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QPAT Negotiations Bulletin October 26, 2005 Part Two
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
Contact Us
Contact Claude Bachand
Contact Daniel Bouchard
Contact Claude Boucher
Contact Bernard Brodeur
Contact Jean Charest
Contact Jean-Marc Fournier
Contact Monique Gagnon-Tremblay
Contact Normand Jutras
Contact Pierre Paradis
Contact Pierre Reid
Contact Jean Rioux
Contact Yvon Vallieres
The Quebec Electoral Map

What has been agreed to so far?


The table below summarizes the areas where agreement had been reached as of October 13th, by topic, agreement, and where appropriate, explanatory comment.





Salary insurance benefits in the first year


Increase from 70% to 75% of salary.

An improvement, which is linked to the next item, a concern for management.

Qualification for new disability period

An increased waiting period to qualify for a new period of disability. The new waiting period is 32 days instead of 22 days for disability absences of 3 months or more.  The 32 days exclude professional days and exam days at the end of the year.

This new waiting period is mainly to prevent teachers from returning to work at the end of the year, particularly at the high school level, during exams and professional days, and being able to start a new period of disability without teaching for very many days. 

Gradual return to work

The timelines (12 weeks before starting the measure and 12 weeks’ maximum duration) can be modified by agreement between the teacher and the board.

An improvement over the previously rigid adherence to timelines for a gradual return to work, which can be of benefit for some people returning from an illness.

Pay for teacher substituting for a part-time teacher for 20 days or more

Teachers will be paid on scale salary after 20 days when replacing a part-time teacher.

An improvement over previous provisions which did not cover this situation.

End of part-time contracts

June 30 for all contracts of 100 or more days in the case of contracts to complete a school year  – unless local parties agree to use status quo provisions.

Current provisions have allowed school boards to end teachers’ replacement contracts on the last pupil day – this is an improvement.

School level arrangements on modified working conditions

Changes require teachers’ consensus.

There are a limited number of topics subject to modifications.

The definition of “consensus” must be agreed to between the union and board.

Previously, any such arrangement had to be submitted to board and union for acceptance.

Professional improvement funding

The amount per teacher per year is increased from $160 to $240 for the adult and youth sectors, and is increased from $200 to $300 for the vocational sector.

These amounts had not increased for a number of years, so were overdue for an adjustment.  







Seniority for part-time and by-the-lesson teachers


There is a delay of 24 months without working (rather than 12) before teachers lose the seniority acquired.

This improves the protection for teachers who may not get work, but whose seniority will remain intact for two years.

Split or multi-grade classes

·         There must be consultation with the local union.

·         There are improved class sizes when there are 3 levels in the class.

·         A budget is provided for materials/support.

·         A protocol clause excludes Kindergarten and limits the split to a single cycle.

·         A provincial committee to study the issue will be established.

The union will be able to make suggestions on better and/or different organization models.


These are some improvements for a growing problem of split and multi-grade classes.

Reduced class sizes in K and cycle I

The provisions of the appendix on school success which reduce class sizes in K and cycle I have been extended for the duration of the upcoming agreement.

This is an important step in eventually making these temporary measures into permanent class sizes.

Kindergarten progressive entry

There is a minimum guarantee of 2 days of progressive entry, which can be applied on a school-by-school basis.

Progressive entry is finally recognized in the provincial agreement.  No board can argue that the Régime pédagogique prohibits this practice.

Adult/vocational education:  seniority 


There is protection of seniority when the teacher becomes hourly-paid.

Currently, part-time teachers lose all accumulated seniority if, in a given year, they only get hourly-paid work.

Adult education    professional days

This is increased to 24 hours (presently

12 hours).

This translates into a minimum of 6 days instead of the current 3 days.

Adult education: guarantee of full-time contracts


School boards have an obligation to maintain at least that number of regular positions that had been granted as of June 2003.

This is a major improvement over the management objective of abolishing its obligation to maintain any regular positions.

Vocational education:  guarantee of full-time contracts

The practical effect is the same as in adult education: a maintenance of 2003 hiring levels.

This is an improvement over the management objective of abolishing its obligation to maintain any regular positions.




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