Labour Negotiations 


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Letters to Parents and Guardian​s​:
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Links to Resources for More Information:
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November 2, 2015
On Monday, November 2, 2015, a tentative agreement was reached through the central bargaining process between the Ministry of Education, Catholic school boards, and the Canadian Union of Public Employees (CUPE). 

CUPE represents a number of school and system support staff, including educational assistants, early childhood educators, custodial staff, LINC/ESL instructors, school and board office secretaries and clerks, library and IT technicians.

The details of the agreement remain confidential until ratification, which is expected to take place over the next few weeks. 

We will continue to keep you informed of accurate information as it becomes available​.

September 29, 2015
On September 29, 2015, the Canadian Union of Public Employees (CUPE) implemented Phase 2 of their province-wide work-to-rule campaign. Work-to-rule means partial withdrawal of services. All schools remained open to students during this job action.

CUPE represents a number of school and system support staff, including educational assistants, early childhood educators, custodial staff, school and board office secretaries and clerks, library and IT technicians.

As a board, we respect labour laws that affirm the legal rights of our staff to engage in job actions. We remain committed to the success of the central negotiating process, and know that all sides are working hard to reach agreements.

September 18, 2015
On September 18, 2015, the Ontario Catholic School Trustees’ Association announced the ratification of central terms for a new three-year collective agreement with the Ontario English Catholic Teachers’ Association.

Centralized negotiations continue with the unions representing the education workers employed in Catholic schools and school board offices.

September 10, 2015

As of September 10, 2015, the Canadian Union of Public Employees (CUPE) has begun a province-wide work-to-rule campaign.
CUPE represents a number of school and system support staff, including educational assistants, early childhood educators, custodial staff, school and board office secretaries and clerks, library and IT technicians.

Centralized negotiations continue with the unions representing the education workers employed in Catholic schools and school board offices. 

August 25, 2015
On Tuesday, August 25, 2015, the Ministry of Education, Catholic school boards, and the Ontario English Catholic Teachers' Association (OECTA) reached a tentative agreement on central terms for elementary and secondary teachers in our Catholic schools. The details of the agreement remain confidential until ratification.

Centralized negotiations continue with the unions representing the education workers employed in Catholic schools and school board offices. 

We will continue to keep you informed of accurate information as it becomes available.
If notice is received regarding potential labour disruptions, information will be shared with parents and students through one or more of the following ways: 

  • On our Board’s website: www.hcdsb.org​
  • Twitter @HCDSB
  • By email to all parents through the Parent Notification System
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General Information about Collective Bargaining, Agreements and Negotiations

  • The collective agreement is a written contract of employment covering a group of employees who are represented by a teacher federation/trade union. The agreement contains provisions governing the terms and conditions of employment. It also contains the rights, privileges and duties of the employer, the teacher federation/trade union and the employees.

  • Collective bargaining is a process in which a teacher federation/trade union and an employer negotiate a first collective agreement or the renewal of a previous collective agreement. The School Boards Collective Bargaining Act has now created a two-tiered bargaining process where certain items are negotiated centrally and other items are negotiated locally.

  • If during the central or local negotiation process, the employer and the union do not agree on the terms of the agreement either party may ask the Ontario Minister of Labour to appoint a conciliation officer. Under the School Boards Collective Bargaining Act the conciliation process applies separately for central and local negotiations.

  • Conciliation is a legally required step prior to job action.

  • If following conciliation, a collective agreement is still not achieved, the conciliator reports to the Minister of Labour that parties were unable to reach an agreement.

  • The Minister then issues a notice informing the union and the employer that he or she “does not consider it advisable to appoint a conciliation board.” This notice is known as the “no board” report.

  • Issuance of a no-board report commences the statutory timeline to the parties being in a legal position to enact job action. Job action may legally begin on the 17th day after the issuance of the no-board report.

  • Under the School Boards Collective Bargaining Act, notice of job action must be provided at least 5 days prior to the commencement of job action. This 5-day notice can be provided within the statutory time period related to the no-board report.

  • Under the School Boards Collective Bargaining Act, OCSTA is the bargaining agent representing the interests of Catholic school boards at the central negotiation table.
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HCDSB