Re: 15 Strikes You're Out
New Callout Addendum #4 to Framework: Removal = "15 refusals/unavailability or no answers".
I have just finished reading the package from the board in the mail, and am really shocked at this as it was reported out earlier that if there was any good news, it was that a "No Answer" would not count as a refusal/strike! (I in turn then reported out to some of you that 'strikes' only counted once you punched in your PIN & were activated in the system. That was my understanding.)
So! The employer & arbitrator have agreed to force us to be available most of our lives by phone. With this new agreement, then, they should have sent out prepaid cellular phones to all of us equipped with hands-free Bluetooth. They should be on the hook for all of our cell phone costs. And so much for wellness in our profession: we'll be penalized for having personal lives outside of teaching: swimming, any sports, going to the theatre, the dentist, having romance (I mean dinner, people!), having a shower, and the list goes on. And the less money we have the more we will be penalized (sort of like a bank account): often my cell phone is not topped-up because I need to save money or simply forget and hope to catch the next call at home, or my battery is dead, or I forget my phone at home, or leave it at school (that has happened to me!), or pull over driving and hit the wrong button or miss it all together, or ... .
Also, I see a huge oversight/error in the Decision's "fundamental premise" that work is available and offered on a Full Time basis (see thick paper, "Re: General - Hiring Rights" ). If 2009 was any framework to go by - TOCs put Food Bank boxes in staff rooms because some of us were getting called only once/week.
[9] The purpose and object of the "A" List ... [is] 'akin to being available on a full-time and regular basis if work is available and offered.'"
[15] There is much to be said for ... the fundamental premise of ... a list of TOCs fully and consistently available for work ... if work is available and offered.
Does this mean if Bby DOESN'T call us every day that the agreement is null & void? I should think so!
Problem: There is nothing in this agreement that promises work will be available and offered on a Full Time basis in order to ensure a living wage for TOCs, but it demands that we be available Full Time when and if it is offered, and therefore risk the right to a living wage! A fundamental problem, I'd say!
A Human Rights violation? It is in my books.
Minifie
