Aspen Training

Aspen training continues. There have been ½ day release opportunities for up to 2 people per school to be trained as Subject Matter Experts (SMEs). These are continuing this week. We are expecting that principals be creative in carving out time for these teachers to support their staff. The expectation is NOT that these SMEs spend their planning time or after school to support colleagues. Leaving plans and having the principal teach the SME’s class for a morning while they are free to support in the learning commons or a planning area is an example of principal creativity. Repeating this model for an afternoon would allow all staff the opportunity to be supported. We are also suggesting these SMEs be released again before first term reports to be better able to support and troubleshoot. For the time being, the deadline for progress reports have been postponed until November 10.

The Right to Disconnect

Since the advent of the Internet age, the reliance upon email and other digital means of communication has exponentially infiltrated our lives, and has placed upon us the unrealistic expectation that we are 'always-on' and available to others, including our places of employment. Over the years, the line between home and work became blurrier, resulting in an intrusion into time spent with family and recharging oneself, and typically without commensurate adjustments to compensation.

"Disconnecting from work means not engaging in work-related communications, including emails, telephone calls,

video calls or the sending or reviewing of other messages, so as to be free from the performance of work."

Effective December 2, 2021, Bill 27 amended the Employment Standards Act, requiring employers to institute  a policy respecting workers' right to disconnect from communications related to the performance of work. Recently, the HWCDSB released its policy and procedure respecting your right to disconnect.  Please be certain to review these documents by clicking on the links below.

Electronic Monitoring Policy

Effective October 11, 2022, the HWCDSB was required to have in place a written policy respecting how, if at all, the Board is monitoring its employees through electronic means. This policy must be provided to workers by November 10. The policy must clearly state whether or not the employer electronically monitors employees. If they are monitoring employees electronically, the policy must include: 

• a description of how and in what circumstances the employer may electronically monitor employees (i.e., monitoring access to work site, cell phone use, work on company networks and systems, along with location and movements of employees),

• a description of the purposes for which information obtained through this monitoring may be used by the employer, including potential discipline,

• the date the policy was prepared and the date any changes were made, and

• such other information as may be prescribed (This last point leaves the door open to a regulation that sets further standards for electronic monitoring.)

The policy is required to capture all electronic monitoring, and not just monitoring of employer-provided equipment and devices. This might include, for instance, monitoring of an employee when they work from home using their personal computer. This might also include monitoring after work hours. 

As of writing, the Board has not communicated to the OECTA office the contents of the policy. More information will be circulated to members once it is available. 

Earned Leave Plan 

Article 8 of the 2014-2017 contract provided members with access to partially paid and unpaid days as in incentive for an attendance record which was better than the average of their colleagues across the system. As of August 31, 2019, this plan ceased to have any force inasmuch as additional earned leave could no longer be accrued. Days previously earned, however, would remain in place to be accessed with conditions.  Members should be aware of the following with respect to their earned leave days...

• Partially paid days (ELP_P) expired on June 30, 2022. A payout for any remaining credits was processed in July.  Please check your pay stubs in Employee Self Serve to ensure that you were properly paid. Each credit was worth $248.48. 

• Unpaid days (ELP_U) may be used prior to June 30, 2023. If not used by that date, the unpaid days shall expire and have no residual value.

• You must provide at least twenty (20) calendar days’ written notice of requested days.

• Access to leave days is available at any time during the school year and requests shall not be denied subject to reasonable system and school requirements.

Please refer to Article 8 of your contract for all the details related to accessing your earned leave.

The Safe Schools Incident Report and You

“Behaviour that is not addressed becomes accepted behaviour.”

Program and Policy Memorandum 145

Local Unit Opportunities

Provincial Association Opportunities