Common use of Violence Prevention Training Clause in Contracts

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: •  Causes of violence; •  Factors that precipitate violence; •  Recognition of warning signs; •  Prevention of escalation; and •  Controlling and defusing aggressive situations. •  Employee reporting obligations [already developed] •  Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: •  A short description of the grievance. •  A statement of relevant facts. •  A list of any relevant provisions of the collective agreement. •  Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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 RERe: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RERe: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) CUPE”)‌ AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) CAE”)‌ RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreementunless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: •  Causes of violence; •  Factors that precipitate violence; •  Recognition of warning signs; •  Prevention of escalation; and •  Controlling and defusing aggressive situations. •  Employee reporting obligations [already developed] •  Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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 RERe: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RERe: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: •  A short description of the grievance. •  A statement of relevant facts. •  A list of any relevant provisions of the collective agreement. •  Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN BETWEEN‌ The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: • Causes of violence; • Factors that precipitate violence; • Recognition of warning signs; • Prevention of escalation; and • Controlling and defusing aggressive situations. • Employee reporting obligations [already developed] • Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 2020, or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day Day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 2021, and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.

Violence Prevention Training. Whereas the parties have a shared interest in preventing violence in the workplace; And whereas the parties have agreed to work collaboratively in developing a program; Now therefore the parties have agreed to seek to implement best practices for safe schools for all employees and students. CUPE/OSBCU will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a half day training program on the prevention and de-escalation of violence. This training will supplement training that already exists. The Crown agrees to fund the development/purchase up to $100, 000. Topics the training program will address are the following: •  Causes of violence; •  Factors that precipitate violence; •  Recognition of warning signs; •  Prevention of escalation; and •  Controlling and defusing aggressive situations. •  Employee reporting obligations [already developed] •  Debriefing protocol [already developed] Phase 1 development will be by June 30, 2020 or as otherwise agreed upon. Phase 2, the training program will be rolled out on a Professional Development day prior to December 31 in the second and subsequent school years of the collective agreement. It is understood that permanent CUPE represented employees who are regularly in contact with students in a school or are assigned to a school shall attend the half day of professional development training and that the day will not be designated as SULP. In addition, CUPE represented employees in long term assignments falling on the day the training occurs and who are regularly in contact with students in a school or are assigned to a school shall be included in the training. A joint evaluation will be conducted through the Central Labour Relations Committee by June 30, 2021 and adjustments made as agreed. It is understood that additional evaluations and adjustments may occur as the program continues. Local boards will consult with local unions regarding the implementation and scheduling of the training program. 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: Additional Professional Activity (PA) Day The parties confirm that there will continue to be an additional PA Day beyond the current 6 PA days during the term of this collective agreement. There will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of the additional PA day. 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. LETTER OF AGREEMENT #15 BETWEEN The Canadian Union of Public Employees (Hereinafter “CUPE”) AND The Council of Trustees’ Associations (Hereinafter the “CTA/CAE”) RE: Pilot Project on Expedited Mediation The parties agree to establish a pilot project for expedited mediation. The members of the Central Dispute Resolution Committee (CDRC) may agree to refer central grievances to the expedited mediation process set out in this LOA. As per C4.14 of the central terms, timelines shall be held in abeyance from the time of referral to mediation until the completion of the mediation process. The referral of a grievance to mediation is without prejudice to either parties’ position on jurisdictional matters, including timeliness. The Parties agree to refer any mediation to agreed-upon mediator(s). In selecting a mediator, the parties shall have regard to reasonable availability, sector knowledge, and linguistic competence. Following ratification, the parties shall contact mediator(s) to establish dates for mediation every two months (excluding July and August). Dates shall be scheduled in consultation with the parties. Two of the expedited mediation sessions shall be conducted in French and three of the expedited mediation sessions shall be conducted in English every calendar year of the agreement unless agreed otherwise by the parties. It is understood that the resolution of any grievance under the mediation process shall be without prejudice and shall not be raised or relied upon by either party or the Crown in any future proceeding, except for enforcement purposes. The parties may jointly set down up to ten (10) grievances for each review. The mediator shall have the authority to assist the parties in a mediated resolution to the grievance. Each party shall prepare a mediation brief to assist the mediator, which shall include the following: • A short description of the grievance. • A statement of relevant facts. • A list of any relevant provisions of the collective agreement. • Any relevant documentation. The description of the grievance and the relevant facts shall not be typically longer than two pages. The party raising the grievance shall provide the opposing party (and the Crown, where applicable) with a complete brief no later than thirty (30) days prior to the scheduled review. The responding party shall provide their brief no later than five (5) days prior to the scheduled review. The Crown may provide a brief no later than two (2) days prior to the review. Where the matter is not resolved, the mediator is not seized to arbitrate the grievance.