CUPE Local 5047

Please review the CUPE staffing timelines below to make certain that you have completed all the necessary information including filling in the EPA Specific Questionnaire (if applying for an EPA position).

Before applying for any positions, make sure that your resume is updated with the necessary information.

Application and Resume: All applications must be submitted online clearly stating qualifications and competencies for the position. Only the information on the resume will be considered. All applications must be received by the deadline to be considered.

Timelines

The estimated timelines below provide key information to assist you in planning for CUPE staffing for the 2018-2019 school year. All dates are subject to change as a result of the budget process.

June 1 (end of day) EPA allocations sent to schools

June 4 (4pm) Principals distribute Notice of Redundancy to impacted staff

June 5 (4pm) EPA Assignment Description Forms submitted to HR

June 8 (4pm) Round 1 postings go live

June 13 (4pm) Round 1 postings close

June 20 (4pm) Successful Applicants from Round 1 on myHRSB

June 21 (4pm) Round 2 postings go live

June 24 (4pm) Round 2 postings close*

June 27 (4pm) Successful Applicants from Round 2 on myHRSB

June 28 (4pm) Round 3 postings go live

July 2 (4pm) Round 3 postings close

July 5 (4pm) Successful Applicants from Round 3 on myHRSB

August 22 (4pm) Weekly term postings resume

*NEW As a result of the recently ratified collective agreement, the length of time that positions are posted in Rounds 2 and 3 has been shortened.

Redundancies

Permanent EPAs who have been declared redundant will be advised by receiving a Notice of Redundancy. Copies of such notices will be forwarded to principals by end of day June 1, 2018. Principals must distribute the written notices to employees by June 4, 2018 at 4:00 pm.

Layoff

Permanent EPAs who have been declared redundant in June and remain redundant by any amount at the end of the Third Round of Job Postings will be issued a layoff notice in accordance with Article 12 of the Collective Agreement and will be placed on recall. Please note that the layoff period will end for all employees on September 20, 2018.

How to Apply for and Rank Positions

All vacant positions (permanent and term) will be posted on Careers. Permanent employees who were awarded a position in the First Round of Job Postings may apply for positions in the Second and/or Third Round of Job Postings. Permanent employees who were awarded a position in the Second Round of Job Postings may apply for positions in the Third Round of Job Postings. If you secure your first permanent position in one of the three rounds, your permanent status is effective August 1, 2018.

Instructions on How to Rank Positions:

Select the “Job Postings” icon on the main page of Careers at HRSB (accessed from the myHRSB dropdown menu).

Select the category of jobs you are interested in (ex: Educational Program Assistant). A list of current job postings will appear.

Click on the competition number for the job that you are applying for and the details of the position will appear.

Click on the “Apply” icon to apply for the job.

From the dropdown menu on the right choose the resume and cover letter you wish to use for your application and then select “Apply”.

If the position is ‘rankable’ and you have applied for more than one rankable position, a table including the rankable positions will appear.

Specify which position you would like to obtain the most towards the top of the list, and which ones you prefer less towards the bottom by clicking the blue arrows beside each position.

Positions can be re-ranked until the job posting closes.

Positions will appear in order of those most recently applied for at the top of the table.

Successful Applicants

Successful applicants will be posted once the positions have been filled by HR, on the Successful Applicants dropdown menu on myHRSB by the dates listed in the timeline above. If there are no successful applicants for a position for Round 1, the position will be re-posted in the subsequent posting round. If there are no successful applicants for Round 2 and 3 the applicant list will be released to the school principal to consider term and external applicants.

Applicants who are applying to a position outside their current classification may be required to participate in an interview in order to determine qualifications and competencies for the position. For example, this would apply to an EPA applying for a Student Support Worker position.

NEW Term Rehire

NEW As a result of the recently ratified collective agreement, term employees who apply for permanent positions in the Second and Third Round of Postings must be given preference for hire over external candidates. This applies to an employee who held a term position during the school year; the term employee will be given preference until July 31, 2018. If you are a term employee and apply for a permanent position in the Second or Third Round of postings, you may be contacted by the Principal for an interview. Term employees are hired on the basis of merit and, only where term employees are relatively equal, will the term employee with the longest period of consecutive term service be awarded the position.

NEW A term employee who is awarded a permanent position in the Second or Third Round of Postings is not able to move into a different permanent position in subsequent posting rounds.

Posting Rounds

All postings go live at 4:00pm on the first day of the round and close at 4:00pm on the last day of the round.

Round 1 (June 8-13): Open to Permanent CUPE members

Round 2 (June 21-24): Open to Permanent and Term CUPE members; open to external candidates

Round 3 (June 28-July 2): Open to Permanent and Term CUPE members; open to external candidates

Educational Program Assistant (EPA) Positions

If you are applying for an EPA position, you must complete the EPA specific questionnaire on your resume. You must hold valid first aid and NVCI certificates. If you do not have NVCI, or it has expired, you are required to complete NVCI certification at the earliest opportunity in the upcoming school year.

NEW As a result of the recently ratified collective agreement, EPA postings will now, where applicable, indicate “Behaviour Management Support” in the Job Requirement section of the posting. For clarity, Behaviour Management Support includes: Assist with implementation and tracking of behaviour targets, De-escalation strategies, Foster pro-social and conflict resolution skills, Implement calming strategies.

All EPA positions posted after Round 3 are posted as term positions.

The rules for movement following Round 3 are outlined in the table below: EPA – Permanent With Recall Rights

EPA – Permanent No Recall Rights

EPA – Term

You may apply for positions up to the percentage from which you were reduced at any site. As an example if you were reduced from 80% to 50%, you have recall rights to an 80% position

You may apply for term positions at a different site as long as it is an increase in percentage and the term extends until the end of the school year

You may apply for term positions of any length at your site, provided it is an increase in percentage

You may apply for positions which begin after your current term has ended

Special Note for Positions Requiring American Sign Language

If you apply and are being considered for an EPA position that requires American Sign Language (ASL) and you do not have the required ASL training, you will be contacted by Human Resource Service staff about completing the training in order to be awarded a position for which you have applied. You will have one (1) hour to provide a decision to Human Resource Services staff on whether or not you are willing to complete the required training. Please note that should you agree to complete the required ASL training, you are required to pay for the cost. Course costs may be reimbursed through the CUPE PD guidelines, available on myHRSB. It is recommended that you review the reimbursement guidelines prior to applying for positions that require ASL if you do not already have the training.

School-Based Library Support Specialist Positions

NEW As a result of allocation changes to School-Based LSS positions, permanent and term LSS positions will not be posted until all bumping has been completed. It is possible that these positions will not be posted in Round 1, 2, or 3 noted above. An email will be sent to all CUPE members when permanent and term School-Based LSS positions are posted.

If you are currently an LSS, you are considered qualified for positions in your current classification. (i.e., if you are a SchoolBased LSS you are considered qualified for School-Based LSS positions; if you are Board-Based LSS you are considered qualified for Board-Based LSS positions). Applicants to positions outside their current classification are awarded positions based on merit (ie. through an interview process, etc.) and not by seniority.

Early Childhood Educator (ECE) Lead and Support Positions

Permanent and term ECE (Lead and Support) positions will be posted in accordance with the timelines noted above. Please note, however, that permanent and term ECE (Lead and Support) positions can be posted at any point during the school year.

If you are currently an ECE Lead or Support, you are considered qualified for positions in your current classification (i.e.: if you are an ECE Support you are considered qualified for ECE Support positions; if you are an ECE Lead you are considered qualified for ECE Lead positions). Positions will be filled in seniority order within classification. For example, if you are an ECE Support applying to an ECE Support position, you will be considered qualified and awarded the position based on your seniority related to the seniority of other qualified ECE Support applicants.

Applicants to positions outside their current classification are awarded positions based on merit (ie. through an interview process, etc.) and not by seniority. In order to be considered for an interview, you must demonstrate in your resume that you meet the qualifications in the job description. If you are not currently working in an ECE (Lead or Support) position (for example, you are an EPA who is qualified as an ECE based on the job description), you are eligible to apply for ECE (Lead and Support) positions and will be considered for positions through a merit-based process, not by seniority.

Community Outreach Worker and Student Support Worker Positions

Permanent and term Community Outreach Worker and Student Support Worker positions will be posted in accordance with the timelines noted above. Please note, however, that permanent and term Community Outreach Worker and Student Support Worker positions can be posted at any point during the school year.

If you are currently a Community Outreach Worker or Student Support Worker, you are considered qualified for positions in your current classification. (i.e., if you are a Student Support Worker you are considered qualified for Student Support Worker positions; if you are a Community Outreach Worker you are considered qualified for Community Outreach Worker positions). Applicants to positions outside their current classification are awarded positions based on merit (ie. through an interview process, etc.) and not by seniority.

Questions: Please direct all questions to hrhelp@hrsb.ca.

The Tentative Agreement that the Membership of CUPE Local 5047 ratified to accept by 96% on February 10 and 11, 2018, and the Halifax Regional School Board ratified on February 28, 2018, has been signed both by CUPE Local 5047 and the HRSB yesterday, March 26, 2018. The new Collective Agreement comes into effect starting today. The HRSB is in the process of uploading the new CA to Document Depot, and you can also see the Agreement on our Local’s Webpage. https://5047.cupe.ca/ The HRSB is currently informing different departments of the changes to the contract in order to promote a smooth transition going forward.

As expected, the process to get this new Collective Agreement into effect took some time, as both parties respectfully had to go over all wording and notes to reflect exactly what was signed off on during both negotiations and conciliation.
Retroactivity was part of our negotiated new contract, and all should note a few details about the eventual payout of these wages:
-Retroactivity will be effective back to August 1, 2016.
-Applicable retroactive salary adjustments for current Employees are being processed now. This is a time-consuming process, as there are compounding increase equations to be inputted by the HRSB.
-More information will be shared with CUPE re: expected timelines when it is available from the HRSB. We, CUPE, will be sharing the expected date ASAP we are informed. *As well, we will broadcast the expected date our current rate of pay will increase.
-No current CUPE employee is required to contact HRSB to process a payment.
-As per Article 30.01 (d) of the Collective Agreement:
a) Former employees as noted in 30.01 (d) (i) have 30 days from March 26, 2018 to contact HRSB in writing to receive any retroactive wage increases. This contact can be made via e-mail to the cuperetro@hrsb.ca
b) Retirees as noted in 30.01 (d) (ii) will automatically receive any retroactive wage increases. They are not required to contact HRSB to process a payment.
-Though asked, the Retroactivity will not be paid out on a separate pay deposit. The current SAP Payroll system the Dept. of Education uses for all School Boards does not allow for additional pay periods or deposits.

Cupe 5047 Membership Meetings

Response to Attendance Support Program Letter

CUPE Staffing Timelines 2018

June 12, 2018 GMM at 6:30 pm @ Atlantic Regional Office Burnside

New Collective Agreement Signed

Bargaining Release and Conciliation FAQ

Presentation from Oct. 27 NSTU Conference Day

General Membership Meeting

Round 3 Postings

General Membership Meeting – June 13, 2017