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PresidentSuzanne Moore; Phone: 270-0215


President Suzanne Moore Past President Georgina Dyck-Hacault Vice-President Pat Liss Treasurer Lindsay Hutchinson Secretary Frances Gauthier Collective Bargaining Chair Steve Muzyka Health & Wellness Chair Debra Mitosinka Professional Development Chair Georgina Dyck-Hacault Public Relations Suzanne Moore

Welcome to a new year, everyone! I have to tell you it is one steep learning curve to become the new president of the Seine River Teachers Association! Here are some of the highlights of the past five weeks: And it doesnt end there! By the end of November, I will have

Council Meetings:
Thursday, October 29, 2009 Wed., December 2, 2009 Tuesday, February 9, 2010 Tuesday, April 13, 2010 Thursday, June 3, 2010

A proud member of ...

Read these stories online at http://mbteach.org/Portfolio/ portfoliosept09.html

Editor: Suzanne Moore srta.mts@gmail.com

Attended a two-day presidents training seminar in Brandon Hosted a one-day training seminar for the new executive of SRTA Applied for a grant for executive training Met with Mike Borgfjord, Superintendent of SRSD, to set up liaison with SRTA Presented kits and certificates to new teachers at Division Office on September 17 Attended the funeral of Ron Nicolas, past SRTA president Prepared and hosted a two-day retreat for MTS Central Presidents in Gimli Attended a one-day training seminar for Employee Benefits Attended a one-day training workshop for Treasurers and Presidents Hosted one executive and one general council meeting Hosted an information seminar on the Pandemic Preparedness Plan for Seine River.

Published and circulated the first newsletter Attended training seminars for: (save for one, they are all on Saturdays) -Education Finance -Collective Bargaining -Equity and Social Justice -Public Relations -Workplace Safety and Health Attended a Collective Bargaining meeting for SRTA Hosted a council meeting on October 29 Applied for a grant for I Love to Read books Hosted an executive meeting on November 25 Attended meetings for South Central Presidents and for Provincial Executive

I also want to let you know that you have a very dedicated and hardworking executive. They, too, are attending workshops to learn all they can about their portfolios. They come to the table ready to share their knowledge and newly-minted expertise. I thank them so much for volunteering their time for all of our sakes.
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guided the members in attendance through the implications of the plan for all teachers of the division. I have been assigned to be on the SRSD Pandemic Preparedness planning committee on your behalf, where we will review the plan, seek clarification and suggest revisions. Georgina Dyck-Hacault is the new This plan is not earmarked only for chair in the second year of the new the present H1N1 concerns, but for Professional Development Fund as any pandemic that may arise in the established by Penny Hovorka-Alcock future. and her team. The fund was very successful in its first year, and if all One of my duties as SRTA president indicators are correct, it will be more is to protect and supervise the rights so this year. To send in any and responsibilities of all the completed applications and members of the association. To that evaluations, send them to end, I need to be aware of any srtapdfund@srsd.ca. Remember concerns that you might have that you must have prior approval regarding the collective agreement. from the committee and you must I am requesting that all members submit your original receipts, along forward their timetables to me so with your evaluation before any that I can verify the correct amount remittance can be made. of prep time is being upheld. At the MTS presentation of the clarification of the SRSD Pandemic Preparedness Guidelines on October 8, Nancy Paterson, Staff Officer Are you being asked to attend meetings at lunch hour? Are you asking others to meet with you during lunch time? Article 23.01 of

Special thank yous go to Bernie Lamoureux,Valerie Hamilton and Colleen Kachur-Reico who are on leave from the executive. Their dedication and integrity served the members of the association very well.

the Collective Agreement states that, Except in cases of emergency or unforeseen circumstances, every full-time teacher shall be entitled to an uninterrupted meal period between 11:00 am and 2:00 pm each school day. This lunch period shall be equal to the midday intermission given to the students of the school in which the teacher is employed to a maximum of fifty-five (55) minutes. Breaching this article is a breach of the collective agreement and a grievance may be filed. As president, I am also deeply concerned about the well-being of the members of the association. If you need any assistance in this area, please contact me. The newsletter will serve as a tool for educating about some of the services available and to make you aware that you are not alone. Please contact me at any time: SRTA Cell: 270-0215 SRTA Email: srta.mts@gmail.com

Seine River Teachers Association Parc La Salle School La Salle School College St. Norbert Collegiate Arborgate School Ste. Anne Collegiate Richer School Ecole Ile Des Chenes School Ecole Ste Anne Immersion Ecole St. Norbert Immersion Dawson Trail School La Barriere Crossings Ecole St. Adolphe School Collge Lorette Collegiate Ecole Lorette Immersion Ste. Anne Elementary Adult Learning Education Centre Student Services Curriculum & Instruction SRTA secretary Workplace Safety & Health Professional Development

SRTA Email Addresses

srta.mts@gmail.com parclasallesrta@gmail.com lasallesrta@gmail.com stnorbertsrta@gmail.com arborgatesrta@gmail.com steannesrta@gmail.com richersrta@gmail.com iledeschenessrta@gmail.com steanneimmersionsrta@gmail.com stnorbertimmersion@gmail.com dawsontrailsrta@gmai.com lbcsrta@gmail.com stadolphesrta@gmail.com lorettesrta@gmail.com elisrta@gmail.com steanneelesrta@gmail.com adultlearningsrta@gmail.com studentservicesrta@gmail.com currsrta@gmail.com srtasecretary@gmail.com wshsrta@gmail.com srtapdfund@srsd.ca

Suzanne Moore

Ron Nicolas
September 16, 2009 61 years of age Former SRTA President Brother to Claude and Guy Nicolas Uncle to Nicole Nicolas Past/members of SRTA

Thanks for everything, Ron

after 23 years of dedication to the children of Parc La Salle School.

After 25 years of teaching, with 14 years in the Seine River School Division, Joan is entering a new chapter in her exciting life.

Come join us for a retirement Wine & Cheese

Retirement Celebration Saturday, November 14th, 2009 Immanuel Pentecostal Church 955 Wilkes Avenue Reception: 5:30 pm Dinner: 6:00 pm Cost: $12.00 per person

LOCATION: Parc La Salle School DATE: Thursday, Oct. 22, 2009 TIME: 4:00 p.m. 6:00 p.m. PRESENTATION: 5:00 p.m.

RSVP by Nov.1st: Lisa Yagi email: lyagi@srsd.ca Sandra Valois email: sandralvalois@shaw.ca

RSVP: Sandra Valois 269-8878

Welcome to:
Graham Bodner (gym) Nicole (Kindergarten) Andrea Graham (Music) Sandra Pott (Interim Principal)

Congratulations to:
Frances Gauthier5 yr pin Clara Desrochers35 yrs!

MTS Short Term Disability Plan - FACT SHEET

Why a Short Term Disability Income Plan?
Many teachers exhaust sick leave before their long-term disability benefits begin. The Disability Plan has an 80 day waiting period before benefits begin. That leaves an income gap for those members. Newer teachers and those who have been sick for a prolonged period are at risk here. Employment Insurance is inadequate to fill the gap since it has: a 2 week waiting period; maximum insured earnings of $42,300 per year; and a taxable benefit of 55% of earnings.

How Does the Short Term Plan Work?

The plan fills the gap. It pays benefits after sick leave is used up and stops when the Disability Benefits Plan starts. The plan pays 60% of earnings tax free (replaces approximately 85% of take home pay).

How Much Does the Plan Cost?

The premium rate is .187% of earnings, paid on a monthly basis by payroll deduction. Rates are reviewed annually. For example, at a $60,000 salary the cost is $9.35 per month. If the Association is successful in getting an additional rebate on the EI premiums the costs go down to $5.47 per month on a $60,000 salary.

All teachers must join the plan.

Glen Anderson, Disability Benefits Chair Manitoba Teachers Society

SRTA Contacts:
Phone: 270-0215 Email: srta.mts@gmail.com

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Reaching the ADHD Child

Written by Linda Eidse
Over the summer I took a course on ways to help children with ADHD. Along the way we were provided with some very interesting statistics. ADHD has been around for a long time. In 1902, Dr. George Still was the first doctor to describe children who were hyper, impulsive, and inattentive. He named them morally defective. Today we recognize 3 types of ADHD: 1) ADHD-I = Inattentive type ADHD-I, will often get ignored or over looked, or missed and wrongly labeled. The child will be regarded as willful, lazy, and unmotivated or not that smart. Females who fall in this category are diagnosed 4-5x less than their male counterparts. ADHD-HI = Hyperactive and Impulsive ADHD-C = combined (I &HI) There are many different philosophies and treatment choices for children with ADHD. Most common are prescription drugs such as Ritalin, Strattera, Dexdrine, Concerta, etc. Each of these comes with pros and cons. There are also many controversial interventions for ADHD. Some include: 1-dietary (eliminating food additives, food colouring, sugar wheat etc.), 2- megavitamins and mineral supplements, 3- anti-motion sickness medication i.e. gravol, 4EEG Biofeedback, 5- Applied Kinesiology and the list goes on and on. Regardless of causes or cures (and it is up to the family to decide on how to treat their child) as educators we have to make adaptations to help our students with ADHD become successful. The risk is too high not to. We have to get rid of the assumption these students are lazy. We cannot be fooled by inconsistencies in their behaviour or performance. Sometimes our students with ADHD can do the work and sometimes they cant (the hallmark of the condition is inconsistency). Almost the worst thing a child with ADHD can do, is to do something right, because then it is expected all the time. We cannot give up on these students and on behaviour modification. We should also remember to involve all support staff and parents regarding ways to best assist these students. Finally, we should also remember to include the student in program planning. We can do this, by simply asking What can I do to make your school year better?

More emergency room and medical visits Parents of ADHD children divorce 3x more than the general population 50% of children with ADHD will have disabling symptoms in adulthood i.e. Marriage and employment difficulties (partners and jobs that will not accommodate them, etc.)

2) 3)

It is important to reach our ADHD children because of the following statistics. 35% of students with ADHD do not complete high school 25% repeat a grade (research shows that 50% of students who fail once do not graduate, and that 80% of students who fail twice do not graduate) 52% of untreated ADHD teens and adults abuse drugs or alcohol (they turn to self medicating) 19% of students with ADHD smoke cigarettes as compared to 10% of the regular population (twice as many students with ADHD smoke) 43% of untreated ADHD boys will be arrested for a felony by age 16 50% of inmates in a penitentiary have ADHD (one study said 75%) 75% have interpersonal relationship problems Individuals with ADHD have more car accidents and more speeding tickets

As I've mentioned numerous times in the past (this marks the 35th time I've written about Twitter), not a day goes by that I don't learn something from my network of Twitter contacts. My network now includes 1000+ followers and I'm also following 1000+ Twitter users. As the size of my network increases so to do my learning opportunities increase. Having a Twitter network is a great way to learn about new resources for teaching. A Twitter network is also a great place to exchange ideas about teaching. If you're not familiar with how Twitter works, this short video from Common Craft offers a great explanation. If you're a Twitter user looking to expand your network the following are seven ways to find other teachers on Twitter. 1. Twitter 4 Teachers wiki. The Twitter 4 Teachers PB Wiki was started by ed tech specialist Gina Hartman. This wiki is organized content teaching area so that visitors can connect with Twitter users who teach the same subject(s). 2. Educators on Twitter is a Google Docs Spreadsheet started by Liz B. Davis. The list is constantly growing

as new additions are added almost daily. 3. Twitter for Teachers is a wiki started by Rodd Lucier with the purpose of educating teachers about the use of Twitter as an educational tool and as a professional development tool. You may want to check out who the contributors to the wiki are and follow them. Rodd has also produced a great video demonstrating how to use Twitter, Delicious, and Google Reader to find more Twitter users of interest to you. 4. Jane Hart, founder of the Centre for Learning & Performance Technologies, has compiled a list of nearly 800 educators on Twitter. Each entry is accompanied by a short summary about the Twitter user.

6. Look at who others follow and who others send "@" messages to. One of the ways that I've built up my network is to look at who the "popular" people follow and follow them. If someone you currently follow sends an "@" reply that appears in your Twitter stream, check out who that "@" message was sent to. Chances are good that the recipient of that message is also interested in the same topics you're interested in. 7. Start engaging conversations. There are a couple of ways to do this. You start a conversation around a resource that you've discovered. Another way to start a conversation is to pose a question or problem that you would like help solving. People are generally willing to offer feedback. If someone sends you an "@" message try to acknowledge it (you may not always be able to do this because of time lapse) people seem to appreciate acknowledgement.

5. Twitter search. Located at the bottom of the Twitter page is a search link. Try searching for key words commonly used in educational Richard Byrne, http:// technology. Then follow the Twitter www.freetech4teachers.com/2009/03/seven-waysusers who are writing messages to-find-teachers-on-twitter.html containing those key terms.

Leadership and Collaboration in Inclusive Education

This July I attended a Summer Institute Course at the Manitoba Teachers Society Building. Not only was this course very informative but also offered a variety of speakers on different topics. One of the most interesting speakers was Marilou MacPhedran who is the principal of the Global College at the University of Winnipeg. She spoke on the UN Convention on the rights of People with Disabilities. I found it very interesting that Canada has not yet signed this decree. Other topics were Key Factors Leadership Strategies, The Teachers Role, Roles and Responsibilities of Educators, Instructional Leadership and Practical Inclusion Education, Student Behaviour and the Challenge of Inclusion, Transitional Planning, A presentation by a panel of school principals and Personal and School Division Action Planning. As you can see this was a course that offered a variety of topics and had knowledgeable and excellent presenters. Submitted by: Kathy Dubesky; CSNC

Steve Muzyka
Richer School on your engagement and your upcoming themed November Wedding!

What is the difference between General Contract and a Limited Contract?

A General Contract is a regular contract between a teacher and a school board which offers ongoing employment. If you have no prior teaching experience in Manitoba you are protected by the provisions of Section 92 of the PSA regarding termination of employmenton the first day of your second year. A Limited Contract offers employment of a specific period of time and states the termination date on the contract. There is no guarantee of ongoing employment following the termination date.

What is the difference between a contract and a collective agreement?

A contract is the agreement between you and a school board which confirms your employment with that board. A collective agreement is the collection of clauses governing salary and working conditions which has been negotiated by the local teacher association and the board from each jurisdiction. In Manitoba, each school division bargains with its own teachers. In industrial and trade related language, the collective agreement is usually referred to as the contract, causing some confusion. Teachers presently have both a contract and a collective agreement.

Do I have to sign an oath of confidentiality when I become an employee?

Yes, if your employer requests. According to the Personal Health Information Act your employer is obliged to ensure the confidentiality of information about students. The Manitoba Teachers Society and the Manitoba Association of School Trustees have agreed to a confidentiality document that is appropriate for teachers to sign. A copy of this agreement can be viewed on the MTS website.

Who is entitled to Maternity Leave?

Any female teacher is entitled to maternity leave if she has worked for the same employer for 7 consecutive months, if her leave is due to pregnancy. For the purposes of maternity and/or parental leave, July and August do not constitute a break in service. If a teacher has less than 7 consecutive months of service, she may be granted leave but there may not be any job protection unless it is provided for in the collective agreement.

Who is entitled to Parental Leave ?

Any teacher is entitled to parental leave who has been with the present employing school board for 7 consecutive months and who has become a parent as a result of the birth or adoption of a child.

Am I Required to Give Medications or Medical Aid to Students ?

While the URIS (Unified Referral and Intake System) Policy Manual offers guidelines, the Societys concern remains with the expectation that the classroom teacher will perform medical procedures in the classroom. The Manitoba Teachers Society believes that Teachers should not be required to administer medication or carry out medical procedures for students. However, in the event that the teacher is directed to carry out any medical requests, you are asked to:

Work Now, Grieve Later

This rule states that an employee must not be insubordinate but rather must perform the orders of his or her superiors and grieve the action later. If an act is not unsafe or illegal, teachers should be advised to comply and to file a grievance regarding the assignment.

What do I Get For My MTS Fees?

Your fee entitles you to all the services of MTS without further charges except for the two provisions noted below. Therefore all MTS services, such as
Staff assistance Consultations Publications Legal services are free of charge.

Can Substitutes Have Prep Time?

Q: Do substitutes get prep time on the first day of

subbing? If so, what does prep time mean? Can administrators ask a sub to fill in for another teacher during a scheduled prep time from the original teacher they were brought in for to cover the class while absent?

MTS also pays travel, meal & accommodation allowances to members on official MTS business (such as meetings). In all cases, individual teachers have the right to phone MTS staff directly for help. There are only two exceptions to the above: 1. SAGs: semiautonomous organizations which are affiliated with and partially supported by MTS. These associations levy their own fees and membership is optional. 2. Special workshops: these include a fee and may be organized. Participation in these projects is optional

A: Article 32.06 of your current collective agreement states that, Unless otherwise determined at the time of the assignment, or in unforeseen circumstances, the timetable of a substitute shall be the same as the timetable of the teacher who is being replaced. That means that a principal cannot remove the preparation time from the substitute teacher and have that person cover in someone elses class unless the substitute teacher was informed of that at the time she/he was engaged to be a substitute teacher or unless there is some sort of emergency that is being covered off by the principal. This is the very reason that this was negotiated. Many teachers leave marking or other clerical work for substitute teachers to do if they have a prep on the day they are absent. Then they expect and plan for that work to be done upon their return. Therefore if a principal is assigning a substitute teacher without that having been expressed at the time of the engaging of that substitute, they would be violating the spirit and intent of Article 32.06. That person should be reminded about the provisions of the collective agreement and then if they continue to act inappropriately, the association and the substitute teacher could file a grievance.
Nancy Paterson, MTS Staff Officer

Science Lesson
Miss Jones had been giving her second-grade students a lesson on science. She had explained about magnets and showed how they would pick up nails and other bits of iron. Now it was question time, and she asked, "My name begins with the letter 'M' and I pick up things. What am I?" A little boy on the front row proudly said, "You're a mother!"

Who Is The Most Obedient?

The father of five children had won a toy at a raffle. He called his kids together to ask which one should have the present. "Who is the most obedient?" he asked. "Who never talks back to mother? Who does everything she says?" Five small voices answered in unison. "Okay, dad, you get the toy."

Extended Health Plan Effective January 2010

Blue Advantage Program


MTS Optional Life Insurance Plan Life insurance available to MTS members in addition to that associated with employment Insurance available in units of $10,000; may purchase up to 20 units for member and spouse and $50,000 for each dependent Premiums are age banded and smoker/non smoker based Administration is done by Mercer; premiums paid annually or by PAC Homeowners Insurance Provides property insurance for homeowners and tenants on the basis of a group discount Underwritten by The Co-operators Quotation provided when person contacts The Co-operators Additional information may be obtained from the MTS web site or by calling 1-800-387-1963

New free service offered by Blue Cross Access to Vision Care and Medical Equipment at reduced rates (up to 30% depending on service)

Providers Sample: Clearly Contacts Eyewear Hakim Optical LensCrafters Pearle Vision Sears Optical MEDIchair Direct Alert For more information about this program, go to www.blueadvantage.ca

Did you know?

Twenty-six percent (26%) of teachers claiming for long term disability benefits have insufficient sick leave to receive paid sick leave during the waiting period?

Average Manitoba Dispensing Fees

January 2009June 2009
Costco London Drugs Walmart Sobeys Superstore Zellers Safeway Pharm X Pharmasave Independents Shoppers Drug Mart Pharmaplus Average $4.46 7.93 8.59 8.76 9.44 9.52 9.52 10.02 11.48 11.52 11.62 11.73 $10.41

MTS Extended Health Plan

Top Services Claimed by $ in 08-09

Active Teachers % of Total Prescription Drugs Massage Therapist Chiropractor Physiotherapy Psychologist Orthotics Eye Exams Ambulance Foot Care Other 54.7% 18.3% 7.9% 7.5% 2.8% 1.8% 1.7% 1.6% 0.7% 3.2% 100% Retired Teachers % of Total 70.4% 6.8% 4.5% 5.9% 0.3% 1.6% 0.8% 3.2% 2.7% 3.8% 100% 9

Compassionate Care Leave & Family Leave

What is the difference between compassionate care leave and family leave? Compassionate care leave provides employees the opportunity to assist a family member who is critically ill and requires care and support for several weeks. Family leave is a short leave to take care of the needs of the employees family or a personal illness. Who qualifies for compassionate care leave? Employees who have worked with the same employer for at least 30 days qualify for this leave. Employees must provide a certificate from a doctor indicating that a family member has a serious medical condition, has a significant risk of death in the next 26 weeks and needs care and support. How long is the leave? The leave is up to eight weeks. Employees can take the leave to care for and support a family member without the fear of job loss. Employees can take the leave in one or two periods. Each period must be at least one week long. Who are considered family members? Family is defined very broadly for Employment Standards purposes. Children, stepchildren, parents, grandparents, spouses, common law spouses, brothers, sisters, stepbrothers, step-sisters, aunts, uncles, nieces and nephews are all considered family. The definition also includes those who are not related, but are considered a family member. Does the employer pay during the leave? No, the legislation only requires employers to provide time off and allow employees to return to their job when the leave has ended. Employers are not required to pay wages during the leave. Employers can, and often will, give greater benefits than those provided for in the legislation. Are there programs to pay employees while on leave? Yes, the federal government provides programs through Employment Insurance (EI) to cover this type of leave. Please check with your local EI office or call 1-800206-7218 for details. How do employees start the leave? The need for this type of leave is unpredictable. Generally, employees must give one pay period of notice before the leave. They must provide their employer with a doctor's certificate as soon as possible. What if an employee cannot give notice? Employees are still entitled to compassionate care leave even if they are unable to give notice. What happens when the leave ends? Employees must be allowed to return to their job, or a comparable job with the same or greater benefits and pay, when they return from leave. Employers may not discriminate or attempt to punish employees for taking a leave. What if employees want to end the leave early? Employees who wish to return to work before their leave has ended must give their employer 48 hours' notice that they are returning to work. What if the employees' job is no longer available? Generally, a comparable position with the same pay and benefits must be offered. In special circumstances, employers may not have a position available for reasons completely unrelated to the leave. For example, if employers shut down part of their operations and reduce their workforce based on a seniority system, employees who are on unpaid leave would not necessarily be protected from losing their jobs. Employers must show that the leave has no impact on the decision to lay off or terminate the employment. What if employers refuse to bring employees back to work? An employee who believes they were terminated because they took or requested leave may file a claim with the Employment Standards Branch. Employers who do not allow employees to return to work after a leave may be ordered to pay compensation, and in some cases reinstate them to their jobs. 10

Who decides what type of leave an employee is taking? Employees must tell their employer what type of leave they are taking. The employer will need enough detail to show the time-off meets the requirements for a statutory leave. If an employee requests time-off without specifying a statutory leave, the employer should ask whether they are advising of a leave under the Code or requesting permission for unpaid time-off. Employers do not control when an employee can take an unpaid leave under the Code, but they do control other types of time-off.

Minimum, Class 5

Minimum, Class 4

Maximum, Class 4

Shaded associations indicates salary estimated by projecting forward 3% rate.

Notes: 1. Shaded areas indicate that Association does NOT have a settlement for the given year. Figures projected by 3% baseline (floor) settlement rate. Figures projected by 3% baseline (floor) settlement 2. Reflects last agreement-in-committees: Border Land & Beautiful Plains 3. Salary figures reported above are actual and estimated gross (predental) salaries. 4. Salary data, where estimated, is subject to change based on collective bargaining outcomes.



Maximum, Class 5

Step 5: Meet with division and present opening package!

Step 4: Meet with committee and discuss roles and responsibilities at table

Step Three: Prepare a package to present to the division

Step Two: Survey the membership to make sure that everyone knows what the issues are and which ones will be supported

Step One: Check the collective agreement and make sure to know the appropriate dates to send notification to amend the collective agreement , and how it has to be delivered

Notes: 1. Shaded areas indicate that Association does NOT have a settlement for the given year. Figures projected by 3% baseline (floor) settlement rate. 2. Reflects last agreement-in-committees: Border Land & Beautiful Plains 3. Salary figures reported above are actual and estimated gross (pre-dental) salaries. 4. Salary data, where estimated, is subject to change based on collective bargaining outcomes.