Common use of MINISTRY INITIATIVES Clause in Contracts

MINISTRY INITIATIVES. The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. 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: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16

MINISTRY INITIATIVES. The parties acknowledge OCEW Members will be an active participant in the ongoing implementation of consultation process at the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of OntarioMinistry Initiatives Committee. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system Ministry Initiatives Committee shall meet at least quarterly each year to discuss new initiatives, including but not limited to the addition of Mental Health Leads, implications for training and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of workresources. LETTER OF UNDERSTANDING AGREEMENT #14 BETWEEN 12‌ BETWEEN‌ The Canadian Union Ontario Council of Public Employees Educational Workers (Hereinafter ‘CUPEOCEW’) AND AND‌ The Council of Trustees’ Trustees Associations (Hereinafter the The ‘CTA/CAE’) AND The Crown ReRE: Provincial Working Group - Health and Safety Working Group The parties reconfirm confirm their intent commitment to continuing to participate in the Provincial Working Group - Health and Safety Working Groupin accordance with the Terms of Reference dated May 25, 2016, and any further amendments to the Terms of Reference as may be agreed to from time to time. The purpose Within thirty (30) days following the date of ratification of the working group is central terms, the Parties and the Crown will jointly recommend to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Provincial Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial - Health and Safety that the issue of workplace violence, including sexual violence (as defined in the Occupational Health and Safety Act, as amended) be added to the Working groupGroup’s agenda at the first available opportunity. Where best practices are identified by Jointly recommended topics for discussion will include: • the committee, those practices will be shared with provision of information and training on the use of the school boardsboard’s online reporting tool to report an incident of workplace violence • conducting a risk assessment following an incident of workplace violence • the provision of safety-relevant information to employees related to workplace violence • the ability to summon immediate assistance following an incident of workplace violence. • other topics as the Parties and the Crown may jointly agree to recommend for discussion LETTER OF UNDERSTANDING AGREEMENT #15 BETWEEN 13‌ BETWEEN‌ The Canadian Union Ontario Council of Public Employees Educational Workers (Hereinafter ‘CUPEOCEW’) AND AND‌ The Council of Trustees’ Trustees Associations (Hereinafter the The ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through Status Quo Central Items and Items requiring Amendment and Incorporation‌ The parties agree that the following central issues have been addressed at the Central Labour Relations CommitteeTable and that the provisions shall remain status quo. For further clarity, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing language must be aligned with current local provisions and practices to reflect the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation provisions of the training program2012-13 MOU. LETTER OF UNDERSTANDING #16As such the following issues shall not be subject to local bargaining or mid-term amendment by the local parties. Disputes arising in respect of such provisions shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014.

MINISTRY INITIATIVES. The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. 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: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. (See also Local Article L35.00 for Health and Safety) LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #1616 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 should there be an additional PA Day beyond the current 6 PA days in the 2017- 2018 and/or the 2018-2019 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. 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.

MINISTRY INITIATIVES. The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. 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: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  Violence in the Workplace;  Occupational health and safety training, including training for CUPE members;  Caring and Safe Schools as it relates to CUPE members;  Health and safety considerations in high risk areas of the school; and  Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. (See also Local Article L35.00 for Health and Safety) LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  Causes of violence;  Factors that precipitate violence;  Recognition of warning signs;  Prevention of escalation; and  Controlling and defusing aggressive situations.  Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #1616 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 should there be an additional PA Day beyond the current 6 PA days in the 2015- 16 and/or the 2016-17 school years, there will be no loss of pay for CUPE members (excluding casual employees) as a result of the implementation of these additional PA days. 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.

MINISTRY INITIATIVES. The parties acknowledge the ongoing implementation of the children’s Mental Health Strategy, the Special Needs Strategy, and other initiatives within the province of Ontario. The parties further acknowledge the importance of initiatives being implemented within the provincial schools system including but not limited to the addition of Mental Health Leads, and the protocol for partnerships with external agencies/service providers. It is agreed and affirmed that the purpose of the initiatives is to enhance existing mental health and at risk supports to school boards in partnership with existing professional student services support staff and other school personnel. It is not the intention that these enhanced initiatives displace CUPE workers, nor diminish their hours of work. 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: Provincial Health and Safety Working Group The parties reconfirm their intent to participate in the Provincial Health and Safety Working Group. The purpose of the working group is to consider areas related to health and safety in order to continue to build and strengthen a culture of health and safety mindedness in the education sector. Areas for discussion may include:  • Violence in the Workplace;  • Occupational health and safety training, including training for CUPE members;  • Caring and Safe Schools as it relates to CUPE members;  • Health and safety considerations in high risk areas of the school; and  • Any other health and safety matters raised by either party. The Crown commits to convene a meeting of the Working Group prior to December 31, 2015. CUPE will be entitled to equal representation on the Provincial Health and Safety Working group. Where best practices are identified by the committee, those practices will be shared with school boards. LETTER OF UNDERSTANDING #15 BETWEEN The Canadian Union of Public Employees (Hereinafter ‘CUPE’) AND The Council of Trustees’ Associations (Hereinafter the ‘CTA/CAE’) AND The Crown RE: Violence Prevention Training CUPE will be consulted, through the Central Labour Relations Committee, regarding the development/purchase of a training program on the prevention of violence for employees whose core duties require them to work directly in contact with students who may pose a safety risk. The Crown agrees to fund the development/purchase. The Central Labour Relations Committee will consider the following points in developing the training module program including:  • Causes of violence;  • Factors that precipitate violence;  • Recognition of warning signs;  • Prevention of escalation; and  • Controlling and defusing aggressive situations.  • Employee reporting obligations The training program will be made available to boards and CUPE no later than November 30, 2016. Local boards will consult with local unions regarding the implementation of the training program. LETTER OF UNDERSTANDING #16