Adult Education Layoff and Recall Meeting

CONTEXT Mark Pearmain, Director of Instruction  Declining Enrollment – Year 2  Roberts Education Centre - Population Explosion of Elementary Students in Downtown Core - Corresponding Need for Space - VSB Police on K-12 Priority for space

Collective Agreement  Your Collective Agreement has layoff and recall language (Article 14)  Joint Layoff Committee is operating with the Union and Management to ensure clear process

Lay Off Date  Letters sent May 2, 2014  Effective Date of Layoff is June 30, 2014

Layoff Process  Staff reduction required in the District  Instructors and Instructional Assistants with least District Seniority are considered first  Status changes from a Priority Group B to a Priority Group C when applying for assignments  Status change occurs effective May 2, 2014

Maternity/Parental/Health Leaves  Teachers on Maternity/Parental/Health leaves will complete their leaves  Layoff is suspended for the duration of these leaves  On completion, the layoff occurs on the date of return.

Category C  Effective May 2, 2014 when you received your layoff letter you are now a Category C candidate for the purposes of applying for positions (D for summer postings)  You will remain a Category C employee until you have been fully recalled.  As you gain partial recall you will be entitled to all the rights that go along with having a continuing or temporary contract.

Fall Postings  Postings will come out June 10, 2014 and close on June 17,  For laid off employees, postings will be ed to your VSB address.  Update Qualification Forms and return to VSB – Human Resources (Michel Lemieux)  Apply for jobs you are qualified for and that you want

Filling Positions  Positions will be filled as per Article 7.A.2  Where no B candidates have applied or accepted, C candidates will then be considered by qualifications and seniority.  B Candidates will be interviewed for positions and C candidates will be placed as above.

Filling Positions REMINDER: Article 14.H.8 No employee shall be hired or retained in employment while there is an employee with greater seniority on the recall list who has the necessary qualifications for that assignment and who applies. This will be applied to all competitions involving C candidates.

Filling Positions  C candidates, offered an assignment, have two (2) working days to inform of acceptance  C candidates may work in temporary assignments but those will not replace continuing assignments  Temporary assignments must be completed before a continuing assignment can begin.  Fall positions should be filled by the end of the first week in July

Filling Positions  It is the employee’s responsibility to keep the Board updated as to contact information  If contact fails to produce a response in 48 hours, this will constitute a refusal of an offer for recall purposes  If the employee refuses to accept two continuing positions in each of the categories, their right to recall is lost (under discussion).

Full Recall  Once you have gained all of the continuing hours from which you were laid off, you are considered Fully Recalled and a B Category  Instructional Assistant and Instructor Recall Hours will be treated separately.

Resetting The Recall Clock  If you have been partially recalled in the 2013/2014 school year and laid off again this year, your recall clock will reset this year for another 24 months for recall.  You will be reset to your original FTE that you held when you were laid off in the 2013/14 school year.

Summer Postings  Slightly different Post and Fill Process for Summer  You are a D candidate for Summer Postings  External candidates will be “E” category  Postings will go out May 20, 2014 and close May 26, 2014  Summer postings will be piloted on the Online Application Manager (OAM) (handout)  Same process as last year – internal to the Centre and then any available postings will appear  All Summer work should be assigned by May 30, 2014

Severance  Severance will be calculated as per the Collective Agreement  You can do this anytime in the 24 months of recall  If you would like to elect severance, you must put it in writing and your severance will be calculated by Payroll  10% of the continuing and temporary contracts you have worked to a maximum of one (1) year’s salary

ARTICLE 14 – Reduction of Working Hours, Lay-Off, Severance and Recall  Article K.Severance Pay  2.Severance pay shall be calculated at the rate of ten per cent (10%) of one (1) year’s salary for each year of aggregate service FTE rounded to the nearest month, to a maximum of one (1) year’s salary.  Article D.Work Year  1.For the purposes of salary increments the work year shall be determined as follows:  (a)For Instructors it shall be 950 hours inclusive of preparation time.  (b) For Instructional Assistants, it shall be 1400 hours.

To calculate aggregate service FTE For Instructors:  Total hours worked year by year divided by 950 hours, rounded to nearest month Hours 950 hours Total3, Rounded to the nearest month3.25

To calculate aggregate service FTE For Instructor Assistants:  Total hours worked year by year divided by 1400 hours, rounded to nearest month Hours 950 hours Total Rounded to the nearest month0.67

Calculations…  To calculate annual salary take the hourly rate and multiply by 950 for instructors and 1400 for Instructor Assistants.  To calculate the severance multiply the FTE by annual salary and then multiply by 10%.

Example: Hourly rate $65.89$19.94 Annual salary $62,595.50$27, $62, x 3.25 FTE $203, $27, x.67 FTE $18, % $20, % $1, Severance owing for Inst hours $20, Severance owing for TA hours $1, Total Severance owing $22,188.15

Severance is classified as a Retiring Allowance by The Canada Revenue Agency  And therefore is not subject to CPP or EI. It is taxed at lump sum rates as follows:  Up to $5, at 10%  Between $5, and 15, at 30%  Over 15, at 30%  It can also be transferred directly in to an RRSP over and above your RRSP room with no tax deducted.

Reminders  Get your Qualification Forms into HR  Make sure you request ROE if you require one for EI purposes  Keep your contact information current  Apply for jobs you will accept  Ensure you are active on the EOC list if you want to be called out

Benefits and Employment Insurance Application  Handouts – Lorelei Russell – Benefits Manager