Employee Relations - Frequently Asked Questions
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Details
of your Health Benefits can be viewed by visiting Health
Benefits.
As an alternative, you can go to page 4 of your Out of Scope Agreement or
you can also call Clare Baxter at 441-6052. You are provided with a variety of competitive health benefits including sick leave/extended disability, extended health care, dental care, life insurance, Alberta Health Care and Vision Care/Hearing Products. On your behalf, the Board pays 75% of the costs of premiums for these plans. The Board reviews the Health Benefits plans on an annual basis to evaluate improvements and changes that may be made. Where are my vacation entitlements and when can I take them? The
vacation year is from July 1 of one year to June 30 of the following year.
Vacation entitlements are earned based on your length of continuous
service with the Board. The following illustrates the availability of
vacations for you:
What statutory holidays do I have as per legislation? Statutory
holidays are provided by legislation. These are New Year's Day, Family
Day, Good Friday, Easter Monday, Victoria Day, Canada Day, First Monday in
August, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day and
Boxing Day. These can be seen at the Employment Standards Code web page As an option, you can review page 5 of the Out of Scope Terms and Conditions of Employment for full details. All days are with pay. When is my next wage increase and how much will it be? Each
year your prior year's performance will be reviewed with your
supervisor. Depending on the quality of your performance, you may qualify
for increase ranging from 0% to the maximum allowable depending on how
your total performance was rated. Ratings can vary from unacceptable to
developmental to commendable to superior. The amount of your increase will
also be affected by your current placement in the salary range for your
job. The objective of the Board's pay philosophy is as follows:
Performance
reviews are due by June 30 with wage increases to be in effect for
September 1 of the same year as your performance review. What can I do if I disagree with my performance review? Initially, you have an obligation to discuss your performance review with your Supervisor. If you still do not agree with your review, you have the option to meet with the Director of Human Resources Services. What goes on at Out of Scope Liaison Meetings? Items of
interest to either the Board or the Out of Scope employees are discussed
at these monthly meetings. The Board or the Out of Scope representatives
can bring items forward. These are not bargaining sessions and as a
result, agreed upon items are usually not included into the Terms and
Conditions Manual. However, items requiring clarification can be clarified
at these meetings. Most often, issues are day-to-day items that one side
or the other feels are important enough to be discussed in an open forum.
Nothing prevents either side from bringing an issue raised at a Liaison
Meeting forward at negotiations. What's the difference between a ten-month and twelve-month employee? A
twelve-month employee works a full calendar year. Their vacations are
predetermined with their supervisor and are dependent on operational
needs. A ten-month employee works on a school days only basis. Their
vacations are taken during the Christmas Break, Spring Break and other
days taken as school holidays with the exception of Statutory Holidays. As
well, twelve-month employees are employed on a continuous basis while
ten-month employees are employed based on the needs of the school. The
term of the school year is generally from September 1 of one year to
generally June 30 of the following year. Where can I find out about a piece of legislation? You
can access the Provincial Government's web page for legislation at: Yes,
you can see you job description through your Supervisor or in Human
Resources Services. What is the job classification committee and can I be a part of it? The
Job Classification Committee is a committee of senior Board
representatives who meet on a periodic basis to evaluate OOS jobs. This
committee also meets to reevaluate jobs that are felt by the employee
and/or their supervisor to be misevaluated. What do I do if I feel that my rights under legislation have been violated? In
this case, please let your Supervisor know how you feel immediately
pointing out your areas of concern. It may be that your Supervisor is
unaware of what happened and your pointing out to them your feelings may
resolve the problem. If
you do not receive a satisfactory answer, you do have the option of
approaching Human Resources Services with your concerns. Please advise
your Supervisor if you do approach Human Resources Services. However,
there may be instances where your Supervisor is the problem or you do not
feel comfortable telling your Supervisor that you are going to see Human
Resources Services. In this case, you are free to approach Human Resources
without telling your Supervisor. However, please let Human Resources
Services know of your concerns about not advising your Supervisor. If the issue is Human Rights related, it is important that you understand the meaning of legislation. It is easy to misinterpret. You can call John Buda at 441-6184 for a discussion or the Human Rights Commission itself at 427-7661. You can view any Provincial Legislation at: http://www.qp.gov.ab.ca/display_acts.cfm Whether
you are a Teacher being harassed by a parent or an employee who has been
discriminated against, you are protected under Human Rights Legislation
and Board Policy. There is no employment obligation on you to accept
discrimination on any of the legislated grounds or harassment as defined
in legislation. You can visit our Human Rights web page by visiting Human
Rights. This page will
provide you with the details you need in order to either resolve the issue
or forward your complaint appropriately. In any case, you always have the option of processing a claim through the Human Rights Commission. They may be reached at 427-7661. What can I do if I feel a Supervisor has been unfair to me? In
this case, please let your Supervisor know how you feel immediately
pointing out your areas of concern. It may be that your Supervisor is
unaware of what happened and your pointing out to them your feelings may
resolve the problem. If
you do not receive a satisfactory answer, you do have the option of
approaching Human Resources Services with your concerns. If you do
approach Human Resources Services, please advise your Supervisor. If you
do not receive a satisfactory answer, you do have the option of
approaching Human Resources Services with your concerns. Please advise
your Supervisor if you do approach Human Resources Services. However,
there may be instances where your Supervisor is the problem or you do not
feel comfortable telling your Supervisor that you are going to see Human
Resources Services. In this case, you are free to approach Human Resources
Services without telling your Supervisor. However, please let Human
Resources know of your concerns about not advising your Supervisor. If the issue is Human Rights related, it is important that you understand the meaning of legislation. It is easy to misinterpret. You can call John Buda at 441-6184 for a discussion or the Human Rights Commission itself at 427-7661. You can view any Provincial Legislation at: http://www.qp.gov.ab.ca/display_acts.cfm Yes,
your personal file can be found in Human Resources Services. Please
provide at least a day's notice so that a representative from Human
Resources can meet with you to review your file. Nothing may be removed
from the file but if you find an error, you can provide corrective
documentation, which will serve to correct your file. How do I go about getting an Employment Confirmation Letter? Employment Confirmation Letters are often required for mortgages and loans from banks and credit unions. Simply call Human Resources Services and a letter can be prepared for you. Are the Out of Scope employees considered to be in a Union? No, according to the Alberta Labour Relations Code http://www.qp.gov.ab.ca/Documents/acts/L01.CFM, you must be certified as a bargaining unit by the Alberta Labour Relations Board according to the procedures set out in the Alberta Labour Relations Code. When are Out of Scope Liaison Meetings, what goes on there and how can I get to be a participant? Items
of general interest or day to day issues to the Board and/or the Out of
Scope employee group are discussed at these monthly meetings. These are
primarily information and question/answer sessions on topics such as hours
of work, the Board's compensation program, education assistance and
leaves of absence. As well, items from the Terms and Conditions of
Employment are topics suitable for clarification. If you wish to see the
minutes of the liaison meetings, you may do so by double clicking on your
union/association as follows: Can I apply for any job posting? You may apply for any Out of Scope job that you feel you have the qualifications to perform. If you are not a full time employee, you have the opportunity to apply for any union/association position, which you feel you are qualified to perform with the exception of Teacher (unless you are in possession of a valid Teacher Certificate). In this event, your FTE cannot exceed that of a full time employee working 7.0 hours. There are very specific restrictions and conditions associated with this process. Please call the Employee Relations Specialist in Human Resources Services at 441-6184 for details. As an example, as an Out of Scope employee, you do not have the opportunity to be accepted into a union/association position until all employees of that union/association have been considered for the vacancy first. Your workday is seven hours in length. Overtime can only be worked with the consent of your Supervisor. You work day can be modified to meet the needs of your customers but only within reason. As an example, unless there are specific job needs that require you to start very early or well beyond 8:30 AM, your are required to start work between 8:00 AM and 8:30 AM. Similarly, the workday concludes between 4:00 PM and 4:30 PM. unless there are specific job needs that require a change to the conclusion of the workday. Supervisor approval is required to amend the workday beyond or prior to these times. Where
do my donation contributions go? Upon the death of a fellow employee, an automatic one-dollar deduction is made from your cheques and given to the employee's family to help defray funeral and other expenses. Subrogation
is defined as the ability of the School Board to reclaim sick leave
payments made to you where as a result of a legal claim against another
(usually from a car accident) you receive compensation for lost income. In
essence, you have the ability to receive double income for essentially the
same period of time. You have not lost any income since the Board has
continued to pay you, provided always that you have sufficient days in
your sick leave bank. The Board has the ability to seek to reclaim its
money paid to you in the form of sick leave by virtue of an agreement with
the Out of Scope group as provided in your Terms and Conditions handbook.
Once repaid, you would be reimbursed for the sick leave days you used. |
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Contact Info:
Tel: (780)
441-6000
Fax: (780) 441-6147
Address: 9807 - 106 Street,
Edmonton, Alberta T5K 1C2
Email: hrs@ecsd.net