Common use of The Crown Clause in Contracts

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. THIS AGREEMENT made as of September 1, 2014 Between YORK CATHOLIC DISTRICT SCHOOL BOARD (Hereinafter called the “Board”) And CANADIAN UNION OF PUBLIC EMPLOYEES The parties agree as follows

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO‐ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE EWAO‐ATEO members;  Caring and Safe Schools as it relates to CUPE EWAO‐ATEO members;  Health and safety considerations in high risk areas of the school;  Appropriate access to, and provision of, information related to students who may pose a safety risk; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE EWAO‐ATEO will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. EWAO‐ATEO will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Primary prevention practices including appropriate disclosure of information;  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations. ; and  Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO‐ATEO no later than November 30, 2016. EWAO‐ATEO agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 2015‐16 and/or the 2018-2019 2016‐17 school years, there will be no loss of pay for CUPE EWAO‐ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE EWAO‐ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA‐CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub‐Committee Whereas there are varying salaries of EWAO‐ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub‐committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing EWAO‐ATEO. The sub‐committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain EWAO‐ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub‐committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA‐CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. Return to TOC Return to Key Terms LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE EWAO-ATEO members;  Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  Health and safety considerations in high risk areas of the school;  Appropriate access to, and provision of, information related to students who may pose a safety risk; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE EWAO-ATEO will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. Return to TOC Return to Key Terms LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. EWAO-ATEO will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Primary prevention practices including appropriate disclosure of information;  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations. ; and  Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO-ATEO no later than November 30, 2016. EWAO-ATEO agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. Return to TOC Return to Key Terms LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE EWAO-ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE EWAO-ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. Return to TOC Return to Key Terms LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub-Committee Whereas there are varying salaries of EWAO-ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub-committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing EWAO-ATEO. The sub-committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain EWAO-ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub-committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. Return to TOC Return to Key Terms LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention. Return to TOC Return to Key Terms PART B TERMS NEGOTIATED LOCALLY BETWEEN WATERLOO REGION DISTRICT SCHOOL BOARD (WRDSB) AND EDUCATIONAL ASSISTANTS ASSOCIATION 54 September 1, 2014 to August 31, 2017

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. Table of Contents Article 1 - PURPOSE 5 Article 2 - SCOPE 5 Article 3 - RECOGNITION 5

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE EWAO-ATEO members;  Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  Health and safety considerations in high risk areas of the school;  Appropriate access to, and provision of, information related to students who may pose a safety risk; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE EWAO-ATEO will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. EWAO-ATEO will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Primary prevention practices including appropriate disclosure of information;  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations. ; and  Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO-ATEO no later than November 30, 2016. EWAO-ATEO agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE EWAO-ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE EWAO-ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub-Committee Whereas there are varying salaries of EWAO-ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub-committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing EWAO-ATEO. The sub-committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain EWAO-ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub-committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. PART B – LOCAL TERMS

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.Day

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE EWAO-ATEO members;  • Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  • Health and safety considerations in high risk areas of the school; • Appropriate access to, and  provision of, information related to students who may pose a safety risk; and • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE XXXX-XXXX will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. XXXX-XXXX will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Primary prevention practices including appropriate disclosure of information; • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  ; and • Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO-ATEO no later than November 30, 2016. XXXX-XXXX agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE EWAO-ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE XXXX-ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub-Committee Whereas there are varying salaries of EWAO-ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub-committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing XXXX-XXXX. The sub-committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain XXXX-ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub-committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) Re: Specialized Job Classes

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. CUPE - COLLECTIVE AGREEMENT PART B ARTICLE 1 - PURPOSE‌

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RERe: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.Day

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. THIS AGREEMENT made as of September 1, 2014 Between YORK CATHOLIC DISTRICT SCHOOL BOARD (Hereinafter called the “Board”) And CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 2331 (Hereinafter called the “Union”) The parties agree as follows:

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO‐ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE EWAO‐ATEO members;  • Caring and Safe Schools as it relates to CUPE EWAO‐ATEO members;  • Health and safety considerations in high risk areas of the school; • Appropriate access to, and  provision of, information related to students who may pose a safety risk; and • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE XXXX‐XXXX will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. XXXX‐XXXX will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Primary prevention practices including appropriate disclosure of information; • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  ; and • Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO‐ATEO no later than November 30, 2016. XXXX‐XXXX agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 2015‐16 and/or the 2018-2019 2016‐17 school years, there will be no loss of pay for CUPE EWAO‐ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE XXXX‐ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA‐CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub‐Committee Whereas there are varying salaries of EWAO‐ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub‐committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing XXXX‐XXXX. The sub‐committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain XXXX‐ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub‐committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA‐CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE EWAO-ATEO members;  • Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  • Health and safety considerations in high risk areas of the school; • Appropriate access to, and  provision of, information related to students who may pose a safety risk; and • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE EWAO-ATEO will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.Crown

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. PART B TERMS NEGOTIATED LOCALLY (L) BETWEEN DSB ONTARIO NORTH EAST AND CUPE LOCAL 8888 2014-2017 TABLE OF CONTENTS for LOCAL AGREEMENT DEFINITIONS 1 ARTICLE 1 – PURPOSE OF THE AGREEMENT 2 ARTICLE 2 – RECOGNITION 2 2.05 No Discrimination 2 2.06 Access to Personnel File 2 ARTICLE 3 – MANAGEMENT’S RIGHTS 3 ARTICLE 4 – UNION SECURITY 3 ARTICLE 5 – BULLETIN BOARDS 3

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s 's Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE CURE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘'CUPE’') AND The Council of Trustees’ ' Associations (Hereinafter the ‘'CTA/CAE’') AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) so AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. . Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.AND

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE EWAO-ATEO members;  Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  Health and safety considerations in high risk areas of the school;  Appropriate access to, and provision of, information related to students who may pose a safety risk; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE XXXX-XXXX will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. XXXX-XXXX will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Primary prevention practices including appropriate disclosure of information;  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations. ; and  Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO-ATEO no later than November 30, 2016. XXXX-XXXX agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE EWAO-ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE XXXX-ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub-Committee Whereas there are varying salaries of EWAO-ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub-committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing XXXX-XXXX. The sub-committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain XXXX-ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub-committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention. Part B: Local Terms Contents PREAMBLE 52 ARTICLE I- PURPOSE 53 ARTICLE II- RECOGNITION 53 ARTICLE III- DISCRIMINATION 54 ARTICLE IV- MANAGEMENT RIGHT.S 54 ARTICLE V- STRIKES AND LOCKOUT.S 54 ARTICLE VI- ASSOCIATION REPRESENTATIO..N 54 ARTICLE VII- COMMUNICATIONS 55 ARTICLE VIII- GRIEVANCE PROCEDUR..E 56 INFORMAL STAG.E 57 8.06 STEP ONE 57 8.07 STEP TWO 57 8.09 (i) POLICY GRIEVANCE.S 58 8.09 (ii) GROUP GRIEVANCE.S 58 ARTICLE IX- ARBITRATION 59 ARTICLE X- DISCHARGE AND DISCIPLIN..E 60 ARTICLE XI- SENIORITY 61 ARTICLE XII- JOB POSTING 62 ARTICLE XIII- ASSOCIATIONSECURITY 63 ARTICLE XIV- BENEFITS 64 ARTICLE XV LEAVES OF ABSENCE 66 Pregnancy/Parental Leaves 66 15.06 Court/Jury Duty 66 15.07 Leaves of Absence 67 15.08 Bereavement Leave 67 15.09 Education Leave 67 15.10 Association Leave 68 15.11 Compassionate Leave 68 15.12 Emergency Leave 68

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO‐ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE EWAO‐ATEO members;  • Caring and Safe Schools as it relates to CUPE EWAO‐ATEO members;  • Health and safety considerations in high risk areas of the school; • Appropriate access to, and  provision of, information related to students who may pose a safety risk; and • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE EWAO‐ATEO will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. EWAO‐ATEO will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Primary prevention practices including appropriate disclosure of information; • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  ; and • Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO‐ATEO no later than November 30, 2016. EWAO‐ATEO agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAECTA‐CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 2015‐16 and/or the 2018-2019 2016‐17 school years, there will be no loss of pay for CUPE EWAO‐ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE EWAO‐ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA‐CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub‐Committee Whereas there are varying salaries of EWAO‐ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub‐committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing EWAO‐ATEO. The sub‐committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain EWAO‐ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub‐committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario ‐ Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO‐ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA‐CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. LOCAL COLLECTIVE AGREEMENT “PART B”

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. (See also Local Article L30.00 for Health and Safety) LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. (See also Local Letter D for Violence Prevention) LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2018 2015- 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. (See also Local Article L33.00 and Local Letter A for Professional Development)

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. Part B: Local Terms CONTENTS PREAMBLE 57 ARTICLE I - PURPOSE 58 ARTICLE II - RECOGNITION 58 ARTICLE III - RELATIONSHIP 59 ARTICLE IV - MANAGEMENT RIGHTS 60 ARTICLE V - DEDUCTION OF UNION DUES 61 ARTICLE VI - UNION REPRESENTATION 62 ARTICLE VII - SENIORITY 64 ARTICLE VIII - JOB VACANCIES 69 ARTICLE IX - GRIEVANCE PROCEDURE 70 STEP 1 71 STEP 2 71 STEP 3 72 STEP 4 72 ARTICLE X - ARBITRATION 74 ARTICLE XI - DISCHARGE OR DISCIPLINE CAUSES 75 ARTICLE XII - NO STRIKES OR LOCKOUTS 76 ARTICLE XIII - MISCELLANEOUS LEAVES OF ABSENCE 77 13.01…………………………………………………………………………………………………………………………… ............. 77 13.02 Union Leaves 77 13.03 Education / Examination Leave 79 13.04(a) Bereavement Leave 79 13.04(b) Jury Duty, Subpoena & Quarantine 80 13.04(c) Workplace Safety and nsurance Board 80 13.05 Pregnancy, Parental and Adoption Leaves 81 13.06 .......................................................................................................................................... 81 13.07 Compassionate Leave 81 13.08 .......................................................................................................................................... 81 13.09 Paternity Leave 82 13.10 Emergency leave 82 13.11 Union Office 82 ARTICLE XIV - SICK LEAVE, RETIREMENT AND DEATH BENEFIT PLAN 82 ARTICLE XV - HEALTH AND SAFETY 85 ARTICLE XVI - VACATIONS 85 ARTICLE XVII - PAID HOLIDAYS 87 ARTICLE XVIII - EMPLOYEE WELFARE BENEFITS 88 ARTICLE XIX - HOURS OF WORK 90 ARTICLE XX - OVERTIME 91 ARTICLE XXI - TRANSFERS 93 ARTICLE XXII - UNIFORMS 94 ARTICLE XXIII WAGE SCHEDULE 96 ARTICLE XXIV - PAYMENT OF WAGES 97 ARTICLE XXV - TERM OF AGREEMENT 98 MANAGED HEALTH CARE 99 LETTER OF INTENT: Mileage Allowance 100 LETTER OF INTENT: Staffing 100 LETTER OF INFORMATION 101 LETTER OF AGREEMENT: Modified Summer Work Schedules 101 LETTER OF INTENT: Job Descriptions 101 LETTER OF UNDERSTANDING: Contracting Out and Work of the Bargaining Unit 102 LETTER OF INTENT: Training 102 LETTER OF INTENT 102 LETTER OF UNDERSTANDING: Supervision 102 LETTER OF INFORMATION: OMERS 102 LETTER OF INTENT 103 LETTER OF AGREEMENT: Memorandum of Settlement - November 2, 2015 104 LETTER OF CLARIFICATION TO THE PRESIDENT 105 PREAMBLE

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 12 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE EWAO-ATEO members;  • Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  • Health and safety considerations in high risk areas of the school; • Appropriate access to, and  provision of, information related to students who may pose a safety risk; and • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE XXXX-XXXX will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 13 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. XXXX-XXXX will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Primary prevention practices including appropriate disclosure of information; • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  ; and • Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO-ATEO no later than November 30, 2016. XXXX-XXXX agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 14 BETWEEN The Canadian Union Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘CUPEEWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/-CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE EWAO-ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE XXXX-ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days. LETTER OF AGREEMENT #15 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) AND The Crown RE: Regulated Support Staff Compensation Sub-Committee Whereas there are varying salaries of EWAO-ATEO members among Ontario’s publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub-committee of the Central Labour Relations Committee shall be established, consisting of up to twelve (12) members as follows: * Up to two (2) selected by and representing the Crown; * Up to four (4) selected by and representing the CTA; and, * Up to Six (6) selected by and representing XXXX-XXXX. The sub-committee shall meet, on a without prejudice basis, to conduct a study on compensation for certain XXXX-ATEO Education Support Staff employed by Ontario’s publicly funded School Boards. The job classes to be studied are CYWs and those job classes traditionally covered by PSSP Bargaining Units. For clarity, Educational Assistants, Early Childhood Educators and skilled trades are not included in this group. The sub-committee shall complete its mandate and report back to the Central Labour Relations Committee, no later than March 30, 2017. LETTER OF AGREEMENT #16 BETWEEN Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de l’Ontario (Hereinafter ‘EWAO-ATEO’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA-CAE’) Re: Specialized Job Classes Where there is a difficulty with recruitment or retention for a particular specialized job class in which the pay rate is below the local market value assessment of that job class, the local parties may agree to apply a temporary skills shortage allowance to that job class in order to assist with recruitment and retention.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. (See also Local Article L30.00 for Health and Safety) LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. (See also Local Letter D for Violence Prevention) LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 2017-2017- 2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. (See also Local Article L33.00 and Local Letter A for Professional Development)

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. PART B – LOCAL TERMS

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s 's Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE EWAO-ATEO workers, nor diminish their hours of work. LETTER OF UNDERSTANDING AGREEMENT #14 BETWEEN The Canadian Union 12‌ Between Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de ('Ontario (Hereinafter ‘CUPE’IEWAO-ATE0') AND The Council of Trustees’ ' Associations (Hereinafter the ‘`CTA/-CAE’') AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm confirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE EWAO-ATEO members;  Caring and Safe Schools as it relates to CUPE EWAO-ATEO members;  Health and safety considerations in high risk areas of the school;  Appropriate access to, and provision of, information related to students who may pose a safety risk; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE EWAO-ATEO will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING AGREEMENT #15 BETWEEN The Canadian Union 13‌ Between Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de ('Ontario (Hereinafter ‘CUPE’'EWAO-ATE0') AND The Council of Trustees’ ' Associations (Hereinafter the ‘`CTA/-CAE’') AND The Crown RE: Violence Prevention Training CUPE The parties are committed to the prevention of violence in the workplace and recognize that staff training is important in achieving this objective. EWAO-ATEO will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Primary prevention practices including appropriate disclosure of information;  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations. ; and  Employee reporting obligations obligations. The training program will be made available to boards and CUPE EWAO -ATEO no later than November 30, 2016. EWAO-ATEO agrees to this training program being made available to all employees. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING AGREEMENT #16 BETWEEN The Canadian Union 14‌ Between Education Workers Alliance of Public Employees Ontario - Alliance des travailleuses et travailleurs de ('Ontario (Hereinafter ‘CUPE’'EWAO-ATEO') AND The Council of Trustees’ ' Associations (Hereinafter the ‘'CTA/-CAE’') AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE EWAO-ATEO members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE EWAO-ATEO members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. LETTER OF AGREEMENT #15‌ Between Education Workers Alliance of Ontario - Alliance des travailleuses et travailleurs de ('Ontario (Hereinafter `EWAO-ATE0') AND The Council of Trustees' Associations (Hereinafter the `CTA-CAE') AND The Crown RE: Regulated Support Staff Compensation Sub-Committee Whereas there are varying salaries of EWAO-ATEO members among Ontario's publicly funded School Boards with various regulated professions, the parties agree: Within thirty (30) days of ratification of the final local agreement, a working group deemed to be a sub- committee of the Central Labour Relations Committee shall be established, consisting of up to twelve

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN BETWEEN‌ The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN BETWEEN‌ The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN BETWEEN‌ The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days. THIS AGREEMENT dated the 1st day of September 0000 X X X X X X X‌ THE LAMBTON KENT DISTRICT SCHOOL BOARD, (hereinafter called “the Employer”) as Party of the First Part, - and - CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 1238, (hereinafter called “the Union”) as Party of the Second Part.

The Crown. Re: Ministry Initiatives The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. LETTER OF UNDERSTANDING #14 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown Re: Additional Professional Activity (PA) Day The parties confirm that should there be an additional PA Day beyond the current 6 PA days in the 20172015-2018 16 and/or the 20182016-2019 17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. For further clarity, the additional PA day will be deemed a normal work day. CUPE members will be required to attend and perform duties as assigned. Notwithstanding these days may be designated as SULP days.. CUPE - COLLECTIVE AGREEMENT PART B ARTICLE 1 - PURPOSE‌