 59,914

33.74 61,408

EO - Educational Support

EOl 01-Sep- 12- 01-Sep-

17 month 18

Hourly Annual Hourly

salary

Year 1 23.68 43,104 24.16

Year 2 24.28 44,186 24.76

Year 3 24.88 45,289 25.38

Year 4 25.50 46,412 26.01

Year 5 26.14 47,577 26.66

E02 01-Sep- 12- 01-Sep-

17 month 18

Hourly Annual Hourly

salary

Year 1 26.08 47,468 26.47

Year 2 26.72 48,627 27.12

Year 3 27.39 49,849 27.80

Year4 28.07 51,091 28.49

Year 5 28.78 52,374 29.21

Notes:

-40-


12- 01-Sep- 12- 01-Sep-

month 19 month 20

Annual Hourly Annual Hourly

salary salary

43;966 24.52 44,626 24.89

45,070 25.14 45,746 25.51

46,194 25.76 46,887 26.15

47,340 26.40 48,050 26.80

48,529 27.06 49,256 27.47

12- 01-Sep- 12- 01-Sep-

month 19 month 20

Annual Hourly Annual Hourly

salary salary

48,180. 27.00 49,144 27.54

49,357 27.66 50,344 28.21

50,596 28.36 51,608 28.92

51,857 29.06 52,894 29.64

53,160 29.79 54,223 30.39

12- 01-Sep- 12-

month 21 month

Annual Hourly Annual

salary salary

45,295 25.39 46,201

46,432 26.02 47,361

47,591 26.67 48,542

48,771 27.33 49,747

49,995 28.02 50,995

12- 01-Sep- 12-

month 21 month

Annual Hourly Annual

salary salary

50,126 28.09 51,129

51,351 28.78 52,378

52,640 29.50 53,693

53,952 30.24 55,031

55,307 31.00 56,414

All salary amounts are for 12 months/35 hours per week. Permanent employees who continually work more or less than such term will have their grade level salary pro-rated to the actual length of time worked.


AO C 0

AO

BO

co

EO

• 41·

. SCHEDULED JOB CLASSIFICATION CATEGORIES

Administrative Group Child G care roup

ADMINISTRATIVE GROUP

Advancement Services Coordinator French Studies Administrative Coordinator

BO EO

Branch Administrative Coordinator - Mississauga

Bilingual Branch Administrator (MH/JR) Branch Administrative Coordinator, Sr. School IB Administrative Coordinator Marketing Specialist - Communication Marketing Specialist - Digital Media Educator Donor Relations and Events Coordinator University Relations and Guidance Coordinator Childcare Educator Librarian Technician Alumni Relations Development Coordinator Technical Support Analyst (2) Educational Assistant -Learning Fonini Bilingual Academic Administrative Assistant Technical Support Analyst (I) SECRETARIAL/CLERICAL SUPPORT GROUP

Admissions Assistant, Admissions Administration Coordinator Bilingual Attendance Office Coordinator Bilingual Branch (administrative) Assistant (MWJR) Educational & Administrative Assistant Bilingual Academic Administrative Assistant (MWSR) Activities Coordinator, Sr. School Administrative Assistant, Attendance Office- Sr. School Accounting Clerk - Business Office Office Clerk - Admission Office Bilingual Secretary/Receptionist Branch Assistant (Miss) Store Clerk CHILDCARE GROUP

Etudes Supervisor Chilcare Assistant l Childcare Assistant/Teacher Assistant 2 EDUCATIONAL SUPPORT GROUP

Science Laboratory Technician, Sr. School Library and Infonnation Technician, Sr. School Educational Assistant (all branches)

Secretarial/Clerical Support Group ucationa uooort Ed lS G roup

AO4 A04

AO3

AO3 AO3 AO3 AO3 AO3 AO3 AO3 AO3 AO3 A02 AO2 AO2 AO2 AOI AOl

BOS BOS BOS BO4 BO4 BO4 BO3 BO2 BO2 BO2 BO2 BO2 BO2

COl COl CO2

EO2 EO2 EOl


-41-

SCHEDULE C

POSITION CLASSIFICATION PROCEDURE

The School recognizes that duties and responsibilities of a job may change either over a period of time or at the time of restructuring or a reorganization of work. This may result in significant changes to existing positions or the creation of new positions.

Classification reviews will be conducted by the Department of Human Resources in consultation with the AAETFS represented by the President. If agreement is not reached between the parties, a Job Evaluation Committee (JEC) chaired by the Director of Human Resources or delegate will be called. The membership of the Committee will be comprised of:

■ 2 Union representatives ■ 2 School representatives

I. New Positions or Vacant Positions: 1. Classification requests for newly created approved positions or for reviews of vacant

positions may by initiated by the Supervisor or the AAETFS. The position classification will be assigned in accordance with the terms of the Position Evaluation Plan ..

2. An updated Job Description Questionnaire together with the reasons for the review will be submitted to the Director of Human Resources.

3. An initial job evaluation will be conducted by the Department of Human Resources in consultation with the AAETFS. If there is agreement regarding the result of the job evaluation, the recommendation will be communicated to the Supervisor. If the Supervisor is in agreement with the recommendation, the new . classification of the position will be implemented and a job posting to fill the new position or vacancy will be posted reflecting the new classification. If there is no agreement between the parties, the following steps will apply:

a) The Chair of the JEC will convene the JEC to review and recommend the classification level of the position.

b) The recommendation is communicated to the Supervisor and if the Supervisor is in agreement, to the union President.

c) If there is agreement between all parties the Department of Human Resources will confirm the classification in writing to the employee and implement any salary change resulting from the reclassification.

4. Either party may submit a written appeal of the decision to the Head within 10 days of receipt of the recommendations. The Head will respond in writing within 10 days of


· 45·

receipt of the written appeal.

5. A final appeal may be made to the Joint Relations Committee within a period of 10 days after the Head's decision. This decision is binding to both parties.

II. Employee initiated request:

1. The employee may submit a written request for a classification review to his/her supervisor with a copy to the Department of Human Resources and a copy to the Union President indicating the reasons for the review.

2. The Supervisor discusses the request with the employee within ten (10) working days of receipt of the request. The Supervisor either agrees to request a review and initiates a fonnal review of the position or provides the employee with a written response as to why the request has been denied.

3. If a formal review of the position is agreed to, a revised Job Description Questionnaire will be completed by the employee and the supervisor and will be forwarded to the Department of Human Resources for review in consultation with the AAETFS. The process outlined under the terms of "New Positions or Vacant Positions", section 3 through 5 will apply.

· Implementation:

1. Any salary adjustments resulting from a reclassification recommendation will be made retro-active to the date of the initiation of the review.

2. Requests for classification reviews can be made not more than once per year by the same incumbent in the same position.


Plan Description:

-44-

SCHEDULED

SELF-FUNDED LEAVE PLAN TERMS AND CONDITIONS - ALLIANCE II

The Self-funded Leave Plan is available to members of the Alliance wishing to spread four years of salary over a five year period to enable them to take a one (1) year leave of absence following the four years of salary deferral.

Application/Eligibility:

Employees shall make written application to their Supervisor at least 6 months prior to the intended commencement date of the program.

The application shall set out the dates of the Leave Term and the Leave Year and state the intended purpose. of the leave.

The Leave Year shall be September 1 of one year to August 31 of the following year or such other 12 month period as may be agreed ~pon by the employee and the School.

The following minimum criteria must be met before an application will be considered for approval:

a) The employee is non-probationary with a minimum of five years of continuous service with the School.

b) . The employee is unlikely to be declared surplus during the term of the Plan.

c) Possible disruption to the operation of the School as a result of this leave will be taken into consideration.

Written applications will be reviewed by the Director of Human Resources and the Head.

The number of employees that may be absent at any one time shall be determined by the School. Should the number of applicants exceed the number as determined by the School, the excess shall be postponed to future years.

Leaves requested for the purpose of pursuing further formal education in their area of responsibility will be given priority. In the event of any conflict between applicants, the needs of the School and then seniority shall be the governing factors.

Collective Agreement for AAETFS fr.om September 1st; 2017 to August 31, 2022

-45-

The School shall provide a written response to each applicant four months prior to the date of the commencement of the program setting out the terms and conditions of the leave or explaining the reasons for leave denial or postponement.

On notification that the leave has been accepted, the employee shall provide to the Director of Human Resources, a signed Memorandum of Agreement in the form attached to this Schedule.

For the approved leave year, the School will endeavor to find a temporary replacement for the employee or make alternate arrangements as far in advance as practicable. If the School is unable to find a suitable replacement or arrangement or if other unexpected circumstances require the presence of the employee, the School.may postpone the leave. The School will give the employee ~ much notice as is reasonably possible. The employee will have the option of remaining in the Plan and rearranging the leave at a mutually agreeable time, or of withdrawing from the Plan and having the deferred salruy plus accrued interest, if any, paid out to him/her.

Leave Year Provisions:

During the Leave Year, the employee may engage in such plan of education and employment as the employee chooses, except that the employee may not be employed by the School in any capacity.

The employee shall provide the School with three months written notice confirming his/her intention to return to his/her duties following completion of the Leave Year.

Payment of Salary and Benefits during the Leave Term:

During the four (4) years of salruy deferral, 20% of the employee's gross annual earnings will be deducted and held for the employee and will not be accessible to him/her until the year of the leave or upon withdrawal. from the. plan.

The amounts withheld prior to the Leave Year shall earn imputed interest at interest rate payable from time to time by the Bank of Nova Scotia on one year Guaranteed Investment Certificates, calculated monthly and compounded annually.

All deferred salruy plus accrued interest shall be paid to the employee during the leave year.

Income tax shall be deducted on the actual amounts paid to the employee in each year of the Plan subject to the income tax regulations in effect at the time of payment.

During the four years of salary deferral, all benefits shall be maintained at a level as if the employee was being paid at 100% of salruy subject to the approval of the carrier. During the Leave Year and subject to the approval of the carrier, benefits shall continue in force Premium costs during the Leave Year shall be paid by the employee. ·The School shall deduct from each pay an amount equal to-the total monthly premium costs paid on the employee's

Collective Agreement for AAETFS from September 15 t, 2017 to August 31, 2022

-46-

behalf.

During the term of the Self-Funded Leave Plan, the Group Registered Retirement Savings Plan contributions shall be continued by the School and the employee at the contribution rates provided for in the Collective Agreement in effect in each year of the Leave Term and be applied to the actual salary amounts payable to the employee in each of these years.

During the Leave Year seniority will accumulate. Service for the purpose of vacation and salary progression and other benefits will be retained but will not accumulate during the period of leave:

Sick leave credits shall not be granted for the Leave Year nor shall the employee be eligible for sick leave or long term disability.

Additional Conditions and Terms of Reference:

The employee will be reinstated to his/her former position unless the position has been discontinued, in which case the School will endeavor to place him/her in a comparable job failing which lay-off provisions will apply.

Other than for termination of employment or death, early withdrawal from the plan is only allowed for exceptional reasons i.e. extreme financial hardship. The onus is on the employee to provide sufficient evidence justifying har-dship and the employee must retain this in the event of an audit by Revenue Canada.

If the employee terminates employment, the deferred salary plus accrued interest will be returned to the employee with a reasonable period of time.

In the case of the employee's death, the deferred salary plus accrued interest will be paid to the employee's estate.


. 47.

ARTICLE26

TERM OF AGREEMENT

26.01 This Agreement shall be for a term of five years commencing on the 1st day of, September, 2017 and ending on August 31, 2022 and shall continue from year to year thereafter unless either party gives notice in writing to the other not less than thirty days nor more than ninety days prior to the expiry date hereof of that party's intention to terminate this Agreement or to negotiate revisions thereto.

Dr. Josep onzalez Head of S hool

Date

FOR THE ALLIANCE:

Johnathan Fis1co AAETFS

Date


27

-48-

MEMORANDUM OF UNDERSTANDING

Between Toronto French School (the "Employer") and ALLIANCE DES ADMINISTRATEURS ET EDUCATEURS DE LA TORONTO FRENCH SCHOOL (AAETFS) (hereinafter referred to as the "ALLIANCE OF THE SECOND PART")

Professional Development Committee

As initially integrated in the 2008-11 collective agreement, both the AAETFS and the School recognize the importance of providing professional development opportunities for Administrative Services staff and are committed to providing support for joint professional development initiatives.

For the duration of this agreement, a joint committee shall be established to discuss the professional development needs of the members of the AAETFS. The Committee shall be composed of representatives from the AAETFS and representatives from the School.

The mandate of the Committee will be to conduct an assessment of the professional development needs of members of the AAETFS and make recommendations to the AAETFS and management regarding programs ~o be provided.

The School will endeavor to provide the equivalent of one day of professional development per year in support of the recommendations of the committee.

The School will be responsible for the entire cost to finance the professional development activities undertaken.

FOR TH EMPLOYER: FOR THE ALLIANCE:

Dr. Jos onzalez HeadofS AAETFS

,,A

Date Date


-49-

28 MEMORANDUM OF UNDERSTANDING

Between Toronto French School (the "Employer") and ALLIANCE DES ADMINISTRATEURSETEDUCATEURSDELATORONTOFRENCHSCHOOL (AAETFS) (hereinafter referred to as the "ALLIANCE OF THE SECOND PART")

Recognition Program

The following describe the recognition program to recognize years of contribution made to the School by the support staff: ·

Effective September 1, 2008, staff will receive a lump sum payment on each of their anniversary dates at 10 years, 15 years, 20 years, 25 years to a cap of 35 years as follows:

10 years: $500 15 years: $750 20 years: $1000 $1000 for every five years thereafter to 35 years.

Dr. Josep Go alez Head of School

A {\[:,.._L-..J. Oi' Date 1

FOR THE ALLIANCE:

-:S-~j ,:, f»

Johnathan Fi~ AAETFS

Date


29

· 50-


Between Toronto French School (the "Employer") and ALLIANCE DES ADMINISTRATEURS ET EDUCATEURS DE LA TORONTO FRENCH SCHOOL (AAETFS) (hereinafter referred to as the "ALLIANCE OF THE SECOND PART")

Miscellaneous

The following items will be effective at the ratification of the 2017-22 contract:

Dr. Hea

Date

Vision care as part of the Extended Health coverage, will be maintained to $400 per 24 months, and include an additional $120 provision for.the reimbursement of eye exam. Paramedical services as part of the Extended Health coverage will be increased $1600 overall maximum annually. Orthodontics coverage will be included in the dental plan effective September 1, 2017: 50% reimbursement level to a lifetime maximum of $2500 per member and per dependent covered. The AAETFS collective agreement will be translated and the French version will be provided to members for consultation and reference. The English version will remain the official version of the collective agreement..

FOR THE ALLIANCE:

:n.w,~~~ Johnathan Fisico AAETFS

Date


30

· 51·


Between Toronto French School (the "Employer") and ALLIANCE DES ADMINISTRATEURSETEDUCATEURSDELATORONTOFRENCHSCHOOL (AAETFS) (hereinafter referred to as the "ALLIANCE OF THE SECOND PART')

AAETFS meetings

Effective at the ratification of the 2017-22 collective agreement; TFS agrees to provide AAETFS members with the equivalent of a half day (3.5 hrs in total) during a school year to discuss their AAETFS business if needed. These meetings will be held during a Professional Development day (PD). The meetings will be spread over the school year and will be limited to a maximum of one (1) hour in duration per meeting.

FOR THE ALLIANCE:

Dr. Josep onzalez Head of School

A«:<.-.. L "<• I Ii'

Johnathan Fis1co AAETFS

Date Date


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