ETFO is partnering with University of Ottawa researchers on a Harassment and Violence in Education (Ontario) Survey.
The survey asks ETFO members about their experiences of workplace harassment and physical aggression from the 2017-18 school year. The researchers are interested in documenting the nature of violence educators experience. This research aims to unpack how vulnerability, experience, and institutional response are conditioned by intersecting factors. Specifically, the survey covers a broad range of workplace harassment as well as threats, attempts and acts of physical aggression. To the best of our knowledge, this survey will be the first of its kind in North America.
Results will be tabulated and a comprehensive report made available to each ETFO Local early in the new year, and the research will be used for public education initiatives.
You are encouraged to participate (http://www.edviol.net), which will be open until December 21 at 11:59 p.m. at night.
Occasional teachers who require a record of employment (ROE) for EI over Christmas Break must complete a google form that can be found on the website after logging into the Staff Site under Departments-> Payroll-> Payroll Documents-> ROE Christmas Request Form for Casual / Supply Work (http://www.rcdsb.on.ca/en/board/payroll.asp) to request the record.
(This process will ensure that anyone requiring a ROE gets one)
The google form can also be opened on RCDSB devices using the following link: ROE Christmas Request Form for Casual / Supply Work
Due to Christmas Statutory Holidays and payroll deadlines, payroll information from SmartFind for the pay of January 3, 2019 will only include days worked for December 7, 2018 until Dec 16, 2018.
For the pay of January 3, 2019, the normal pay period would be for the period December 7, 2018 to December 20, 2018 however the Payroll Department will be pulling the information early December 17, 2018. This means that time worked for December 17 – Dec 21, 2018 will not be paid until the January 17, 2019 paydate.
Please note that these changes would not apply to most employees in long term assignments.
Take the time to review this information to help the SmartFind system work as efficiently and effectively as possible to get jobs accepted.
To limit unnecessary declines:
- ensure that your General available times (under Schedule) is correct
- enter your future unavailability times/dates as soon as you know them
- be willing to travel to every location in your SmartFind profile
- ensure your SmartFind profile only includes the classifications you are willing to teach
If changes are required to your locations and/or classifications, email firstname.lastname@example.org
To limit unnecessary unanswered calls:
- check that your call back number is correct
- ensure that you have not checked the “Call for future assignments” when entering an Unavailable Date (example shown below)
- ensure that you have entered all necessary “The system will NOT call” times in your Schedule-General (example shown below for inputting a recurring weekly event on Thursdays when not wanting to receive calls)
We remind you that under Article L22.1 of our Collective Agreement the Board may remove a Teacher from the Roster for either of the following:
- refusal of five (5) assignments without providing reasonable grounds
- for being unreachable for assignments during a period of twenty (20) consecutive days without first notifying the Board of a planned period of unavailability by entering such information into SmartFind.
The government consultations on Ontario’s education system are now underway and very shortly, the online survey and telephone town halls will be rolled out. These consultations will have a significant impact not only on our students and our classrooms but also on you as an educator.
Your voice as an educator in this province is vital to this consultation process. Please ensure that you participate.
Let’s make sure the government hears from those who are dedicated to maintaining and growing Ontario’s public education system like us. Read more from ETFO at Building Better Schools
The results of the Guarding Minds at Work Survey that OT members and other board employees completed in the spring has been made into a report that you can check out here:
One of the drawbacks to the survey was the inability to provide anecdotal feedback. To that end, you are being invited to provide any additional feedback to the committee prior to October 31st.
The link to the online feedback form below must be accessed from an rcdsb worksite or comments can be sent directly to me to be shared anonymously:
Should you have any questions about the report, please let me know at email@example.com.
On Sept 28th after examining the Provincially Mandated content of the Oct 5th PA Day (Board/School Improvement Planning focused on the implementation strategies to improve student achievement) the board decided to move the second paid 1/2 day of training for Occasional Teachers to May 17th.
On May 17th the PA Day training content will be chosen by the school Principal from the Provincially Mandated list (Indigenous Education, equity, focus on mathematics, promoting well-being, and teacher development) and is better suited to Occasional Teachers. At that time you can contact a Principal and ask about the arrangements at that particular school.
RCDSB has developed a PEL Information Sheet and Personal Leave Forms
PAID EMERGENCY LEAVE CANCELLED BY PROVINCIAL GOVERNMENT by introducing Bill 47 “Making Ontario Open for Business Act”
- personal, injury or medical emergency;
- the death, illness or medical emergency of an individual related to the employee (immediate family and/or spouse’s relatives);
- an urgent matter that concerns an individual, as described above.
The employee is entitled to a
maximum of 10 days 8 days of P.E.L. in a calendar year with the two first days being paid all unpaid by the employer (must be employed for a least a week).
The RCDSB has not yet developed a comprehensive process to administer these leave days, and requests are being processed every few pay periods. See the following link for a more complete description of Bill 148. Employment Standards Act