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QPAT Negotiations Bulletin 8
Agreement & Decree Comparison
QPAT Negotiations Bulletin 18
Law 142 / Loi 142
Jean Charest's Report Card
The Heart of our Demand
QPAT Negotiations Bulletin 1
QPAT Negotiations Bulletin 2
QPAT Negotiations Bulletin 3
QPAT Negotiations Bulletin 4
QPAT Negotiations Bulletin 5
QPAT Negotiations Bulletin 6
QPAT Negotiations Bulletin 7
QPAT Negotiations Bulletin 8
QPAT Negotiations Bulletin 9
QPAT Negotiations Bulletin 10
QPAT Negotiations Bulletin 11
QPAT Negotiations Bulletin 12
QPAT Negotiations Bulletin 13
QPAT Negotiations Bulletin 14
QPAT Negotiations Bulletin 15
QPAT Negotiations Bulletin 16
QPAT Negotiations Bulletin October 26, 2005 Part One
QPAT Negotiations Bulletin October 26, 2005 Part Two
QPAT Negotiations Bulletin October 26, 2005 Part Three
QPAT Negotiations Bulletin October 26, 2005 Part Four
Mise à jour sur la négociation (section un)
Mise à jour sur la négociation (section deux)
Mise à jour sur la négociation (section trois)
Mise à jour sur la négociation (section quatre)
QPAT Negotiations Bulletin 17
Modified Action Plan
Plan d'action modifié
November 14 Voting Results
QESBA Press Release
New Name for Ministry of Education
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The Quebec Electoral Map


April 2005  / Volume 8


The Liberal government has been in power for two years in Quebec. How are they doing? If recent approval ratings are any indication – abysmally! They seem to be stumbling from crisis to crisis. Their accomplishments are mostly of the “backtracking” and “putting out brushfires” variety. Their failures are worse.


They promised that education would be a priority. How have they done so far? Let’s look at the facts.


The central table has neither met nor received any offers. This means no salary offers have been made.  In fact, there have been no monetary offers at all, except for the 12% over six years hinted at previously. Remember that this 12% was meant to include ALL monetary items. Salary increases, pension improvements and the salary equity settlement would ALL be shoehorned into this 12%!


At the sectorial tables, meetings have been held regularly. The employer group has introduced a new strategy. We are presented with three or four “hypotheses” for each item of contention and told to choose one. In every case, these “hypotheses” represent a serious erosion of our hard-won existing contractual rights. If no “hypothesis” is chosen by the union side, we are warned that the employer group will arbitrarily chose one such “hypothesis”. This is then deposited as text and is, at that point, “set in concrete”.


Here is an example: the 50 km rule on relocation of teachers on availability. In the employer’s version of reality, this restriction will cease to exist in a teacher’s second year of availability and result in transfers far beyond the existing limits. Also, a teacher on availability will face compulsory retraining at the whim of the school board.


Current working conditions will be further eroded by changes to clauses on remuneration for substitute teachers and new rules for deducting salary in cases of absences of less than one day. Substitutes, part-time teachers and hourly paid teachers will require a full 200 days worth of service in order to accrue a year of experience. This is a dramatic setback from the current contract.


We have been consistently told that the employer seeks increased flexibility in order to empower the teachers. Yet, in every case where text has been presented, we face erosion of existing working conditions and rights. We shudder to think of what “offers” might be lurking in the contentious sections of the contract dealing with special needs students.






Better working conditions for teachers = better learning conditions for students!

The ATA Supports Quality Public Education
in the Eastern Townships