Negotiations

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Negotiations

Radio advertising to remind people of certain requests

Our demands

Continuous working hours
Participation in the intervention plan
Offer professional development based on special requirements
Renew the attraction premium for specialized workers
Respect daycare ratios
Special needs services for daycare classes
Family responsibility days
Limit and regulate outside contracting

Work overload


In the midst of a labor shortage and recruitment difficulties, school boards and centers must look to their support staff already in place and face the fact that they are the most experienced and capable workers to carry out the tasks that need to be accomplished.	We must hold on to the expertise of our specialized worker jobs in the school sector and create winning conditions to remain competitive with other sectors of activity. This starts with the offer of attraction and retention premiums to all certified maintenance workers, and by limiting and regulating outside contracting.

For full-time work schedules
The average weekly working hours of school support staff are insufficient, especially for people working in direct services to students who suffer a 70% job insecurity rate.

Respecting ratios is important

Image

These images summarize some elements of the 2^nd employer deposit. You can share them from our Facebook page.

Restrict access to positions based on seniority (S3-S12)	Restrict the choice of positions (S3-S12)	Reduce overtime by changing when overtime will apply (S3-S12)

When a position whose hours have been increased is renewed for the following year, it must be abolished and reposted, so that everyone can apply for it while respecting seniority.	When a position whose hours have been increased is renewed for the following year, it must be abolished and reposted, so that everyone can apply for it while respecting seniority.	We are asking for positions with the greatest possible number of hours. If overtime does not kick in until after 35 or 38:45 hours, managers will resort to posting small positions, then adding overtime at the regular rate. This will only increase the precariousness of our jobs.

Refuse personal leaves (S3)	Prevent people on probation from applying for other positions (S3-S12-S13)

The employer party wants to give itself the right to refuse personal leaves without justification. For example, someone who would like to attend the funeral of a close friend, aunt or uncle, or someone who wants to accompany a friend to a medical appointment, could be refused. These specific cases are not on the list of special leaves or leaves for family or parental reasons. Personal leaves are the only way we can meet these needs.	By exemple, a person with a 15-hour position, for example, would have to wait for the equivalent of ninety (90) full-time days to apply for another position. At 15 hours per week, this would represent approximately two hundred and ten (210) days, or… an entire school year! As if this were not enough, the employer party wants to increase the probation period. The employer clearly wants to ensure that newly hired employees will not stay in the education sector and will leave as soon as possible. Keeping staff will only become more difficult.

Facebook Live

Facebook Live on the status of negotiations for school support staff with Stéphane Soumis, vice-president of communications, secretariat, training and treasury, as well as Dominic Latouche, vice-president of labor relations and professional life. (in French)