Know Your Rights — New Employee Quick Reference

≤12 mo Probationary period before "just cause" protection applies

18 days Paid general illness leave every fiscal year

78 wks Job-protected, unpaid parental leave available

6 wks Vacation entitlement after 24 years of service

Getting Settled

Probation & Status

Probation runs up to 12 months — 18 months if you move to a different classification partway through.
Art. 11.01–02
Time already worked in a term or temporary role counts toward probation, if it ended within 4 weeks of your permanent start date.
Art. 11.01
Once confirmed, you can only be disciplined or let go for "just and sufficient cause" — not at-will.
Art. 27.01

Pay & Hours

Overtime pays time-and-a-half, moving to double-time beyond the threshold set for your work week.
Art. 19
Flexible and modified work-week schedules are negotiated with your Deputy Head — not imposed unilaterally.
Art. 18
A return to regular hours from a modified schedule requires 60 calendar days' advance notice.
Art. 18.04

Time Off

Vacation starts at 3 weeks/year, rising to 4 (5 yrs), 5 (14 yrs), and 6 weeks (24 yrs) of service.
Art. 21.01
Longer illness pays 100% of salary for your first 20–40 days off (by seniority), then 75% after that.
Art. 25.02
5 paid bereavement days for immediate family, extendable with your Deputy Head's approval.
Art. 23.02
Parental and pregnancy leave: up to 78 weeks unpaid and job-protected, plus an allowance top-up.
Art. 23.07–11
Dedicated leave also exists for jury duty, family illness, domestic violence, critical illness, storms, and education.
Art. 23
Paid leave for medical/dental appointments and family emergencies.
Art. 23.13, 23.15

If Things Go Wrong

Discipline requires written reasons, and your Union gets a copy within 10 days.
Art. 27.02
Unjust discipline means full reinstatement, with back pay and no loss of seniority.
Art. 27.03
Old warnings clear from your file after 3 years (verbal/written) or 4 years (suspension) if your record stays clean.
Art. 26.03

Safety & Respect

Protection from discrimination on every ground listed in the Human Rights Act.
Art. 3.01
Sexual harassment is explicitly treated as discrimination and is grievable.
Art. 29.11
Right to a safe workplace under the OH&S Act, backed by a Joint Health & Safety Committee.
Art. 36

The Process

Step 1

Raise it with your supervisor within 25 work days, then file in writing within 10 business days if it's unresolved.

Step 2

Escalate in writing within 5 business days of Step 1 closing without a settlement.

Step 3

Final appeal to the Deputy Head within 5 business days; they must respond within 15.

Adjudication

The Union may refer it onward within 90 calendar days of Step 3 closing.

You're entitled to a Union steward at any meeting about a warning, suspension, or discharge.
Art. 16.03

Stability

Layoffs from technological change or restructuring require 6 months' written notice to the Union.
Art. 37.04
Retraining is provided during normal working hours wherever possible.
Art. 37.05

Membership

Dues are deducted automatically, with a religious-objector alternative available.
Art. 15
You're entitled to Union representation at grievance meetings, and stewards are there to help.
Art. 16, 29.07