Attendance Management - How To Respond:

 

In the event that the Board wishes to meet with a teacher for the purposes of discussing the teacher’s attendance as part of the formal Attendance Support Program, the Board shall provide the teacher with not less than one day’s advance notice of the meeting.

 

Absences as a result of the following reasons would not be included in the criteria that would obligate a teacher to participate in the Attendance Support Program:

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• Participation in legal proceedings (e.g. WSIB hearings, WSIAT hearings, OCT hearings, court proceedings, etc.)

• Short-term personal leaves of absence approved under Board Policy 411 or Collective Agreement (L-Article 10)

• Approved personal leaves of absences (L-Article 11) with the exception of sick leave and/or Short-Term Leave and Disability Plan (STLDP)

• Circumstance(s) where a teacher is personally ordered to quarantine per the Quarantine Act and / or ordered to self-isolate per the appropriate health authority.

• Statutory leaves in accordance with the Employment Standards Act of Ontario, as amended (e.g. Domestic or Sexual Violence Leave, Crime Related Child Disappearance Leave, Organ Donor Leave, Reservist Leave, etc.)

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The teacher should ask their Branch President to accompany them to meet the Principal at a time that both of them can be there.  The Board recognizes the right of OSSTF to represent and accompany a teacher at any meeting when the conduct or competence of the teacher is being considered.

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The Principal can only ask in a general way about why you were absent. Teachers have a right to privacy about their medical information and the Board is aware of this. They are NOT allowed to inquire about the nature of the teacher's illness.

 

So, what do you say in the meeting with the principal?

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You are obliged to provide ‘yes’ or ‘no’ answers, but you should not provide any details.

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If you have any questions contact your Branch President or Bargaining Unit President.

 

The questions you will most likely be asked are:

1. Were you off because you were sick?

You only need to reply ‘yes’ or ‘no’

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2. Were your sicknesses related to an ongoing condition?

Again, a ‘yes’ or no’ answer is all you must provide

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3. Is this pattern of illness likely to persist into the future?

It is likely that you don’t know unless a medical professional has provided you with an opinion of what is likely to occur in the future.

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If you say it is something that will interfere with future attendance, the Principal can refer you to the Board’s Wellness Manager, who will want to speak with you about how to improve the situation.

 

If you are referred to the Board's Wellness Manager, please let us know at the District office (519-843-4043) and ask to speak with Erin Doupe (TBU Benefits Officer) or Paul Rawlinson (TBU President).

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Meeting with Administration

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You should always contact your branch president if you are called to a meeting with administration for advice and to accompany you.

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Your Collective Agreement gives you the right to have OSSTF representation. See Articles L3.03.01, L3.03.02, L3.03.03, L5.04, L17.04, L18.04, L21.05.

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Removing Letters from your Personnel File HO1

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A request can be made under provision of Article L16.01.05 of the Teachers’ Bargaining Unit Collective Agreement to delete and destroy any documentation in your Personnel File, where two (2) or more years have elapsed since the issue was first noted, regarding or related to an issue of discipline or derogatory notification.

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A sample letter in Word or PDF can be download. The completed and signed letter must be returned to  the Executive Officer of Human Resources, Upper Grand District School Board.

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Grievance Process

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What is a Grievance?

Can only be filed for a violation of the collective agreement.

The OSSTF District 18 Teachers’ Bargaining Unit files and controls the grievance, not the member.

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What is NOT a Grievance?

Member to member conflict.

When a member is upset or just doesn’t like something but there is no violation of the collective agreement.

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How are issues resolved?

Serious and clear violations of the collective agreement are filed and hopefully resolved with the grievance process.

When losing a grievance would be more detrimental than not pursuing it, other possibilities may be explored.

Labour Management meetings are sometimes the preferred and more efficient way to resolve an issue.

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What is the process?

There are 4 possible steps in the grievance process. Often the grievance can be resolved in the first step.

 

A grievance follows specific timelines. Usually within 14 days after the grievance officer becomes aware of the violation of the collective agreement a grievance may be filed.

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If you become aware of an issue, make specific notes and forward them to the Grievance Officer as soon as possible.

 

You may contact the District Office for assistance by calling 519 843 4043 and asking to speak to TBU President Paul Rawlinson or Acting TBU Grievance Officer Amy Reinders.