Hope the time change on the weekend treated you well, I know I woke up early each morning since. Hard to believe the weather we are getting this late into Fall. Just a brief Check-In with some announcements for Annual Council and how to send items to the Asking package.
And a reminder our next Local Meeting is Wednesday, November 23rd at 6pm (supper at 5:30) at the Legion in Lower Sackville at 45 Sackville Cross Rd., Lower Sackville. Resolutions to Council will be heard and voted on at that meeting.
Please see the attached AC 2023 Delegate Application Form link below for any Halifax County member to apply to attend this year’s Annual Council held from April 28-30th, 2023.
NSTU members who make up the Provincial Economic Welfare Committee (PEWC) from across the province will meet shortly to begin the process of putting together the asking package. If we want to have improvements to our contract in areas such as, working conditions, prep time, pay, medical and other benefits, etc. Then we are needed to let PEWC know what we value. You can do this by sending a simple email with your thoughts.
Here is how you can get your ideas into the ‘Provincial Asking Package’. It is simple and quick. Send an email with your idea/request. Direct and to the point is all that is required.
Submit your request for the ‘Asking Package’ by emailing it to the Provincial Economic Welfare Committee (PEWC) at email@example.com
Remember to use a non-employer email. Share this with your colleagues.
It is in your Provincial/Regional Agreement
ARTICLE 6 RESPECTFUL WORKPLACE AND LEARNING ENVIRONMENT
6.01 Neither the Employer nor Education Entity nor any person acting on behalf of the Employer or Education Entity shall refuse to employ or to continue to employ any teacher or otherwise discriminate against any teacher in regard to employment or any term or condition of employment because the teacher is or was a member of the Union or is or was exercising any right under this Agreement, or Local Agreement, or the Teachers’ Collective Bargaining Act.
6.02 Neither the Employer nor Education Entity nor any person acting on behalf of the Employer or Education Entity shall seek by intimidation, by threat of dismissal, or any other kind of threat, by the imposition of a pecuniary or other penalty or by any other means to compel a teacher to refrain from exercising any right under this Agreement, or Local Agreement, or the Teachers’ Collective Bargaining Act.
6.03 Neither the Employer nor Education Entity nor any person acting on behalf of the Employer or Education Entity shall discriminate against any teacher on the basis of the prohibited grounds as set out under the Nova Scotia Human Rights Act.
6.04 A teacher’s level of teaching certificate or place of residence shall not be just cause for discharge, termination of contract, or phase-out pursuant to 20.05 (ii) (b) of Article 20 Tenure.
6.05 The Union and the Employer recognize the responsibility of Education Entity to establish a policy for the protection of teachers from harassment and abuse pursuant to the Education Act
Additionally, the employer has a Respectful Workplace Program for all employees. Members may also wish to reach out to their NSTU staff officer, Wally Fiander, as NSTU staff can assist members in navigating the process and provide assistance to your specific concern.
NSTU Benefits at a Glance
NSTU Total Care Medical/Dental Program provides coverage for eligible members, their spouses and dependent children to the age of 21, if unmarried and dependent upon the member for maintenance and support. NSTU Group Insurance is supplemental to Provincially Sponsored Medical Plans.
Coverage extended to age 27, if the child is attending an institution of higher learning on a full-time basis, unmarried and dependent upon the member for maintenance and support.
“Dependent Children” means either natural children (legitimate or illegitimate), adopted children, or stepchildren of the member who are:
- under 21 years of age, unmarried and dependent upon you for maintenance and support; or
- under 27 years of age and unmarried and in attendance* at an institution of higher learning and dependent upon you for maintenance and support; or
- any functionally impaired child may remain insured past the maximum age. The child, upon reaching the maximum age, must still be incapable of self-sustaining employment and be completely dependent on you for support and maintenance.
“Over-age Dependents” – On your dependent’s 21st birthday you must provide Johnson Inc. proof of full-time attendance at a post-secondary educational institution.
All dependent children between the ages of 21 and 27 attending an institution of higher learning must provide Johnson Inc. each September with proof of full-time attendance at a post–secondary educational institution.
Proof must clearly indicate your over-age dependent’s name, full-time status and the semester they are attending.
Please forward one of the following examples of adequate proof of overage dependent status:
- invoice of tuition paid confirming full-time status
- a letter from the school confirming full-time status (any associated
charges are your responsibility)
- timetable of courses confirming full-time status
Indicate on proof of full-time status, your name plus professional number.
On-line learning reviewed on an individual basis*.
If your over-age dependent discontinues enrolment in a formal education program or graduates, you must notify Johnson Inc. immediately to terminate over-age coverage.
Claims for “Over-Age Dependent” children cannot be processed by Medavie Blue Cross until the “Over-Age Dependent” is registered with Johnson Inc.
Your over-age dependent can use your benefit card. An additional card can be issued upon your request.
Insured dependents who reside outside of the Atlantic Provinces may be required to submit expenses for reimbursement.
If you have any questions regarding the above, please call the Administrator, Johnson Inc., at 453-9543 or 1-800-453-9543 (toll-free).
Visit the Johnson Inc. website: www.johnson.c
Have a great week,