Brothers, Sisters, and Friends,
As we move through the spring term, the energy across our Local is palpable. Whether you are working in our schools, offices, or maintaining our facilities, your dedication to the students and families of Durham is what keeps this system running.
But as we all know, our current collective agreement expires on August 31, 2026. The decisions we make now will determine the security of our jobs and the quality of our working conditions for years to come.
I am incredibly proud to report that as of today, nearly 2,300 members of CUPE Local 218 have officially signed the Strike Pledge.
Reaching this milestone isn’t just a number—it’s a powerful statement of intent. By signing, you are telling the School Board and the Provincial Government that you stand firmly behind our central and local bargaining teams.
- Why it matters: When our negotiators sit across from the employer, the first thing the Board looks for is whether the membership is divided. Seeing 2,300 names committed to the fight makes our voice at the table 2,300 times stronger.
- The Goal: We want 100% participation. If you haven’t signed yet, or if you know a coworker who is on the fence, now is the time to step up. Strength comes from unity.
To sign the pledge, find your site lead at your location or reach out to mobilize@cupe218.ca
At the provincial level, CUPE-OSBCU and other education unions have officially called on Education Minister Paul Calandra to begin bargaining immediately.
There has been some discussion about when bargaining officially begins. Here is the reality:
- The 90-Day Standard: Under the Labour Relations Act, notice to bargain is typically given 90 days before a contract expires (which would be June).
- Our Demand for 180 Days: Along with the OSBCU and other education unions, we are calling on Education Minister Paul Calandra to use his authority to allow bargaining to begin 180 days early.
- Why start now? Our schools are facing a staffing crisis and unprecedented levels of workplace violence. We cannot wait until the summer to address these issues. Starting the process now gives us the time needed for meaningful discussions and ensures that students, parents, and workers have stability before the new school year begins in September.
The government needs to see that we aren’t just waiting for June—we are ready to negotiate a fair deal today.
Health & Safety: Report Every Incident
As we push for better staffing at the table, we need your data. Please continue to fill out Incident Reports for any incidents of workplace violence or “near misses.”
Beyond reporting, I want to remind every member of your fundamental rights under the Occupational Health and Safety Act (OHSA):
- The Right to Refuse Unsafe Work: If you have reason to believe that a task, a piece of equipment, or the physical condition of your workplace (including the threat of workplace violence) is likely to endanger you or a coworker, you have the legal right to refuse that work.
- No Reprisal: The law is clear—the Board cannot discipline, threaten, or fire you for exercising your right to refuse unsafe work or for reporting a safety concern.
- The Process: If you feel unsafe, stop the work and report it to your supervisor immediately. You must remain in a safe place nearby while an investigation takes place with a Union Health & Safety representative present. Please also contact office@cupe218.ca or your Health and Safety Rep so we can support you through the process.
Violence is NOT “part of the job.” If you are being asked to work in conditions that put your physical or psychological safety at risk, reach out to your steward or the Local office immediately.
Upcoming Dates
- General Membership Meeting (GMM): March 29, 2026
- International Women’s Day: March 8 – Celebrating the incredible women who lead and power our Local.
We have the momentum. With 2,300 pledges already in hand, the Board knows we are serious. Let’s keep that pressure on.
Thank you for everything you do for Local 218.
Vice-President Newsletter
As we approach the end of another remarkable school year, I find myself reflecting with immense pride, gratitude, and appreciation for each and every one of you.
This year has brought its share of challenges, but it has also highlighted the incredible dedication, resilience, and compassion that education workers bring to our schools every single day. Through it all, you have continued to show up for students, families, and one another with unwavering commitment and professionalism. The difference you make in the lives of students is immeasurable.
Whether you are supporting students directly, keeping our schools safe and welcoming, providing essential administrative support, maintaining our buildings, or working behind the scenes to ensure everything runs smoothly, your contributions matter. You are often the first person a student turns to for help, encouragement, or understanding. You provide comfort during difficult moments, celebrate successes, and help create the inclusive and supportive learning environments our students deserve.
Support staff are truly the backbone of our education system. The work you do is not
always visible to everyone, but its impact is felt every day in every classroom, hallway, office, and school community. Simply put, our schools could not function without you.
Please know that your efforts are deeply valued, appreciated, and respected.
As we look ahead to the coming school year, we know there will be important work before us. Our central bargaining team has formally notified the government that we are ready to begin negotiations. While Minister Paul Calandra has expressed hope that an agreement can be reached before Labour Day, we understand that achieving meaningful improvements for education workers and students may not come easily. The challenges facing public education remain significant, and we must continue to stand together, united in our commitment to securing the support, resources, and respect that students and education workers deserve.
I also hope to see many of you at our Welcome Back BBQ on September 26th. Our Social Committee has been working hard to make it a fun, welcoming, and meaningful event for everyone. Opportunities to come together, connect, and celebrate our collective strength are so important. Member engagement is the foundation of a strong union. The more connected and united we are, the stronger our voice becomes and the better positioned we are to protect our rights, defend our collective agreement, and advocate for the future we all want to see.
As this school year comes to a close, I want to sincerely thank you—from the bottom of my heart—for everything you have done. Thank you for your dedication, your perseverance, your kindness, and the care you bring to your work each and every day.
Your efforts make a lasting difference in the lives of students and families across our communities, and it is because of you that our schools continue to provide exceptional support and learning opportunities.
I am incredibly proud to stand alongside you and look forward to the progress we will continue to make together in the year ahead.
Wishing you and your families a safe, relaxing, and well-deserved summer filled with opportunities to rest, recharge, and enjoy time with those who matter most.
With gratitude and solidarity,
Stephanie Dezsi
Vice-President
CUPE Local 218
Disability Report
Dear Sisters and Brothers,
As another school year comes to a close, I want to take a moment to acknowledge the incredible dedication, strength, and compassion that each of you has shown throughout the year.
Many members have reached out to the CUPE office expressing feelings of exhaustion, burnout, and the emotional toll that comes with supporting students through increasingly complex challenges. Please know that these feelings are understood and shared by many. The work you do each day matters deeply, but it is equally important that you take time to care for yourselves.
The demands of our work do not stay at the school doors. They can affect our physical health, mental well-being, and personal lives. As we head into the summer months, I encourage you to prioritize rest, recovery, and self-care. If you are struggling, please consider accessing the Employee Assistance Program (EAP) available through both the DDSB and DCDSB. Seeking support is a sign of strength, and there are resources available to help.
Workplace Injuries and WSIB Reporting
As I mention in every report, it is extremely important to report all workplace injuries and incidents to your supervisor as soon as possible, regardless of how minor they may seem at the time. We also ask that you notify a member of CUPE 218’s Disability Team as soon as possible.
The earlier we are aware of an injury or incident, the better equipped we are to answer questions, provide guidance, review documentation, and support you through the process. Workplace injury claims can often feel overwhelming, particularly when you are focused on your recovery. Our goal is to ensure that you have the information and support you need every step of the way.
Please ensure that all required forms and documentation are completed and submitted promptly. We also ask that you provide copies of everything submitted to the Board to the CUPE office. This allows us to effectively support your claim, advocate on your behalf when necessary, and help facilitate a safe and successful return to work.
When the CUPE office receives a Notification of Occurrence regarding a workplace injury, you will receive a letter outlining the process, required forms, and next steps. All information received by the Disability Team is kept strictly confidential and is only accessible to authorized members of the team.
Please remember that any medical documentation required as a result of a workplace injury is covered through WSIB, and members should not be responsible for those costs.
If you are contacted by the Board following a workplace injury and are offered modified duties or accommodated work, please do not refuse the offer outright. Instead, ask the Board to contact the Union so that we can arrange a meeting and review the proposed duties with you. Refusing an offer without Union involvement could negatively impact your WSIB benefits and entitlements. We are here to help ensure that any modified work offered is safe, appropriate, and consistent with your medical abilities.
For members currently receiving WSIB benefits who are 10-month employees and would normally apply for Employment Insurance during the summer months, please contact WSIB directly to determine whether your benefits will continue through the summer or if you should apply for EI Sickness Benefits.
Absences Due to Illness
Members who are absent due to illness for five consecutive working days are required to provide a medical certificate to the employer supporting the absence. The documentation must be completed using the agreed-upon medical certificate form.
If you require a copy of the form or have questions regarding the process, please contact the CUPE office and we will be happy to assist you.
As always, any documentation that is submitted to your employer should also be forwarded to the CUPE office so that we can provide support if needed.
Medical Documentation Submission
DCDSB Members
Medical documentation should be submitted to:
confidential.medical@dcdsb.ca
office@cupe218.ca & carrie.boisvert@cupe218.ca
The DCDSB reimburses medical certificate costs up to $45.00. Please forward receipts to both email addresses above. Reimbursement may take approximately one month to process.
DDSB Members
Medical documentation should be submitted to:
shortterm.absence@ddsb.ca
office@cupe218.ca & Stephanie.dezsi@cupe218.ca
Unfortunately the DDSB refuses to reimburse for any cost associated with the medical certificate.
Important Reminder
If your health care provider determines that you are unable to return to work, they are not required to complete the Limitations and Restrictions Checklist.
That part of the form is only necessary when a member is medically able to return to work with restrictions or accommodations in place.
If you have any questions about medical documentation, sick leave, WSIB claims, accommodations, or return-to-work processes, please do not hesitate to reach out to me or any member of the Disability Team. We are here to support you.
As we head into the summer break, I want to sincerely thank each of you for your hard work, dedication, and commitment throughout the year. The work you do every day makes a meaningful difference in the lives of students, families, and school communities.
Please continue to monitor your CUPE email throughout the summer for important updates, bargaining information, and upcoming social events. We look forward to reconnecting with many of you at our summer gatherings and again in the fall.
Wishing you and your loved ones a safe, restful, and well-deserved summer break.
Take care of yourselves—and each other.
In Solidarity,
Stephanie Dezsi
Disability Management Coordinator
Stephanie.dezsi@cupe218.ca
Disability Team
John Allan – john.allan@cupe218.ca
Jehan Bisnauth – disability@cupe218.ca
Brandy Townson – brandy.townson@cupe218.ca
Equity Report
Dear Members,
This equity newsletter highlights many of the events and special days we are showcasing and celebrating throughout the summer.
June is Pride Month
Pride is a global celebration held to honor the 2SLGBTQ+ community. It commemorates the 1969 Stonewall Uprising in New York, which served as an essential catalyst for the modern gay rights movement. June is a time to raise awareness, advocate for equal rights, and celebrate equality. We encourage you to join one of the many festivals and events held this month. You can also engage with the arts and culture of the community through the various LGBTQ+ television shows and movies available to enjoy from home.
National Indigenous History Month
June is a time for all Canadians to recognize the rich history, heritage, diversity, and vital contributions of First Nations, Inuit, and Métis people. Please use this time to reflect on Truth and Reconciliation. Beyond the words, we encourage you to read, learn, and understand the true meaning behind these efforts. Coinciding with the Summer Solstice, this month honors the achievements of Indigenous communities. Please look for local gatherings, festivals, and ceremonies to participate in.
Juneteenth
Observed on June 19, Juneteenth commemorates the emancipation of enslaved Black Americans. Following the executive decree that brought freedom, this day—also known as Freedom Day or Jubilee Day—marks an era of hope and resilience. Celebrations across the country feature festivals, street parades, historical readings, and family gatherings.
July: Canada Day
On July 1, we celebrate Canada Day, marking the anniversary of when three colonies became a single country in 1867. This holiday reflects the richness of our land and our diverse cultural contributions. Whether through festivals, parades, or fireworks, we hope you find a way to celebrate in your local area.
August: Caribbean Carnival
In August, we celebrate the Caribbean Carnival, which coincides with Emancipation Day—the anniversary of the abolition of slavery across the British Empire. This multi-day celebration features cultural showcases, music, boat rides, and incredible food. The grand parade at Exhibition Place and Lakeshore Boulevard attracts over 1.3 million participants annually. We invite you to join the celebration!
Have a safe and wonderful summer and remember to make time for selfcare.
Best regards,
Jehan Bisnauth
Equity, Equality and Diversity
“It is not our differences that divide us. It is our inability to recognize, accept and celebrate those differences.” Audre Lorde
DCDSB EA Report
We’ve made it! Warmer weather is finally here! Thank you all for being so incredibly awesome at your jobs. We all know we are truly in it for the students! It’s been a long year, so we wish you all a restful and fun filled summer off with your families.
As I write this, the posting has just been emailed to you all. Good luck on your success of obtaining the position you want. For those that have been declared redundant, you can email a “Right of Recall” to your principal and the HR Consultant for your area. If a position is created over the summer or even in September, you can return to your previous position and school.
Employment Insurance
Please make sure you are keeping a record of any jobs you apply for. We must be ready, willing, and able to work, and some EAs have been called in for meetings in the summer months to discuss their job searches. We strongly disagree with this practice. We recommend you join the Job Bank when you file for your EI and apply for jobs online. Keep an updated resume as they will ask for it.
Labour Relations
- Thank you to those who continue to fill out incident reports. We have had several CAS cases involving students and EAs. Those incidents reports have been integral to supporting members during the CAS process. This is information that will be used to support you in case anyone accuses you of harming a student. If a student is known for making false accusations against staff, demand that the principal add this to their safety plan and the NORI, so that others are aware of this.
- We continue to have EAs who request time off without pay, and when they are denied, they call in sick. Please do not do this as you will be called into HR for discipline. This is considered a misuse of sick leave, and the Board sees this as fraud.
- Unpaid Leaves – The Board is still denying all unpaid leaves with no criteria for who or why is denied. Please reach out to us if you are requesting a leave of absence so we can assist you. We currently have a Step 1 grievance regarding the issue of the Board denying leaves based on no criteria or arbitrarily denying some and not denying others. We have still not received a response.
AD HOC Committee
- Our AD HOC meeting was Wednesday, June 3rd. A lot of discussion was about incident reporting. We are pushing for a PA Day Incident Reporting training. We are awaiting to find out if we could have one of the earlier PA days where it will be mandatory to attend. We are also planning on doing this in-person training on the same day in Oshawa, Whitby, Ajax, and Pickering.
Police Record Checks (Ministry Mandated)
Recent amendments to Regulation 521/01 (Collection of Personal Information) under the Education Act have been made with respect to the frequency School Boards are required to collect an updated Police Record Check from employees. With these amendments, the Regulation now requires School Boards to collect updated Police Record Checks from employees every five (5) years. Employees may be required to provide a Vulnerable Sector Check or a Criminal Record and Judicial Matters Check depending on their role.
Employees who were hired as of September 1, 2021, or prior are required to submit an updated Record Check.
These updated Police Record Checks must be dated no older than six (6) months from date of submission. For employees hired after September 1, 2021, and for all subsequent submissions, Police Record Checks will be due every five (5) years on the last day of their birth month.
Employees will receive an individualized letter outlining the expectations and requirements for submission. All fees associated with the updated Police Record Checks will be the responsibility of the employee. Any failure to comply with the above requirements and deadlines may result in the employee being deemed ineligible to work.
Offence Declaration
Action Required – Offence Declaration Requirements – Most of you should have received an email regarding the Offence Declaration, and when it is required.
- Employees hired prior to September 1, 2021, and who have a birthday between September 1 to March 31, as well as those hired on September 1, 2021, and beyond, must complete an Offence Declaration prior to June 15, 2026.
- Please note: Failure to complete an Offence Declaration may result in an employee being ineligible to work and placed on an unpaid leave of absence.
- Who does not need to complete the Offence Declaration? For this transition period, employees who were hired prior to September 1, 2021, and have a birthday between April 1 to August 31 are not required to submit an Offence Declaration as they are required to provide an updated Police Record Check as previously communicated.
Process for Offence Declaration Completion
Please review the process below to complete the Offence Declaration on the eServe platform.
Process for Offence Declaration Completion
- using one of the following web browsers: Edge, Google Chrome or Firefox, go to the board’s website https://www.dcdsb.ca, click on Staff Login, select Tools & Apps and scroll down to e-Serve.
- Log on to the e-Serve module using your active directory (AD) login credentials
- User Name: the same login and password you use to login into your DCDSB computer/device. Enter your username, I.e. smithj: if your username has an “ad” prefix, use only your name without the prefix.
- Password: the same as your board email password. If you cannot remember your password, you will need to log a HelpDesk Ticket.
- Click on the Annual Offence Declaration menu, complete your Offence
Declaration and click on “Electronic Signature” to confirm your
attestation and activate the secondary/submission password prompt. - Enter your e-Serve password at the prompt, this is the same password used to log into the e-Serve module, then click on “submit” to complete your submission. The submit button will only become active for selection when you have entered the correct e-Serve password. If a remembered password is displayed clear the information and re-enter your password manually.
- At the submission confirmation window, select, “Print” or “Email” prior to closing the confirmation window.to retain a copy of your submission confirmation. This option is only available to you at the time of completion.
Incident Reporting Issues:
- There is continued pushback from principals regarding the selection of “suspensions” in incident reports.
- Not all members are consistently using their issued Personal Protective Equipment (PPE) or documenting its use in Incident Reports (IRs).
- Confusion remains among members on the correct procedure for completing IRs.
Clarification on First Aid & Parklane Forms
- “First Aid” on an Incident Report includes minor treatments such as a scratch requiring a bandage, applying ice, or taking a few minutes to collect yourself after an incident.
- Checking the “First Aid” box prompts the completion of a PARKLANE form with an administrator.
- We have read several EA incident reports where there has been physical contact and EAs have been struck by a student, and EAs are still not selecting “First Aid,” initiating a Parklane. These reports are extremely important as we can intercede on your behalf.
- Important Note on Parklane Forms: Issues were noted where administrators were adding personal opinions to Parklane reports regarding staff injuries rather than strictly adhering to facts. Training has allegedly been provided to administrators to address these reporting standards.
- Actionable Item: Members are strongly encouraged to participate fully in the completion of PARKLANE forms, as these serve as your official documentation and are reported to the Ministry.
Right to Refuse Unsafe Work:
- Every member has the right to a safe working environment.
- If you feel unsafe in the school or on the bus, you have the right to refuse unsafe work (this does not mean refusing all work).
- Refusing unsafe work triggers the Disability/Health & Safety Board Representative, who then contacts the Board.
- The Local and the H&S Representative will be notified once this process is triggered.
- If the issue remains unresolved, the Ministry of Labour will intervene.
- If you must have any physical contact with a student, please ensure that this is written in the Safety plan for your protection and theirs. We have a lot of CAS complaints for as little as holding a student’s hand.
- Bus Riding Protocols: Education Assistants only ride buses for three specific reasons: medical needs, safety requirements, or teaching a specific skill outlined in an Individual Education Plan (IEP).
- If you are riding the bus with a student, make sure there is a Bus Safety plan and that you have read it and provided input. You are the EA on the bus and not admin or the PST, so your input is necessary.
- If a student that you are riding the bus with leaves the bus or elopes off the bus, contact the school. Make sure you have a cellphone from the school so you can call for support.
Incidents involving Escalation
- We have received a lot of incident reports indicating that BMS was used while the student is in escalation and then moving the student to another area.
- We should not be moving a student while they are escalating. We have also heard that some school principals are demanding that a student who is escalating be removed by EAs. The protocol is and remains that the class is to be removed.
- Do not remove a student while they are escalating. All of you should refuse and have the Safety Plan updated to depict this. Challenge those decisions.
- Classroom Management: Concerns have been raised regarding EAs being called to support mainstream classrooms for behavior management without proper protocols or administrative presence. The Executive has emphasized the need for administrative support during behavioral escalations.
Special Education Advisory Committee (SEAC)
The last SEAC meeting was on Tuesday, June 2, 2026, at 7:30 pm. I attended virtually expecting to hear the Budget for the 2026 2027 school year. There is a budget and I have been told that the board cannot share the budget as it has not been approved yet.
Labour Management
Carrie and I attended a posting meeting on May 30, 2026, ensuring that the Board is maintaining a fair process. The first round of postings came out on June 4, 2026, and closed on Wednesday, June 10th. Once it’s closed Carrie and I will again meet with the board to oversee the postings as well as the second round of postings.
Appraisals
A lot of you have probably received your performance appraisals by now. We are now negotiating with HR and Student Services a process whereby EAs will be evaluated every 3 years as opposed to yearly. ECES are evaluated every 3 years so to be equitable, we believe we should be treated the same way. People and culture (HR) must develop a way to manage this process. New hires will be appraised their first year, but for now, it is status quo. If you are not happy with your performance appraisal you don’t have to sign it.
Grievances
- We have resolved 2 grievances at Step ll.
- We met with the board on another grievance and are awaiting a response
- We have initiated two Step one grievances
Again, your committee and I would like to wish you all a safe and happy summer! If you need us for anything, please reach out to us and cc the office@cupe218.ca. We can be reached by the following:
Maureen Cope – maureen.cope@cupe218.ca
Bargaining Chair, Catholic Board
Educational Assistants
Health & Safety – Janice Maves: janice.maves@cupe218.ca
Bargaining Committee
Jacqueline Gooding – Jacqueline.gooding@cupe218.ca
Michelle Wolber – michelle.wolbert@cupe218.ca
Steward
Patricia Bosley – patricia.bosley@cupe218.ca
DDSB EA Report
Can hardly believe that we are approaching the end of another school year. On behalf of your EA Committee, we would like to thank each of you for your hardwork, dedication and passion towards supporting our students.
As we end out this year just a few reminders and clarifications:
EA Job Descriptions and Role Clarification
Please be aware:
- If you are assigned to a small class/program, you should not be reassigned to other roles within the school. For example, an EA assigned to an SLC classroom should not be reassigned to support a PLP program, etc.
- If you are assigned to support a small class (PLP, Dev, SLC,etc) it is expected that you will assist with those students’ needs which include but are not limited to toileting and riding buses – every day of the week.
- Breaks and Lunches – we get 2 – 10 minute breaks as per the CA
(midmorning/midafternoon) and a 40 minute unpaid, uninterrupted lunch break – if you do not take these breaks it does not permit you to leave work early – this could be considered time
thief and you could face disciplinary action - Safe and Respectful Workplace Policy Reminder: Please be mindful of the DDSB’s Safe and Respectful Workplace Policy. Gossip, rumours, repeated negative comments, gestures, or speaking poorly about others in any capacity can result in complaints and investigations through Human Resources. Even if you are not the person starting the conversation, participating in or contributing to these discussions could lead to allegations that you were involved. Remember, you never know who may overhear a conversation or repeat what was said. To protect yourself, avoid workplace gossip, stick to facts, and maintain professionalism in all interactions. Allegations under this policy can lead to formal investigations and potential discipline.
Transportation
We ride buses for students we support on our daily schedule.
EA bus duties should be connected to:
- Student safety needs. (SSP in place)
- Medical support requirements. (SSP in place)
- Teaching and reinforcing life skills. (IEP goal and documentation)
- Educational Assistants should not be assigned to ride buses solely for general supervision purposes that fall outside of the EA role and is in the CA
Toileting Support Concerns
We provide this support for students on our daily schedule – having a toileting routine/schedule aids in EAs not being called away while supporting other students.(our students can be left with the classroom teacher throughout the day as well).
Please be mindful of the dignity and care in toileting our students – these are basic human rights.
VIR Reporting and Parklanes
Please be aware that you must be provided with adequate time during your workday to complete required documentation and reporting responsibilities. Admin were reminded that they have 5 days to complete and submit VIRs – if a steward has not reached out to you to check in, look to see if your
admin completed the report – notify us if they haven’t.
Parklanes – these need to be done for every injury that you washed, iced, covered, taken an unscheduled break or tylenol – you can not be denied by admin to have them complete it. For any injury seek medical, especially if you are struck in the head, scratched or bitten – please seek medical asap.
Safety Concerns for Educational Assistants
Educational Assistants being called to support behavioural situations involving students they do not regularly work with. This is not our job, classroom management is done through the teacher and the administration – these incidents are causing members to be put in unsafe situations, risking injury.
Running after eloping students – we do not run after/chase students – we are to follow at a safe distance and maintain eyes on. If a student is known to elope then a clear safety plan must be put into place in the event this occurs – who is responding and what every person’s role is. We do not direct traffic and as soon as a student goes outside we need to have called for back up so we are not alone.
Medical Support Training
Training can be provided at any time upon request for:
- Catheter care (this is voluntary)
- Suctioning procedures
- Seizure protocols
- Lift and transfer training
Members are not expected to perform medical duties until appropriate training has been completed.
If you require training or would like a refresher on an existing procedure, please speak with your administrator.
Wishing You a Wonderful Summer
As this is the final newsletter for this school year, we would like to extend our sincere thanks to all Educational Assistants for the incredible work you do every day in support of students.
On behalf of the committee(Judy, Jen, Scott, Jehan and myself), thank you for your dedication,
professionalism, and commitment throughout the year.
We hope you find time this summer to rest, relax, and rejuvenate. Your work makes a difference, and it is greatly appreciated.
Save the Date!
CUPE Welcome Back BBQ
September 26
We look forward to seeing everyone in September and wish you a safe and enjoyable summer break.
DDSB OCT Report
Brothers and Sisters,
Like the sands in an hourglass, the days of our lives continue to move—steady, relentless, and ever changing. This past year has moved quickly, bringing with it both challenges and triumphs. We have navigated Oracle transitions, weather disruptions, ministry decisions that fell short of expectations, and the pressures of new mandates and evolving processes.
Yet, through it all, we endured—and more importantly, we stood firm.
We continued to advocate for our students with unwavering dedication, professionalism, and resolve. That commitment is the foundation of who we are.
As we look ahead, we recognize there is uncertainty on the horizon. With that uncertainty may come concern, tension, or even anxiety. We understand that challenges lie ahead—but this is precisely when solidarity matters most.
This is a time to:
- Rise together
- Stand shoulder to shoulder
- Hold our ground with unity and purpose
What we do is not only valuable—it is essential.
Progress is not always easy. It often demands perseverance through difficulty, courage in the face of adversity, and at times, the willingness to raise our voices so that we are seen and heard.
That time is approaching. As quickly as the sand falls through the hourglass, we must ensure that we are ready—mentally, emotionally, financially, and spiritually.
Now is the time to rest and rejuvenate. Before that moment arrives, we encourage each of you to take full advantage of the summer ahead.
- Celebrate your accomplishments from this year
- Spend meaningful time with family and friends
- Take moments to laugh, relax, and recharge
- Embrace the warmth and energy of the season
You have earned this time.
Let the brightness of the summer sun serve as a daily reminder to prioritize your health, peace of mind, and well-being.
On behalf of your OCT team, we wish you a restful, fulfilling, and well-deserved break.
Reminders and updates
Offense Declaration
Please remember if you were not required to produce a Police Check for this year, you must complete the annual offense declaration. The portal is now open and accessible through ESS.
5 Year Police Record Check
The Ministry of Education has revised Regulation 521/01 requiring the DDSB to collect Updated PRC from employees every 5 years. The DDSB has implemented a process for employees to submit a PRC in their month of birth if it has been more than 5 years since one has been submitted. Unfortunately the employee must bear the financial cost of police check. The union office has exhausted its efforts to find a means to put this burden back on the employer, but as this is a ministry mandate, was not able to find any leverage to do so. We urge to comply promptly when requests for a PRC are received.
For in progress checks, you may upload your receipt as proof of submission.
OMERS
Changes to OMERS governance has been implemented by the Ontario government.
They have control of our plan financed by our money with no member input. It’s not magical, it’s malevolent. The plan underperforms ad no one is being held accountable.
Despite Union efforts for fair representation the government remains unresponsive. Visit https://www.Wepaywewantasay.ca to see how you can help.
Sur-plussed Workers
We recognize the challenges faced by members affected by surplussing and relocation.
At this time, we believe that everyone has been placed. If you have not received an assignment for September, please contact the union office or send an email to antony.nembhard@cupe218.ca
Preparation for Bargaining
It is not something we want to think about, however, the struggle is Real. Our contract ends on August 31st 2026. The possibility for strike action is real. We encourage all of our members begin preparation now.. For those members that are 10 month manage and conserve financially. It will be difficult but power through. 12 month employees, strategize! Lessen future anxiety by tightening the purse strings. Although financial decisions are discussed at the central table, our priorities are clear. We cannot accept outcomes that fall below the rising costs of living as inflation increases, food, fuel and daily necessities also rise. We must stand firm. The only alternative we have is to Stand Together and say NO. Let’s make our Solidarity Resounding by ensuring we can stay the course.
BBQ
Don’t’ forget to join us at our welcome back BBQ on Saturday September 26, 2026 from 11 AM to 1 PM. Games, Food and Prizes for the brave, the bold and the beautiful.
Did you know?
FIFA Work Cup is in our neighboring city of Toronto and across Mexico and the US, running from June 11th to July 19th. Amid all the hustle and bustle this may be a once in a lifetime opportunity. If tickets are out of your range, join the fever and attend some great events found at https://www.torontofwc26.ca This event will commemorate the biggest World Cup Ever!
2026 seems to be the year of Festivals and cultural events in Ontario. Take the time to explore the outdoors and maybe find a new love or pastime. If you are looking for something new to try or just a night out visit https://www.toronto.ca/exploreenjoy/festivals-events/festivals-events-calendar/
Make your summer eventful and bright.
The summer solstice is the longest day and shortest night of the year in the Northern Hemisphere. This year it takes place on June 21. Let’s Celebrate Summer! Yeah!
On Behalf of your OCT bargaining team, please stay Healthy and Safe!
Antony Nembhard – Ed Centre Rep / OCT Chair – Antony.nembhard@cupe218.ca
Leanne Finlay – Secondary School Rep – Leanne.finlay@cupe218.ca
Allison Petty – Elementary School Rep – allison.petty@cupe218.ca
DCDSB FS Report
To All Brothers and Sisters of the FS Unit,
I hope everyone is enjoying the nice weather finally. It is hard to believe that we are at the end of another school year, the summer months are here. It has been a busy school year again with everything that goes on in the schools these days as we see more community use using our schools and it seems like the schools host a lot more activities in the buildings. The FS committee would like to thank each and everyone of you for all the hard work you do for the schools by maintaining the cleanliness of the buildings and assisting where you can at the schools. You are the backbone of the schools and without you the building would not function properly so Thank You!!
Uniforms
As you are aware, on May 7th a memo came out about ordering your uniforms and purchasing your footwear. The date for this to be done is May 15/26 to June 15/26 so I hope that you will place your order for your uniform and go to pick up your footwear, if you have any issues with making these purchases, please reach out to Ayo for his assistance. Once June 15th comes around and you haven’t purchased these items then you will not be able to do so.
Bargaining Update
On Wednesday, June 3/26. The OSBCU have served notice to bargain along with all other unions in the education sector with the Ford government. This means that the government must respond within a certain number of days to start meetings for negotiations. As for local bargaining we are just waiting on OSBCU to give us the okay to serve notice to the board for our bargaining at the local level. This round of bargaining is going to be a hard one again and we want to be prepared to fight this battle together so please be in touch with your site leads so you can be informed properly about what is happening and what our next steps are.
Inspections
The inspection at schools is still happening and we are getting good reports from management that the buildings are in pretty good shape. The main thing I am hearing about the inspections is about the dusting and base of the toilets but for everything else it seems to be pretty good. Keep up the good work.
Chief Meetings
Superintendent Grieve and the supervisors are meeting with all chief custodians to discuss Ebase, Cool system, inspections and community use of schools. These meetings are to help support the chief custodians in their school and with their staff. So far they have met with all High school chief custodians, Pickering chief custodians and Oshawa chief custodians. Superintendent Grieve is trying to have more conversation with us with the workers in each location to be able to support us in any way that he can as we know we didn’t get that support from the former manager.
Health and Safety
As the summer months are upon us, we will be beginning summer cleanup remember to work smart and ask for help as we want to go home the same way we left. If you need assistance with moving furniture and you are working alone, please reach out to your supervisor so they can try and send you a floater to assist you in your work. If you are injured in the summer months remember to reach out to your supervisor to fill out your
parklane for whatever injury occurred.
We would like to wish you a great summer and make sure to take time to rest on your vacation.
Sean Hebert – Chairperson
Dave Slater – Bargaining Rep
Greg Gillis – Bargaining Rep
Mike Clements – Steward.
DDSB Custodial Maintenance Report
Well, we have almost made it through for another year. Thank you for your unwavering commitment and perseverance throughout the year—your contributions do not go unnoticed!
As summer clean up gets closer please keep in mind the following,
- Wear loose fitting clothing that is light in weight;
- light colour clothing is better than dark clothing made of fabrics that wick sweat away from skin and allow sweat to evaporate
- Alter time of day for physically demanding tasks and/or reduce pace of work
- Eat lightly and drink plenty of fluids. One cup of water every 20 minutes is recommended. Fluids include water or fruit juice, not caffeinated drinks
- Wear a hat, sunglasses and sunscreen with an SPF of 15 or higher whenever working outdoors
- Look for signs of heat related illness in your co-workers since people may not notice their own symptoms
Common Symptoms of Heat-Related Illness:
- Heavy sweating
- Weakness
- Cold, pale, and clammy skin
- Fast, weak pulse
- Nausea or vomiting
- Fainting
- Headache
- Excessive thirst
- Muscle aches and cramps
- Dizziness
If you experience any of these symptoms, move to the cooling zone in your school immediately and notify your Supervisor and the Union Office.
The employer has stated that there will be some form of training over the summer which will include lunch. No dates or times have been given. Keep an eye on your email for more information.
Absence Reporting Reminder:
The employer is currently reviewing and updating the absence reporting process. Please note the following important reminders:
- Doctor’s notes are not accepted. All medical absences must be reported using the official DDSB Medical Certificate (MC).
- If you submit a regular doctor’s note, Short Term Disability will contact you to inform you that it is not acceptable.
- Delays in submitting the proper DDSB MC may result in a pause in pay.
- It is your responsibility to submit the DDSB MC:
- After the 5th day of absence
- And every 30 days thereafter for ongoing absences
The employer will be starting an Attendance Management Program starting in September. If you have 15 absences or more within a one year period, you will be contacted by the employer to explain your absences. What will be discussed is how they can support you moving forward.
If you do get called for a meeting by your supervisor, let them know that you would like union representation to attend the meeting with you, if you wish.
An Acting Lead Practicum will be held in August. By taking the practicum, it will enable you to get on the Acting Leads list. If you want, you can rewrite the test to improve your score and to apply to schools in a higher pay grid. If you are successful in passing the practicum you will be placed on the list based on your score at the time of testing. There will be no limit on the amount of time the assignment will be. It could be 1 day, 1 year etc. If you refuse to go to a school when called, the employer will go to the next name on the list and you won’t be called again until the employer goes through the list and your name comes up again.
Police Check / Vulnerable Sector Check, the provincial government mandated this for all employers and employees of the Education Sector. This must be completed by the end of your month in which your birthday falls on. If your birthday is in June, July or August, it must be completed by June 30. As it does take time to receive it back from the police service you use, upload a copy of the receipt you get when you complete it, or you will get an email from the employer stating you have not done it. Failure to get it could result in the employer placing you on unpaid home assignment until it is completed.
The committee takes this time to wish you all a safe and enjoyable summer break and enjoy this time with your friends and family.
John Allan
Chairperson/Bargaining Robin Fair
Bargaining
Tyler Hunter Bargaining
Ian Watt Steward
Kelly Watts Steward
Jamee McPherson Steward
LINC/ESL Report
Welcome to the world of LINC/ESL at the DCDSB and life in CUPE 218. It has been a productive and challenging school year with lots of new experiences.
The PDQ-A NEW Experience
The DCDSB LINC/ESL unit completed putting together its first ever PDQ, or job evaluation document this year by mid-May, 2026. Please meet the writing team:
- Katherine Sanchez
- Veronica Vulic
- Kate Moss
- Siranjivani Mariyadas
This writing team diligently, meticulously, and intelligently detailed the duties and responsibilities of the LINC/ESL instructors. They left no stone unturned to present a comprehensive picture of what we actually do! This report will open the eyes of the Committee who will review this document letting them see the truth of our work. We are in line with the Continuing Education High School Credit teachers as we perform similar duties such as writing reports, preparing lessons, administering assessments, tracking students’ progress, conferencing with students, following up with students in their studies, updating admin information, and so much more. The PDQ will speak for itself. Now that the Board has received the completed PDQ, here are the next steps:
- HR will forward it to the Language Program Supervisor who will review the document and add their opinions as part of their review.
- Once this Supervisor has signed off on their review, they will return the PDQ to HR.
- HR will then return it to the PDQ Writing Team for the team to review the supervisor’s comments.
- The writing team sends it back to HR.
- HR now contacts CUPE.
- A JJEC (Joint Job Evaluation Committee) is formed: equal representation from CUPE and the Board. The CUPE President will choose the committee members for the CUPE side (those who are not affiliated with LINC/ESL).
- There is a Committee who evaluates the PDQ, Chairs (from CUPE and the Board) who oversee the evaluation, and a Steering Committee made up of an HR rep + the CUPE President who make sure the proper procedure is followed.
- Once this first ever PDQ evaluation has been completed for the LINC/ESL unit by the JJEC, any pay increases will be retroactive to when the first Collective Agreement was ratified, which would be 2019 in this case.
A job description document for the LINC/ESL instructors is fundamental for equitable treatment within the Board. As it stands right now, the LINC/ESL instructors are treated inequitably with unfair low wages that are not commensurate to their position. This job evaluation could be sat in the fall of 2026.
Cutbacks
Government funding cutbacks affect newcomer programs. The DCDSB LINC/ESL department has 3 locations: The Giffard Centre in Whitby, the Ajax Welcome Centre, and Archbishop Anthony Meagher Continuing Catholic Education Centre (Con-Ed) in Ajax. The CNC (Care for Newcomer Children) program has been cancelled at the Whitby site due to cutbacks. The childminding program for newcomer children running out of the Ajax Welcome Centre will not be affected as it is run by the Welcome Centre itself. Those studying at Con-Ed also make use of the daycare program run out of the Welcome Centre. These cutbacks are unfortunate and detrimental to the language successes of newcomers who need to attend classes to learn English to integrate into Canadian society. The CNC program in Whitby enrolled a handful of newcomer children, and so the Board felt it was not a feasible expenditure on their part.
The Strike Pledge – Ready to Rumble!
80+% of members signed the strike pledge! This is a first for CUPE 218! It sends a clear message to the government that education workers are committed to fighting for the welfare of our children and students. We have another fight on our hands this year when the current Collective Agreement expires on August 31, 2026, and a new Collective Agreement must be negotiated. With parents’ support, the provincial government will have to bargain in good faith and allocate funds to support the educational future of this province, its children and newcomers.
Permanent Positions & the Protected Complement
A “permanent” status is not attached to any particular class/classroom for a LINC/ESL instructor at the DCDSB. Below is information from the Collective Agreement on permanent employees. This information is found in the Central Agreement (negotiated by OSBCU), specifically in Article C.6 and the Letter of Understanding #3:
C6.00 SICK LEAVE
C6.1 Sick Leave/Short Term Leave and Disability Plan Definitions:
“Permanent Employees” – means all employees who are not casual employees, or employees working in a long–term supply assignment.
LETTER OF UNDERSTANDING #3
Re: Job Security: Protected Complement
1. The parties acknowledge that education workers contribute in a significant way to student achievement and well–being. 1. Effective as of the date of central ratification, the Board undertakes to maintain its Protected Complement, except in cases of:
a. A catastrophic or unforeseeable event or circumstance;
b. Declining enrolment;
c. Funding reductions directly related to services provided by bargaining unit members; or
d. School closure and/or school consolidation.
2. Where complement reductions are required pursuant to 1. above, they shall be achieved as follows:
a. In the case of declining enrolment, complement reductions shall occur at a rate not greater than the rate of student loss, and
b. In the case of funding reductions, complement reductions shall not exceed the amount of such funding reductions, and
c. In the case of school closure and/or school consolidation, complement reductions shall not exceed the number of staff prior to school closure/consolidation at the affected location(s).
Local collective agreement language will be respected, regarding notification to the union of complement reduction. In the case where there is no local language the board will notify the union within twenty (20) working days of determining there is to be a complement reduction.
3. For the purpose of this Letter of Understanding, at any relevant time, the overall protected complement is equal to:
a. The FTE number (excluding temporary, casual and/or occasional positions) as at date of central ratification. The FTE number is to be agreed to by the parties through consultation at the local level. Appropriate disclosure will be provided during this consultation. Disputes with regard to the FTE number may be referred to the Central Dispute Resolution Process.
b. Minus any attrition, defined as positions that become vacant and are not replaced, of bargaining unit members which occurs after the date of central ratification.
4. Once the FTE number has been established in accordance with paragraph 3, above, the local parties shall jointly report the number to the Central Labour Relations Committee.
5. Notwithstanding the provisions of the School Boards Collective Bargaining Act (SBCBA) requiring the ratification of both local and central terms for a collective agreement to be effective, the parties agree that CUPE locals and School Boards will meet within 30 days of ratification of the central agreement to establish and maintain the protected complement.
6. Reductions as may be required in 1. above shall only be achieved through lay–off after consultation with the union on alternative measures, which may include:
a. priority for available temporary, casual and/or occasional assignments;
b. the establishment of a permanent supply pool where feasible;
c. the development of a voluntary workforce reduction program (contingent on full provincial government funding).
7. The above language does not allow trade–offs between the classifications outlined below:
a. Educational Assistants
b. DECES
c. Secretaries
d. Custodians
e. Cleaners
f. Information Technology Staff
g. Library Technicians
h. Instructors
i. Supervisors
j. Central Administration
k. Professionals
l. Maintenance/Trades
8. The parties agree that where local collective agreement language currently exists that provides a superior benefit specifically with regard to protected complement FTE number, that language will prevail.
Wishing Everyone a Wonderful Summer Break
Continuing Education Report
Once again, our members have gone above and beyond for students, children, and families. No matter the challenges that have come your way, you have continued to show up, support one another, and provide the care and services that make a difference every single day.
This year has not been without uncertainty. Many members have faced program changes, funding concerns, staffing shortages, increased workloads, and questions about what the future may hold. Through it all, you have remained committed to the people we serve and to the values that brought us to this work in the first place.
As a Local, we have also spent much of this year advocating on your behalf, raising concerns, protecting members’ rights, and ensuring your voices are heard. While there is still work ahead of us, especially as we prepare for bargaining and continue to navigate changes in our workplaces, I want you to know that your strength, professionalism, and solidarity do not go unnoticed.
I hope that over the summer you are able to take some well-deserved time for yourself, whether that means resting, spending time with family and friends, or simply taking a break from the busy pace of the school year.
As this is my final time serving on the Con Ed bargaining team, I find it difficult to put into words what this program, your partnership and friendship has meant to me. Our shared goal of supporting newcomers to Canada is more than just work. It is a vital support system. Seeing your dedication to our students and children as they build new lives has been so rewarding during my 26 years at Con Ed. I must be honest: I wholeheartedly believe the current direction the board is taking regarding our program is an absolute disservice to the community we serve and the hard work we do every day.
Please remember that while my position at Con Ed is ending, my commitment to you is not. I am only a phone call away, and I will continue to provide assistance and support.
September 2026-2027 Job Postings
Job postings for the 2026–2027 school year will most likely be posted in late July or August. Please remember that it is your responsibility to regularly monitor the Apply to Education website for available postings.
As outlined in Article L13, the Board is required to post new positions electronically for five (5) days. We have requested that the Board notify the Committee when postings become available. While this is not guaranteed, we will do our best to monitor postings throughout the summer and provide updates to members whenever possible.
To avoid missing an opportunity, we strongly encourage all members seeking positions for September to check the site regularly during the summer months.
CUPE Ontario Division Convention:
May 26th – May 30th, I attended the CUPE Ontario Convention, it was both inspiring and educational. It gave me the opportunity to connect with members from CUPE Locals across the province, learn about the challenges and successes being experienced in other workplaces, and participate in important discussions that help shape the direction of our union.
Employment Insurance:
Please remember that the Union has nothing to do with EI and their process. If you have problems with your claim, you will have to reach out to Service Canada. It is my understanding that the ROE’s will be submitted after the last supply pay has been issued.
CUPE EWBT Information:
Remember to update the status of your over age student. Each year, you need to confirm that your over age child(ren) is/are enrolled in school full time.
- OTIP will send a reminder communication in June, and another in August. If you have not completed the recertification, please complete it by August 31, 2026. This will ensure health and dental coverage is available to your eligible overage child(ren) should they need it.
What you need to do:
- Go to www.otip.com and click Log in.
- Select Health and Dental from the drop-down menu and log in.
- After you have logged in, click My Benefits.
- Click on Start under the Annual Overage Dependent Recertification activity listed in Here are some things you need to do next. You will need to complete this activity by August 31.
Your benefits coverage will continue without interruption over the summer seasonal layoff period. This means that your monthly premium withdrawals from our plan administrator (OTIP) will continue and be taken in July and August.
Bargaining Update
On Wednesday, June 3, 2026, OSBCU served notice to bargain with the Ford government, along with all other education sector unions. This means the government is now required to respond within the timelines set out in the legislation so that bargaining can begin.
As for local bargaining, we are currently waiting for OSBCU to give us the go-ahead to serve notice to the Board and start the local bargaining process.
This round of bargaining is shaping up to be another difficult one, and we need to be ready. It is important that we stand together and stay informed throughout the process.
Please stay in contact with your site leads so you can receive accurate information about what is happening and what our next steps may be.
We know there will be a lot of questions over the coming months. As always, we will continue to provide updates as information becomes available. In the meantime, please make sure your co-workers are engaged, informed, and connected to the union.
We have fought hard before, and we may need to do so again. The stronger and more united we are, the stronger our position will be at the bargaining table.
CUPE 218 Scholarship Reminder:
As we head into the summer break, I know September is probably the last thing on your mind, but I wanted to remind you about the CUPE 218 Scholarship application. This is a wonderful opportunity to help offset some of your child’s educational expenses.
The application is available on the CUPE 218 website. If you prefer, feel free to reach out to me when we return, and I’ll be happy to provide you with a copy.
Offence Declaration
The portal is now open and accessible through ESS, it will close on September 1, 2026.
It might be a good idea to complete this before beginning your summer vacation, as we tend to forget these things over the summer.
If you have submitted a new Police Record Check this year as part of the updated PRC process, you are not required to complete an annual offence declaration for this year.
Committee Members Needed.
Arisa can not manage to support our Con Ed Team on her own next year, Please consider joining the committee. You can email or speak directly with Arisa Tierney.
CUPE 218 Welcome Back BBQ
Please remember to mark your calendars and join us for a Welcome Back BBQ on Saturday, September 26, 2026.
Time: 11:00 am – 1:00 pm
Location: CUPE 218 office- 2080 Wentworth St, Whitby
We will have food, cotton candy, activities, information and of course prizes.
I would love to see all my Con Ed friends attend!!
Police Record Checks ( Ministry Mandated)
Please review the chart provided for when you are required to submit an updated Police Record Check.
Wishing you a safe, relaxing, and enjoyable summer.
In solidarity,
Kristine Brown: kristine.brown@cupe218.ca
Arisa Tierney: arisa.tierney@cupe218.ca
Maha Bala: mahalakshmi.balasundaram@cupe218.ca
Continuing Education Health & Safety Report
Well Con Ed, We Made It!
I hope that as you’re reading this final newsletter of the school year, you’re feeling a sense of accomplishment and looking forward to the warm summer days ahead.
As we approach the last stretch, a quick reminder: if you need to move any heavy items while packing up your classrooms or spaces, please don’t hesitate to ask the custodial team for assistance. Let’s all do our part to prevent injuries and finish the year safely.
Thank you all for your continued dedication and hard work—enjoy your well-earned summer break!
Ergonomic Assessments
If you are experiencing discomfort at work or believe that workplace modifications would help you perform your duties more safely and comfortably, you may be eligible to request a workplace accommodation. Accommodations can include items such as an ergonomic keyboard, specialized mouse, sit-stand desk, ergonomic chair, or other equipment designed to support your individual needs.
Members requesting an accommodation must have the appropriate medical documentation completed by their healthcare provider. The completed medical form must be submitted directly to the Board’s Short-Term Leave department for review.
Please note that medical forms and supporting medical information should not be submitted to your Principal or immediate supervisor. Medical information is confidential and must be provided through the established accommodation process.
If you have questions about the accommodation process or require assistance, please contact your Union Representative for guidance and support.
Heat Stress
Several heat-related illnesses can affect workers, regardless of age or physical condition. Some of the symptoms are non- specific. This means that when a worker is working in a warm environment, any unusual symptom can be a sign of overheating.
Please familiarize yourself with the heat symptoms. When any of these symptoms is present, promptly provide first aid. Do not try to diagnose which illness is occurring.
Diagnosis is often difficult because symptoms of multiple heat-related illnesses can occur together. Time is of the essence. These conditions can worsen quickly and result in fatalities.
Did you know that it is your right to have Administration fill out a Parklane form if you are concerned about Heat Stress? A form can be and should be filled out even if you just need a moment to cool down, and step away from a hot classroom. Please check First Aid on your report.
Have a great summer Con Ed!!.
Kristine Brown
Continuing Education Health & Safety Representative
kristine.brown@cupe218.ca