O. Reg. 2/13: GENERAL

under Putting Students First Act, 2012, S.O. 2012, c. 11

Versions

	revoked or spent January 23, 2013
	January 21, 2013 – January 22, 2013
	January 2, 2013 – January 20, 2013

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Putting Students First Act, 2012

ONTARIO REGULATION 2/13

GENERAL

Note: This Regulation became spent on January 23, 2013.

Last amendment: O. Reg. 12/13.

This is the English version of a bilingual regulation.

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CONTENTS

Interpretation
1.	Interpretation
Employees Who Do Not Bargain Collectively
2.	Employment contracts: prescribed terms, modifications, replacements and exemptions
Employees Who Bargain Collectively
3.	Collective agreements: prescribed terms, modifications, replacements and exemptions
3.1	Special rules and exemptions, bargaining units of early childhood educators
3.2	Exemptions, certain employees of Durham District School Board
4.	Exemption, construction industry
Miscellaneous
5.	Deemed receipt of collective agreements

Interpretation

1. (1) In this Regulation,

“professional activity day” has the same meaning as in Regulation 304 of the Revised Regulations of Ontario, 1990 (School Year Calendar, Professional Activity Days) made under the Education Act; (“journée pédagogique”)

“retirement gratuity” includes, but is not limited to, a gratuity in the form of,

(a) a sick leave credit,

(b) an early retirement incentive plan, and

“school day” has the same meaning as in the Education Act; (“jour de classe”)

“school year” has the same meaning as in the Education Act. (“année scolaire”) O. Reg. 2/13, s. 1 (1).

(2) For greater certainty, any requirement in this Regulation that applies to an employee whose employment contract or collective agreement provides for movement on a salary grid applies to the employee even if the employee is not eligible for movement because he or she is at the top of the grid. O. Reg. 2/13, s. 1 (2).

(3) For greater certainty, an employee who is entitled to benefits under Ontario Regulation 1/13 (Sick Leave Credits and Sick Leave Credit Gratuities) made under the Education Act is entitled to those benefits despite anything to the contrary in an employment contract or collective agreement. O. Reg. 2/13, s. 1 (3).

Employees Who Do Not Bargain Collectively

Employment contracts: prescribed terms, modifications, replacements and exemptions

2. (1) The terms set out in subsections (2) to (5) are prescribed for the purposes of paragraph 11 of subsection 2 (1) of the Act. O. Reg. 2/13, s. 2 (1).

(2) An employment contract between a board and a board employee shall contain the following terms:

1. The employee is not eligible to receive any form of retirement gratuity after August 31, 2012, except any retirement gratuity that the employee had accumulated and was eligible to receive as of that day.

2. If the employee is eligible to receive a retirement gratuity, upon the employee’s retirement, the gratuity shall be paid out at the lesser of,

i. the rate of pay specified in the employment contract that applied to the employee on August 31, 2012 as the rate for payment of the retirement gratuity, and

ii. the employee’s salary as of August 31, 2012.

3. If a retirement gratuity is payable upon the death of the employee, the gratuity shall be paid out in accordance with paragraph 2.

4. If the employee is eligible to receive a retirement gratuity, the board must provide the employee with a report, on or before May 31, 2013, that sets out the following information determined as of August 31, 2012:

i. The number of days of sick leave credits as have been accumulated by the employee.

ii. The number of years of service that are counted in determining the employee’s retirement gratuity.

iii. The rate of pay described in subparagraph 2 i.

iv. The employee’s salary.

v. The amount of the employee’s retirement gratuity, together with the calculation used to determine that amount.

vi. Any conditions that affect the employee’s eligibility to receive the retirement gratuity.

5. If the employee believes that any information in the report provided in accordance with paragraph 4 is inaccurate, the employee must advise the board of those inaccuracies on or before June 30, 2013.

5.1 For a retirement gratuity in the form of a contribution to a registered retirement savings plan, the employee shall give the board written particulars of the financial institution and the account into which the gratuity is to be paid. The board shall make the payment into the account no later than December 31, 2013.

6. If, as of August 31, 2012, the employee has accumulated a retirement gratuity (other than one in the form of an early retirement incentive plan or a contribution to a registered retirement savings plan) but if the employee is not eligible to receive the retirement gratuity for the sole reason that he or she has not satisfied an eligibility requirement relating to the number of years of his or her service as an employee with the board, the employee is eligible to receive, by June 30, 2013, the following amount for gratuity wind-up:

i. If the employment contract that was in effect on August 31, 2012 or a board policy that was in effect on that date provided for a payment for such a retirement gratuity, the amount that is the lesser of,

A. the amount of the payment that would be provided under the employment contract or board policy, calculated using the number of years of his or her service as an employee with the board as of August 31, 2012 and, if the retirement gratuity is in the form of sick leave credits, using the number of days of sick leave credits accumulated by the employee as of August 31, 2012, and

B. the amount calculated using the formula in subparagraph ii.

ii. In any other case, the amount calculated using the formula,

(X/30) × (Y/200) × (Z/10)

in which,

“X” is the number of years of his or her service as an employee with the board as of August 31, 2012,

“Y” is the lesser of 200 and the number of days of sick leave credits accumulated by the employee as of August 31, 2012, and

“Z” is the employee’s salary as of August 31, 2012.

7. If the employee retires before September 1, 2013, the following apply with respect to the employee’s retirement benefits:

i. Any entitlement that the employee has to pay into a plan for health and dental benefits or life insurance after retiring shall be an entitlement to pay into the plan that, on August 31, 2012, the employment contract entitled the employee to pay into.

ii. After the employee retires, the board will only make contributions into the plan referred to in subparagraph i for the employee if, on August 31, 2012, the employment contract provided for such contributions by the board.

8. If the employee retires on or after September 1, 2013, the following apply with respect to the employee’s retirement benefits:

i. Any entitlement that the employee has to pay into a plan for health and dental benefits or life insurance after retiring shall be an entitlement to pay into a plan that is separate from the plan paid into by individuals who at that time are current employees of the board.

ii. After the employee retires, the board will not make contributions into a plan described in subparagraph i for the employee.

9. The employee’s entitlement to maternity benefits is as follows:

i. The employee is only entitled to maternity benefits if at least one of the following conditions is satisfied:

A. The employee is in a class of employees that, on August 31, 2012, was entitled to accumulate unused sick leave credits.

B. The employee is filling a long-term assignment.

ii. Maternity benefits shall be paid for six weeks of the employee’s maternity leave.

iii. Maternity benefits shall be paid at a rate of pay that is equal to 100 per cent of the employee’s salary for the year, less any amount for unemployment insurance benefits received by or available to the employee during that time.

iii.1 Despite subparagraph ii, an employee who is filling a long-term assignment is not entitled to be paid for maternity benefits after the last day of the long-term assignment.

iv. Despite subparagraphs ii and iii, if, on August 31, 2012, the maternity benefits that the class of employees was entitled to receive were greater than the benefits set out in those subparagraphs, the employee is eligible to receive those benefits.

10. The employee’s entitlement to receive an amount to top up benefits that he or she is entitled to under the Workplace Safety and Insurance Act, 1997 is as follows:

i. The employee is only entitled to receive the top-up amount if the employee is in a class of employees that, on August 31, 2012, was entitled to use unused sick leave credits for the purpose of topping up benefits received under the Workplace Safety and Insurance Act, 1997.

ii. The top-up amount shall be paid for a maximum of four years and six months.

iii. The top-up amount shall be paid at a rate determined in accordance with the contract of employment in effect on August 31, 2012 or, if the contract did not provide for the top up, in accordance with a board policy in effect on August 31, 2012.

iv. For the purposes of the 2012-2013 fiscal year, an employee is not entitled to receive a top-up amount under this section if,

A. on August 31, 2012, the employee was eligible to receive benefits under the Workplace Safety and Insurance Act, 1997, and

B. as of September 1, 2012, the employee had no unused sick leave credits that were provided in previous fiscal years.

v. If, as a result of an accident, an employee received benefits under the Workplace Safety and Insurance Act, 1997 in respect of the first workday in the 2012-2013 fiscal year, the employee’s entitlement to be topped up for four years and six months shall be reduced by the length of time for which the employee received benefits under that Act as a result of that accident. O. Reg. 2/13, s. 2 (2); O. Reg. 12/13, s. 1 (1-5).

(3) An employment contract between a board and an employee of the board who is a principal or vice-principal shall contain the following terms:

1. The principal or vice-principal must take three unpaid days of leave on professional activity days in the 2013-2014 school year.

2. If the contract provides for movement on the salary grid on the first school day of a school year, the movement will occur on the 97th school day of the school year.

3. If the contract provides for movement on the salary grid on the anniversary of the first day the employee was employed by the board, the movement will occur on the 97th school day after that day.

4. If the contract provides for movement on the salary grid on a day other than a day described in paragraph 2 or 3, the movement will occur on the day that is six months after the day specified in the contract. O. Reg. 2/13, s. 2 (3); O. Reg. 12/13, s. 1 (6).

(4) An employment contract between a board and a board employee that provides for an annual salary that is less than $100,000, and provides for movement on the salary grid, shall contain the following terms:

1. The employee must take one unpaid day of leave on a professional activity day in the 2013-2014 school year.

2. The following rules apply if, during a fiscal year, the employee’s period of employment is the same as the school year:

i. If the contract provides for movement on the salary grid on the first school day of the school year, the movement will occur on the 97th school day of the school year.

ii. If the contract provides for movement on the salary grid on the anniversary of the first day the employee was employed by the board, the movement will occur on the 97th school day after that day.

iii. If the contract provides for movement on the salary grid on a day (the “designated day”) other than the first school day of the school year or the first anniversary of the first day the employee was employed by the board, the movement will occur on the 97th school day after that designated day.

iv. If the contract provides for movement more than once in a fiscal year, the movement will occur on the day determined under paragraph 5.

3. The following rules apply if, during a fiscal year, the employee’s period of employment is not the same as the school year:

i. Postponement period: For the purposes of subparagraphs ii, iii and iv, the employee’s postponement period is the number of days that is calculated by dividing by two the number of days in the employee’s period of employment during the fiscal year. If this calculation results in a number that includes a fraction of a day, increase this number of days to the next highest whole number.

ii. If the contract provides for movement on the salary grid on the first school day of the school year, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the first school day of the school year.

iii. If the contract provides for movement on the salary grid on the anniversary of the first day the employee was employed by the board, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the anniversary of the first day the employee was employed by the board.

iv. If the contract provides for movement on the salary grid on a day (the “designated day”) other than the first school day of the school year or the anniversary of the first day the employee was employed by the board, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the designated day.

v. If the contract provides for movement more than once in a fiscal year, the movement will occur on the day determined under paragraph 5.

4. Revoked: O. Reg. 12/13, s. 1 (7).

5. If the contract provides for movement on the salary grid more than once in a fiscal year, each movement will occur on the day that is the number of months determined using the following formula after the day specified in the contract:

A/(1 + B)

in which,

“A” is the number of months that the employee is scheduled to work in the fiscal year, without deducting vacation days or statutory holidays, and

“B” is the number of times in the fiscal year that movement on the salary grid is provided for in the contract.

6. On the last day of the restraint period, the employee shall be paid the amount, if any, determined in accordance with the following rules:

i. Actual salary increase during restraint period: Calculate the amount by which the employee’s salary, at the end of the restraint period, had increased as a result of his or her movement on the salary grid during the restraint period.

ii. Potential salary increase: Calculate the amount by which the employee’s salary, at the end of the restraint period, would have increased as a result of his or her movement on the salary grid during the restraint period, determined as if paragraphs 2, 3 and 5 did not apply in the circumstances.

iii. Difference: Subtract the actual salary increase calculated under subparagraph i from the potential salary increase calculated under subparagraph ii, and express the resulting amount as a percentage of the potential salary increase.

iv. Amount of payment: If the percentage calculated under subparagraph iii is greater than 50 per cent, the amount payable to the employee under this paragraph is calculated using the formula,

(C − D) × E

in which,

“C” is the percentage calculated under subparagraph iii,

“D” is 50 per cent, and

“E” is the amount of the potential salary increase calculated under subparagraph ii.

v. No payment: If the percentage calculated under subparagraph iii is 50 per cent or less, no amount is payable to the employee under this paragraph. O. Reg. 2/13, s. 2 (4); O. Reg. 12/13, s. 1 (7-9).

(5) If an employment contract between a board and a board employee provides for movement on the salary grid, the contract is exempt from the application of paragraph 10 of subsection 2 (1) of the Act and instead shall contain the following term:

1. The employee shall be eligible for an additional 120 days of sick leave during a board’s fiscal year paid at a rate of pay equal to,

i. 90 per cent of the employee’s salary for the year, if the employee’s entitlement to that rate has been determined through an adjudicative process agreed to by the employee and the board, or

ii. 66.67 per cent of the employee’s salary for the year, for all other employees. O. Reg. 2/13, s. 2 (5).

(6) If, on August 31, 2012, an employment contract between a board and a board employee did not provide for sick leave, the contract is exempt from the application of paragraphs 9 and 10 of subsection 2 (1) of the Act and, in that case, subsection (5) does not apply. O. Reg. 2/13, s. 2 (6).

(7) If, on August 31, 2012, an employment contract between a board and a board employee entitled the employee to an increase in vacation time, including payment in lieu of vacation time, based on the employee’s years of experience, the following apply:

1. The contract is exempt from the application of paragraph 4 of subsection 2 (1) of the Act to the extent that it prohibits such an increase.

2. The employee is not entitled to receive an increase in vacation time that is greater than what was provided for in the contract on August 31, 2012. O. Reg. 2/13, s. 2 (7).

Employees Who Bargain Collectively

Collective agreements: prescribed terms, modifications, replacements and exemptions

3. (1) For the purposes of paragraphs 1 and 2 of subsection 4 (1) of the Act, the following are prescribed as terms that modify or replace terms set out in the “Memorandum of Understanding between the Ministry of Education and the Ontario English Catholic Teachers’ Association (OECTA)”, dated July 5, 2012, or in the Memorandum of Understanding described in subparagraph 2 i of subsection 4 (1) of the Act, and, for the purposes of paragraph 3 of subsection 4 (1) of the Act, are prescribed as terms that are to be included in every collective agreement:

2. If the employee is eligible to receive a retirement gratuity, upon the employee’s retirement, the gratuity shall be paid out at the lesser of,

i. the rate of pay specified in the collective agreement that applied to the employee on August 31, 2012 as the rate for payment of the retirement gratuity, and

ii. the employee’s salary as of August 31, 2012.

3. If a retirement gratuity is payable upon the death of the employee, the gratuity shall be paid out in accordance with paragraph 2.

4. If the employee is eligible to receive a retirement gratuity, the board must provide the employee and the employee’s bargaining agent with a report, on or before May 31, 2013, that sets out the following information determined as of August 31, 2012:

i. The number of days of sick leave credits as have been accumulated by the employee.

ii. The number of years of service that are counted in determining the employee’s retirement gratuity.

iii. The rate of pay described in subparagraph 2 i.

iv. The employee’s salary.

v. The amount of the employee’s retirement gratuity, together with the calculation used to determine that amount.

vi. Any conditions that affect the employee’s eligibility to receive the retirement gratuity.

i. If the collective agreement that was in effect on August 31, 2012 or a board policy that was in effect on that date provided for a payment for such a retirement gratuity, the amount that is the lesser of,

A. the amount of the payment that would be provided under the collective agreement or board policy, calculated using the number of years of his or her service as an employee with the board as of August 31, 2012 and, if the retirement gratuity is in the form of sick leave credits, using the number of days of sick leave credits accumulated by the employee as of August 31, 2012, and

B. the amount calculated using the formula in subparagraph ii.

ii. In any other case, the amount calculated using the formula,

(X/30) × (Y/200) × (Z/10)

in which,

“X” is the number of years of his or her service as an employee with the board as of August 31, 2012,

“Y” is the lesser of 200 and the number of days of sick leave credits accumulated by the employee as of August 31, 2012, and

“Z” is the employee’s salary as of August 31, 2012.

7. The employee’s entitlement to maternity benefits is as follows:

i. The employee is only entitled to maternity benefits if at least one of the following conditions is satisfied:

A. The employee is in a class of employees that, on August 31, 2012, was entitled to accumulate unused sick leave credits.

B. The employee is filling a long-term assignment.

ii. Maternity benefits shall be paid for six weeks of the employee’s maternity leave.

iv. Despite subparagraph ii, an employee filling a long-term assignment is not entitled to be paid for maternity benefits after the last day of the long-term assignment.

v. Despite subparagraphs ii, iii and iv, if, on August 31, 2012, the maternity benefits that the class of employees was entitled to receive were greater than the benefits set out in those subparagraphs, the employee is eligible to receive those benefits.

8. The employee’s entitlement to receive an amount to top up benefits that he or she is entitled to under the Workplace Safety and Insurance Act, 1997 is as follows:

ii. The top-up amount shall be paid for a maximum of four years and six months.

iii. The top-up amount shall be paid at a rate determined in accordance with the collective agreement in effect on August 31, 2012 or, if the collective agreement did not provide for the top up, in accordance with a board policy in effect on August 31, 2012.

iv. For the purposes of the 2012-2013 fiscal year, an employee is not entitled to receive a top-up amount under this section if,

A. on August 31, 2012, the employee was eligible to receive benefits under the Workplace Safety and Insurance Act, 1997, and

B. as of September 1, 2012, the employee had no unused sick leave credits that were provided in previous fiscal years.

9. If the employee is an occasional teacher or a continuing education teacher, within the meaning of the Education Act, the following apply:

i. The employee is not required to take an unpaid day of leave in the 2013-2014 school year.

ii. Paragraphs 2 to 6 of subsection (2) apply.

10. While the collective agreement is in effect, neither the board nor the employee bargaining agent can ask, or permit, an arbitrator or arbitration board to do any of the following things:

i. To inquire into or make a decision on whether a provision of the Act, a regulation or an order made under subsection 9 (2) of the Act is constitutionally valid.

ii. To question or review terms and conditions included in the collective agreement under or by virtue of the Act, except as provided by those terms or conditions.

However, for greater certainty, these restrictions do not affect the capacity of the board or the employee bargaining agent to bring or maintain a proceeding before a court in respect of those matters. O. Reg. 2/13, s. 3 (1); O. Reg. 12/13, s. 2 (1-6).

(2) The following are also prescribed as terms for the purposes referred to in subsection (1), except in respect of a collective agreement between a board and a designated bargaining agent for a teachers’ bargaining unit, as those terms are defined in subsection 277.1 (1) of the Education Act:

1. If the collective agreement provides for movement on the salary grid, the employee must take one unpaid day of leave on a professional activity day in the 2013-2014 school year.

2. The following rules apply if, during a fiscal year, the employee’s period of employment is the same as the school year:

i. If the collective agreement provides for movement on the salary grid on the first school day of the school year, the movement will occur on the 97th school day of the school year.

ii. If the collective agreement provides for movement on the salary grid on the anniversary of the first day the employee was employed by the board, the movement will occur on the 97th school day after that day.

iii. If the collective agreement provides for movement on the salary grid when the employee earns additional qualifications, the movement will occur on the 97th school day after the day specified in the collective agreement for that purpose.

iv. If the collective agreement provides for movement on the salary grid on a day (the “designated day”) other than the first school day of the school year, the anniversary of the first day the employee was employed by the board or the day specified in connection with the employee’s additional qualifications, the movement will occur on the 97th school day after the designated day.

v. If the contract provides for movement more than once in a fiscal year, the movement will occur on the day determined under paragraph 6.

3. The following rules apply if, during a fiscal year, the employee’s period of employment is not the same as the school year:

i. Postponement period: For the purposes of subparagraphs ii, iii, iv and v, the employee’s postponement period is the number of days calculated by dividing by two the number of days in the employee’s period of employment during the fiscal year. If this calculation results in a number that includes a fraction of a day, increase this number of days to the next highest whole number.

ii. If the collective agreement provides for movement on the salary grid on the first school day of the school year, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the first school day of the school year.

iii. If the collective agreement provides for movement on the salary grid on the anniversary of the first day the employee was employed by the board, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the anniversary of the first day the employee was employed by the board.

iv. If the collective agreement provides for movement on the salary grid when the employee earns additional qualifications, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the day specified in the collective agreement for the purpose of movement on the grid when the employee earns the additional qualifications.

v. If the collective agreement provides for movement on the salary grid on a day (the “designated day”) other than the first school day of the school year, the anniversary of the first day the employee was employed by the board or the day specified in connection with the employee’s additional qualifications, the movement will occur on the day after the postponement period expires. For the purposes of this subparagraph, the postponement period commences on the designated day.

vi. If the collective agreement provides for movement more than once in a fiscal year, the movement will occur on the day determined under paragraph 6.

4. However, paragraphs 2 and 3 do not apply with respect to board employees who are represented by an employee bargaining agent that is a party to either of the following memoranda of understanding:

i. “Memorandum of Understanding Between Association of Professional Student Services Personnel (APSSP) and the Ministry of Education”, dated July 30, 2012.

ii. “Memorandum of Understanding Between the Ministry of Education and Halton District Educational Assistants Association; Educational Assistants Association of the Waterloo Region District School Board; Dufferin-Peel Educational Resource Workers’ Association; and Association des enseignantes et des enseignants franco-ontariens (AEFO)”, dated August 31, 2012.

5. Revoked: O. Reg. 12/13, s. 2 (7).

6. If the collective agreement provides for movement on the salary grid more than once in a fiscal year, each movement will occur on the day that is the number of months determined using the following formula after the day specified in the collective agreement:

A/(1 + B)

in which,

“A” is the number of months that the employee is scheduled to work in the fiscal year, without deducting vacation days or statutory holidays, and

“B” is the number of times in the fiscal year that movement on the salary grid is provided for in the collective agreement.

7. If the collective agreement provides for movement on the salary grid, the employee shall be paid the amount, if any, determined in accordance with the following rules, and the amount is payable on the last day of the restraint period:

iv. Amount of payment: If the percentage calculated under subparagraph iii is greater than 50 per cent, the amount payable to the employee under this paragraph is calculated using the formula,

(C − D) × E

in which,

“C” is the percentage calculated under subparagraph iii,

“D” is 50 per cent, and

“E” is the amount of the potential salary increase calculated under subparagraph ii.

v. No payment: If the percentage calculated under subparagraph iii is 50 per cent or less, no amount is payable to the employee under this paragraph. O. Reg. 2/13, s. 3 (2); O. Reg. 12/13, s. 2 (7-9).

(3) For the purposes of paragraph 3 of subsection 4 (1) of the Act, the following is prescribed as a term that is to be included in a collective agreement between a board listed in subsection (4) and an employee bargaining agent:

1. It is a condition of eligibility to receive a sick leave credit gratuity that the employee have 10 years of service with the board. O. Reg. 2/13, s. 3 (3).

(4) The boards referred to in subsection (3) are the following:

1. Near North District School Board.

2. Avon Maitland District School Board.

3. Hamilton-Wentworth District School Board.

4. Huron Perth Catholic District School Board.

5. Peterborough Victoria Northumberland and Clarington Catholic District School Board.

6. Hamilton-Wentworth Catholic District School Board.

7. Waterloo Catholic District School Board. O. Reg. 2/13, s. 3 (4); O. Reg. 12/13, s. 2 (10).

(5) If, on August 31, 2012, a collective agreement between a board and an employee bargaining agent for a bargaining unit did not provide for sick leave, a collective agreement between those parties for that bargaining unit is exempt from the application of subsection 4 (1) of the Act to the extent that it requires terms to be included in the collective agreement that provide for sick leave. O. Reg. 2/13, s. 3 (5).

(6) For the purposes of subparagraphs 2 i and ii of subsection 4 (1) of the Act, a collective agreement between a board and an employee bargaining agent, other than a designated bargaining agent for a teachers’ bargaining unit, is exempt from the requirement that terms be included in the collective agreement that are substantially similar or substantively identical to the terms set out under the heading “Long Term Disability (LTD) Plans” in the “Memorandum of Understanding between the Ministry of Education and the Ontario English Catholic Teachers’ Association (OECTA)”, dated July 5, 2012. O. Reg. 2/13, s. 3 (6).

(7) For the purposes of subparagraph 2 ii of subsection 4 (1) of the Act, the “Memorandum of Understanding between the Ministry of Education and the Ontario English Catholic Teachers’ Association (OECTA)”, dated July 5, 2012, is modified as follows:

1. The requirement that the third party adjudication process set out in the appendix to the Memorandum of Understanding be used for the purposes set out under the heading “Short Term Leave and Disability Plan (STLDP)” shall instead be a requirement that either the adjudication process set out in the appendix to the Memorandum of Understanding or the adjudication process used by the board on August 31, 2012 be used for those purposes. O. Reg. 2/13, s. 3 (7).

(7.1) For the purposes of subparagraph 2 ii of subsection 4 (1) of the Act, in respect of a collective agreement between a board and a bargaining unit represented by the Canadian Union of Public Employees, the following apply:

1. To the extent that they apply to employees other than teachers, the terms set out under the heading “G. Unpaid Leave Days” in the “Memorandum of Understanding between the Ministry of Education and the Ontario English Catholic Teachers’ Association (OECTA)”, dated July 5, 2012, are replaced by,

i. the terms set out under the heading “N. Offsetting Measures” in the “Memorandum of Understanding between the Ministry of Education and Canadian Union of Public Employees — Ontario School Board Coordinating Committee”, dated December 31, 2012, and

ii. the terms set out under the heading “O. Reconciliation” in the Memorandum of Understanding referred to in subparagraph i.

2. The collective agreement shall contain the provision set out under the heading “M. Letter of Understanding — Job Security” in the Memorandum of Understanding referred to in subparagraph 1 i. O. Reg. 12/13, s. 2 (11).

(8) For the purposes of subparagraph 2 i of subsection 4 (1) of the Act, the “Memorandum of Understanding between Association of Professional Student Services Personnel (APSSP) and the Ministry of Education”, dated July 30, 2012, is modified as follows:

1. The requirement that employees take three unpaid days of leave on professional activity days in the 2013-2014 school year, as set out in paragraph 1 under the heading “G. Unpaid Leave Days” in the Memorandum of Understanding, shall instead be a requirement that employees take one unpaid day of leave on a professional activity day in that year.

2. The employees shall take the unpaid day of leave on one of the dates set out in paragraph 1 under the heading “G. Unpaid Leave Days” in the Memorandum of Understanding. O. Reg. 2/13, s. 3 (8).

(9) For the purposes of subparagraph 2 ii of subsection 4 (1) of the Act, in respect of a collective agreement between the Upper Grand District School Board and a designated bargaining agent for a teachers’ bargaining unit, the following apply:

1. To the extent that they apply to teachers, the terms set out under the heading “G. Unpaid Leave Days” in the “Memorandum of Understanding between the Ministry of Education and the Ontario English Catholic Teachers’ Association (OECTA)”, dated July 5, 2012, are replaced by the terms described in paragraph 2.

2. The terms referred to in paragraph 1 are the terms set out under the headings “K. Voluntary Unpaid Leave of Absence Program”, “P. Offsetting Measures” and “Q. Reconciliation” in the document entitled “Memorandum of Understanding Between Upper Grand District School Board and Ontario Secondary School Teachers’ Federation District 19 Teachers’ Bargaining Unit”, dated November 17, 2012. O. Reg. 2/13, s. 3 (9).

Special rules and exemptions, bargaining units of early childhood educators

3.1 (1) This section applies with respect to a collective agreement between any of the following boards and an employee bargaining agent for a bargaining unit of employees who are early childhood educators within the meaning of the Education Act, and with respect to those boards, employee bargaining agents and employees:

1. Durham Catholic District School Board.

2. Durham District School Board.

3. Trillium Lakelands District School Board.

4. Waterloo Region District School Board. O. Reg. 12/13, s. 3.

(2) The restraint period ends on August 31, 2013 for employees of a board listed in subsection (1) who are in a bargaining unit of early childhood educators. O. Reg. 12/13, s. 3.

(3) Sections 7 and 8 of the Act do not apply with respect to a collective agreement that expired on August 31, 2012. O. Reg. 12/13, s. 3.

(4) Subsections 6 (1) and (2) of the Act do not apply with respect to a collective agreement that is settled or imposed on or after January 2, 2013. O. Reg. 12/13, s. 3.

(5) The following are prescribed as terms that are to be included in every collective agreement that is settled or imposed on or after January 2, 2013:

1. The employee must take one unpaid day of leave on a professional activity day in the 2012-2013 school year. O. Reg. 12/13, s. 3.

(6) For greater certainty, the terms prescribed in subsection (5) are prescribed for the purposes of subparagraph 2 ii of subsection 4 (1) of the Act as terms that modify or replace terms set out in the “Memorandum of Understanding between the Ministry of Education and the Ontario English Catholic Teachers’ Association (OECTA)”, dated July 5, 2012. O. Reg. 12/13, s. 3.

Exemptions, certain employees of Durham District School Board

3.2 (1) This section applies with respect to a collective agreement between Durham District School Board and the Canadian Union of Public Employees for a bargaining unit of employees who are employed in the board’s Continuing Education Department, and with respect to that board, that employee bargaining agent and those employees. O. Reg. 12/13, s. 3.

(2) The restraint period ends on August 31, 2014 for the employees in the bargaining unit of employees in the Continuing Education Department. O. Reg. 12/13, s. 3.

(3) Subsections 6 (1) and (2) of the Act do not apply with respect to a collective agreement that is settled or imposed on or after January 2, 2013. O. Reg. 12/13, s. 3.

Exemption, construction industry

4. The Act does not apply in respect of a provincial agreement within the meaning of subsection 151 (1) of the Labour Relations Act, 1995. O. Reg. 2/13, s. 4.

Miscellaneous

Deemed receipt of collective agreements

5. (1) The Minister is deemed to have received the collective agreement required by subsection 8 (2) of the Act on,

(a) the third day after the day it was mailed, if delivered by mail;

(b) the day after the day it was emailed or faxed, if delivered by email or fax; or

(2) For the purposes of subsection (1), a collective agreement that is delivered on a Saturday, Sunday or public holiday or on any other day after 5 p.m. is deemed to have been delivered on the next day that is not a Saturday, Sunday or public holiday. O. Reg. 2/13, s. 5 (2).

(3) For greater certainty, the collective agreement referred to in subsection (1) includes a collective agreement that is considered to have been settled, as described in subsection 1 (6) of the Act. O. Reg. 2/13, s. 5 (3).

6. Omitted (provides for coming into force of provisions of this Regulation). O. Reg. 2/13, s. 6.

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O. Reg. 2/13: GENERAL

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