Osstf District 11 Collective Agreement

11. April 2021 Aus Von ROCT

Our current sick days allocation is the result of the April 2013 OSSTF agreement with the government, which amended our TBU and OTBU collective agreements for 2012-14. (No modified certification body has been issued because there is no agreement with DSBN on what these changes would have to say.) Members of the Teachers` Collective Agreements Unit now have access to 11 days of illness each year at 100% salary and 120 sick days at 90% salary. (During an LTO allowance, OTBU members are entitled to 11 sick days per year at 100% and 60 sick days per year at 90%, which are charged over the duration of the assignment.) An exception exists when absence due to the same illness extends at the end of a school year and access to the 120 days lasts only 90% of the old school year until the new school year. If the member is able to return to work at any time during the new school year, the member will receive a new allowance of 11-120 days. All 90% of sick days can be increased to 100% salary over 10 days for each of the 11 days 100% of the previous school year, for example. B 5 days of unused illness 100% in 2013-14, 50 days of illness at 90% in 2014-15 could be increased to 100%. Absence reports are dealt with in another DSBN procedure (AP 5-28) and Articles 18.18 and 12.04 of the 2008-12 TBU collective agreement, The DSBN Human Resources Department also identifies absence patterns that are taken near public holidays or holidays for other purposes, and the „Presence Management“ program assigns responsibility for follow-up to school administrators. For example, illness patterns on Monday or Friday, or in case of illness in the days before or after long weekends or days of family care, days of or Black Friday, may lead to a stronger examination and trigger the collective agreement (12.04 b) so that a member of the OSSTF TBU can present a medical certificate of absence of less than five days. Sometimes, on those days, a school administrator will turn to a member of the OSSTF who is sick at home to exercise his discretion with respect to 12.04 (b). So if you answer the phone, you are more likely to be asked for a medical certificate than if you ring it. While this clear lack of confidence in the professionalism of OSSTF members is regrettable, it may fall within the confines of labour law. OSSTF District 22 TBU has in the past deplored some DSBN practices regarding sick days and medical certificates, but whether we can do so successfully in a given situation depends on the particular facts of the case.