The following has been floating about the 'net. I post it here for your information, consideration and discussion purposes. At first brush it seems pretty similar to the OPSBA initial offer to ETFO [Here] except the details are fleshed out a lot more. Your Comments and input are most welcome below:
The management team presented positions on the structure and content of collective agreements, on the definitions of “the parties” and of “teacher,” and on a central grievance process. They reserved on providing their positions on the issues of Benefits and E-Learning/ Dual Credits/Experiential Learning.
The OPSBA/Crown brief included a statement of “Context” that outlined the following concepts:
There would be no net monetary increases and any modest compensation adjustments would require offsets so that a “Net Zero” was achieved.
There would be no “superior provisions” allowed in local Bargaining Units that may have achieved such rights in the past. Central terms would apply to all so that some local Bargaining Units could see improvements on an item, while others would see no change or a reduction in rights.
The management positions on each of the issues are summarized below. Together they represent an unprecedented attack on the hard won gains made by OSSTF/FEESO over decades of difficult bargaining:
1. Salary, Wages and Direct Compensation
Elimination of all extra degree allowances.
There would be no pay increase not paid for thru other cuts to compensation.
The 97 day delay on salary grid movement would be on-going.
2. Maternity Benefits/SEB
Adult day school teachers would lose Maternity Benefits.
Locals w/ superior provisions 4 Maternity benefits in their CB lose them.
3. Short Term Paid Leaves
Local Bargaining Units with superior provisions for bereavement leave lose rights.
There would be no bereavement leave to attend the funeral of a cousin or friend.
Many Bargaining Units would lose access to currently available personal days.
4. Sick Leave
All members would see a loss in sick leave entitlements.
Some members would lose their access to sick leave.
Some members would see a decrease in pay for pro-longed illnesses.
Vulnerable members with recurring/chronic illnesses could see their entitlement to a full-time job lost to part-time status with a loss a reduction in sick leave entitlement.
5. O. Reg 274 – Hiring Practices
All language in local agreements regarding hiring practices would be removed.
O.Reg 274 would be recommended to be revoked by all parties.
Discredited hiring practices would reappear.
Nepotism and discrimination would reappear.
6. Professional Practice/Professional development/Supervision/Unassigned Time
Workload would increase.
8 of 8 periods would be assigned to Library, Guidance, Special Education Resource, Cooperative Education, Student Success, Alternative, and Adult Education teachers with no APAs.
60 half periods of APAs as on-calls, supervision, student or teacher mentoring would be assigned to classroom teachers.
4 of 4 in any combination of classes and APAs would be assigned to occasional teachers.
There would be more supervisions and on-calls assigned during the work day and any local controls on the timing or frequency of these assignments would be removed.
Duties could be assigned to teachers outside the school day with no limits.
No teacher would be able to have an expectation of self-directed preparation time.
Occasional teachers would be fully assigned in all periods without limits for the entire work day.
7. Diagnostic Assessment
Boards would determine the type, frequency and timing of diagnostic assessment tools used by teachers.
Boards would establish the mechanism to be used by all teachers to record the results and these would be used to inform teacher practices.
Teachers’ professional judgement would be further devalued.
You would have to assess and evaluate what you are told, when you are told, and how you are told.
8. Class Sizes
Individual class sizes would increase everywhere.
All local limits on class sizes would be removed.
No single class would have an absolute maximum.
Workload improvements would be lost in all Bargaining Units.
9. Principal/VP Return to the Bargaining Unit
Teachers could be assigned to admin positions without limit on their activities.
There would be no limit on the length of these temporary administrative positions.
Bargaining rights (seniority) would accrue without union dues payment.
Placement of administrators back into the Bargaining Unit positions ahead of Bargaining Unit members with full seniority and without payment of union dues.
WHY STRIKE? A SUMMARY:
Every local Bargaining Unit in province stripped of hard won improvements to workload.
Years of contract gains would be reversed in one collective agreement.
Every teacher in the province would experience a significant decrease in their professional autonomy.
Every teacher in the province would find his/her compensation eroded.