MEMBER SERVICES

 

• Keys
• Emergency Procedures
• First Aid Contact
• Map of School
• Names of Union Reps
• Safety plans and/or IEPs
• Supervision Schedule, if applicable
• Cell phone policy, if applicable
• Special or Mandatory Event (i.e.: Assemblies or drills)

Occasionally, teachers are disciplined by their employer. The VSTA is here to ensure that a fair process is followed and that you have union representation every step of the way. At the school level, Staff Reps are available to support you if an administrator asks to speak to you about your teaching performance. If a Staff Rep has not been invited to meet with you and the administrator, it is your right to ask for one. Please reach out to the VSTA immediately if an administrator has asked to speak to you and it has felt disciplinary.

If you are contacted by an administrator, the RCMP, or Family Services regarding allegations against you:

• Do not consent to or participate in an interview that could be, or is, disciplinary without a union representative.
• Do not make a statement to anyone regarding allegations or charges; instead say “I am willing to cooperate, but I am unable to do so until I can contact the VSTA or the BCTF.”

If a complaint is made against you to the Teacher Regulation Branch, the BCTF provides legal assistance. The VSTA is here to support you in this process.

FAQ – Employment Insurance Regular Benefit and TTOCs

Q: How much do I earn on EI?
A:  We cannot tell you exactly how much you will receive. However, the basic rate for calculating EI benefits is 55% of your average insurable earnings with maximum insurable earnings set at $56,300. In 2021, the maximum EI payment is $595 per week or $1,190 bi-weekly.

Q:  What doesn’t EI cover?
A:  EI does not pay extended health or dental premiums, Teachers Pension Plan, or other entitlements.

Q:  Do I need a copy of my Record of Employment to apply for EI?
A:  No, you do not need a copy of your ROE to complete the application.

Q:  Can a member on an active EI claim continue to work?
A:  Yes, a TTOC on an employment insurance claim may continue working. You can keep 50 cents of your benefits for every dollar you earn, up to 90 percent of your previous weekly earnings. Above this cap, your EI benefits are deducted dollar-for-dollar. If you work a full work week, regardless of how much you earn, you will not be eligible to receive EI benefits for that week.

Q:  Are TTOCs who have a part-time contract eligible for EI?
A:  If you have a part-time contract and also work as a TTOC, you may be eligible for EI regular benefits if you have 700 EI insurable hours (~77 full days of employment as a teacher) when you have no work in your position as a TTOC. The amount of your benefit would be impacted by the FTE of your part-time contract.

Q:  Are TTOCs who have not worked 700 hours of EI insurable employment in the previous 52 weeks eligible for EI Regular Benefits?
A:  TTOCs are not be eligible for EI Regular Benefits if they have not worked 700 hours in the previous 52 weeks. However, you may be eligible for EI Sickness Benefits or the new Canada Emergency Response Benefit (CERB).

Q:  Can TTOCs apply to EI if they are sick or injured?
A:  Yes, TTOCs may apply for EI Sickness Benefit if they are ill and unable to work because of sickness, injury or quarantine. To qualify for EI Sickness Benefit members must:

• Have a reduction of more than 40% in regular weekly earnings.
• Have 600 hours of EI insurable employment in the previous 52 weeks from all employment.

*The information on this page is intended to be used only as a guide. The federal government sets the rules, eligibility, and amounts regarding Employment Insurance applications.

• Try to arrive at least 15 minutes in advance of the first bell.
• Check in at the office for information and keys.
• Orient yourself to the building and introduce yourself to staff. Find the medical room, staff room, gym, fire exits and emergency procedures manual. Ask for a safe place to store your valuables (purse, wallet).
• Locate the teacher’s daybook and go over the day’s lesson plan.
• Verify the absentee procedures with the office, telephone slips (where used), materials (text and worksheets), and seating plan.
• Find the copy machine code, teacher supply room, and supervision schedule.
• Run off any material needed.
• Put up any board work assignments.
• Write your name on the board (and a special message/greeting if you wish).
• If audio-visual material is to be used during a lesson, double check to make sure the necessary equipment has been signed out at the school and that it works.
• Plan your introduction. Check on class opening exercises. If there are uncertainties about directions or you have questions about materials, ask a neighbouring teacher.
• Ask about attending meetings (staff, committees).
• Ask about medical alert, custody orders, medical order and anything that might impact the health and safety of students and staff.
• Taking Attendance:  The office should provide a School Board supplied iPad.  If not, take attendance and deliver it to the administration.   DO NOT leave for the teacher to do upon return. Please contact VSTA if there is a problem. Link to My Education BC (https://www.myeducation.gov.bc.ca/aspen/logon.do)
• Leave a detailed history of the day.
• Mark the day’s work and leave a plan for the next day.

 

Other responsibilities

Make sure you know the following procedures prior to starting your day. In a crisis, you may not have the time.

• Any injuries or medical emergencies must be reported to the administrator immediately.
• Follow-up on any student sent to the office.
• If a student appears to be seriously injured, do not move him/her.
• Students who indicate they are ill and wish to go home during the day must be approval from the office.

 

Fire drills of emergencies

• Check the fire/drill regulations for the classroom.
• Remember to carry the class list with you during an alarm.
• Take the class outside.
• When outside, account for all students.
• Remain outside until the all-clear signal is given.

ARTICLE B.2  TEACHER TEACHING ON CALL PAY & BENEFITS
1.	The employer will ensure compliance with vacation provisions under the Employment Standards Act in respect of the payment of vacation pay.
2.	For the purposes of Employment Insurance, the employer shall report for a teacher teaching on call, the same number of hours worked as would be reported for a day worked by a teacher on a continuing contract.
3.	A teacher teaching on call shall be entitled to the mileage/kilometre allowance, rate or other payment for transportation costs, as defined by the Collective Agreement, for which the employee he/she is replacing is entitled to claim.
4.	Teachers teaching on call shall be eligible, subject to plan limitations, to participate in the benefit plans in the Collective Agreement, provided that they pay the full cost of benefit premiums.
5.	Teachers teaching on call shall be paid an additional compensation of $3 ($11 effective July 1, 2016) over daily rate in lieu of benefits. This benefit will be prorated for part days worked but in no case will be less than $1.50 ($5.50 effective July 1, 2016). Any and all provisions in the Previous Collective Agreement that provided additional or superior provisions in respect of payment in lieu of benefits shall remain part of the Collective Agreement. [See B.2.7 below for work beyond 4 days in the same assignments in SD 39.]
6.	Rate of Pay:
	a.	An Employee who is employed as a teacher teaching on call shall be paid 1/189 of his/her category classification and experience, to a maximum of the rate at Category 5 Step 7, for each full day worked.
	b.	Effective July 1, 2016, an Employee who is employed as a teacher teaching on call shall be paid 1/189 of his/her category classification and experience, to a maximum of the rate at Category 5 Step 8, for each full day worked.
Local Provisions
7.	Teachers teaching on call
	a.	Pay in lieu of Benefits:
		i.	On the fifth (5th) and every subsequent consecutive working day on any one (1) assignment, employees who are employed as teachers teaching on call shall be compensated in lieu of benefits by adding a premium of ten per cent (10%) of 1/189th of that employee’s salary scale placement.
	b.	The above rates shall be increased on each and every occasion that the Category 6 Master’s Maximum is increased and by the same percentage.
	c.	Teachers teaching on call on call will receive payment September 30 for all days worked up to and including the ninth (9th) working day of that school year. In the remaining months of the school year teachers teaching on call will receive payment on the fifteenth (15th) day of each month for all days worked between the fifteenth (15th) and last school day of the previous month and on the last school day of each month for all days worked since the preceding payment, up to and including the fifteenth (15th) calendar day of that month. Payment for days worked after June 15 shall be made by July 15.
	d.	The minimum assignment for a teacher teaching on call shall be one-half (1/2) day.
	e.	A teacher teaching on call called in to an assignment for the entire school day in a school on a modified schedule shall be paid for a full day.
	f.	Teachers teaching on call for part-time employees shall be paid on a pro-rated basis on the above rates for the percentage of hours during a working day.
	g.	A working day for the purpose of this section shall mean a day, or part of a day for those substituting for part-time employees, of attendance for instruction in the classroom.
	h.	Non-instructional days shall be counted and paid for only from the fifth (5th) and subsequent consecutive working days on any one (1) assignment; notwithstanding the generality of the foregoing, a teacher teaching on call may request or be requested to attend a non- instructional day prior to the fifth (5th) working day in which case the day shall be paid for and counted as a working day when such permission has been granted. Service shall not be considered broken by a non-instructional day.
	i.	A teacher teaching on call shall be paid a full day’s wage if called by the substitutes’ office for a full day.
	j.	In the event that a teacher teaching on call’s assignment is interrupted by the return of an employee who subsequently is absent for the same reason within two (2) working days, the teacher teaching on call shall be reassigned and the assignment shall proceed as if it had  not been broken for purposes of salary or bonuses which depend on the length of assignment.
	k.	i.	For a teacher teaching on call, each one hundred and eighty (180) aggregate days of employment with the Board over a period of three (3) years, or each one hundred and sixty (160) days of continuous employment in the same Board assignment, shall credit the employee with one (1) year of experience for purposes of placement on the salary scale. Note: Effective September 17, 2014, Article B.2.7.k.i is replaced by Article C.4 Teacher Teaching on Call Employment. See also Letter of Understanding No. 16.
		ii.	Further, effective 1990 September 01 and not retroactive, employees who attain one hundred and eighty (180) aggregate days during the three (3) year period will not have their movement to the next step prepaid in accordance with Article B.28.1. When such employees move to a contracted position, they may at that time receive a prepaid step in accordance with Article B.28.1. if, during the contract, they would attain a higher step in accordance with Article B.27.l.i.Note: Effective September 17, 2014, Article B.2.7.k.ii is replaced by Article C.4 Teacher Teaching on Call Employment.  See also Letter of Understanding No. 16.

The Workers Compensation Act and the Occupational Health and Safety Regulation (OH&SR) are designed to protect workers by preventing workplace injury and disease. Teachers on call are entitled to the full protection of the act and the OH&SR. However, such rights are hollow unless they are fully exercised.

Here are some tips to help you get the most from your health & safety rights:

• When you arrive at a school, ask for the name of the VSTA representative on the school’s health and safety committee. If you have any health and safety questions or concerns, speak with the representative.
• Find out the name of the person who is the designated first aid attendant.
  Ensure that you have been provided with a copy of the school’s emergency plan, including routes for evacuation and assembly areas.
• Ask if any of the students in the class you will be working with have a history of violence. If there is such a student, ask for and become familiar with the student’s safety plan.
• Do not leave any food or drink unattended where it could be tampered with.
  If you suffer an injury at work, no matter how minor, advise the principal, vice principal, or first aid attendant immediately. Fill out a WorkSafeBC Form 6A [PDF] and make two copies. Keep one copy for yourself, send one to the VSTA office, and give the original to the principal or vice principal. See your doctor and be sure to tell the doctor that the injury happened at work. If you want advice about your claim, or if you receive a letter from WorkSafeBC denying your claim, immediately contact the WCB Advocate at BCTF, at 604-871-1890.
• Report any incidents of violence or threats of violence to the principal or vice principal. If the incident of violence or threat of violence is directed at you, treat the incident the same way as you treat an injury at work.
• Know that you have the right to refuse unsafe work. If you find yourself in any situation that you believe presents a risk of injury to yourself or any other person, remove students from the risk and advise the principal that you are refusing unsafe work. You should then contact the staff representative or VSTA health and safety representative for advice and support.
• Ask the VSTA to arrange for a presentation of the BCTF workshop “Raising Health and Safety Awareness”, which can be presented at TOC meetings.

ARTICLE E.21  POSTING AND FILLING VACANCIES

1.	In this Article, “vacancy” shall be defined as a position which the Board intends to fill and has not filled through a reassignment. Such vacancy may be:
	a.	A newly created position; or
	b.	An existing position, vacated by an incumbent on a continuing contract.
2.	When the Board becomes aware that a position will be vacant for longer than three (3) consecutive months in a school year it shall immediately post the position for seven (7) calendar days at the Union and Area Offices and concurrently at all worksites. Each posting shall describe the term, general nature and location of the assignment(s) and shall include the process and deadline for application.
3.	Employees may apply for posted positions on the following basis:
	a.	Candidacy for positions which will be vacant for one (1) year or longer shall be open to all employees in the District, subject to the provision of Clause 18. below.
	b.	Candidacy for positions which will be vacant for more than three (3) consecutive months in a school year shall be open only to employees returning from leave, teachers teaching on call, and employees holding positions which will terminate prior to the starting date of the posted position. If no qualified applicant applies, the Board may hire from outside the District.
4.	Other than for Clause 3.b above, applicants will be interviewed and offered positions in the following order:
	Category (A)		Principals/Vice-Principals returning to teaching, those returning from VTF, BCTF and C.T.F. leave, subject to the provisions of Article G.21.30.f.
	Category (B)		Board-initiated transfers, employees surplus to a school, employees committed to a transfer, employees returning from leave except for sick leave as outlined in Article G.20.4.a.ii., or part-time employees seeking full-time assignment.
	Category (C)		Employees with continuing contracts other than those mentioned in Clauses a. and b. above.
	Category (D)		Employees on the recall list.
	Category (E)		Employees on temporary contract who are recommended for retention in the District by their Principal/Vice-Principal/Supervisor.
	Category (F)		Employees hired by the Board.
5.	An outside applicant maintains his/her category (F) status pursuant to Article E.21.4. until the applicant’s continuing assignment begins.
6.	Applicants from a lower priority group will not be interviewed unless there is no applicant from a higher group who meets the requirements for the position as listed in the posting.
7.	It is understood the vacancy may be modified prior to posting as the result of reorganization within the school. It is also understood the vacancy being filled may be modified prior to filling due to enrolment/program changes.
8.	Employees who are working as and wish to transfer as a job-share team shall be permitted to apply and transfer as a team.
9.	In each of the groups defined in Clause 4. above, when two (2) or more employees have relatively equal qualifications (including teaching experience and suitability to the particular position), the position shall be offered to theapplicant with the greater/greatest seniority. In the case of employees applying as a team, the seniority shall be calculated by averaging the partners’ seniority.
10.	By February 15 each year the process and time deadlines for voluntary employee transfers will be published in the bulletin.
11.	Employees will be given the opportunity to be interviewed by a Human Resources Manager concerning their goals and qualifications.
12.	Subsequent to the interview referred to in Clause 11. above, an employee who commits to a transfer shall inform the Human Resources Division in writing by March 15 of each school year. His/her position will then be considered vacant for the purpose of posting.
13.	An employee committed to a transfer as referred to in Article E.21.4. shall not be permitted, in the same school year, to apply back to his/her former position or to essentially the same position as the employee’s former position at his/her previous worksite.
14.	Interviews will be conducted by a committee composed of the administrator(s) and employee(s) from the staff of the school.
15.	Offers made will be accepted or rejected within twenty-four (24) hours. An employee who has accepted a position shall not be eligible to participate in this process until the subsequent school year without the agreement of the Associate Superintendent – Human Resources or designate.
16.	The Board will endeavour to inform all applicants who were interviewed within one (1) working day of the position having been filled. All applicants shall be so informed within two (2) working days. A Principal/Vice-Principal shall, upon request, provide verbal reasons for the committee’s decision to any unsuccessful applicants.
17.	After June 15 of each school year, all placements will be made and individuals informed of such by the Human Resources Division. For individuals who do not have an assignment, the provisions of Clause 4. above shall apply.
18.	When a permanent vacancy as defined in Clause 1. above is posted during the school year, the successful applicant shall fill the position at the beginning of the next school year. With the approval of the Associate Superintendent – Human Resources, for educationally sound reasons, the position may be filled either immediately or at the next natural break as determined by the parties.

 

ARTICLE C.21
3.	Professional Development To the extent that space is available, teachers teaching on call shall be permitted to participate in professional development activities offered by the Board. Participation will be unpaid, unless specifically authorized otherwise by the Board.

ARTICLE B.2.7 Local Provisions
7.	Teachers teaching on call
	a.	Pay in lieu of Benefits:
		i.	On the fifth (5th) and every subsequent consecutive working day on any one (1) assignment, employees who are employed as teachers teaching on call shall be compensated in lieu of benefits by adding a premium of ten per cent (10%) of 1/189th of that employee’s salary scale placement.
	b.	The above rates shall be increased on each and every occasion that the Category 6 Master’s Maximum is increased and by the same percentage.
	c.	Teachers teaching on call on call will receive payment September 30 for all days worked up to and including the ninth (9th) working day of that school year. In the remaining months of the school year teachers teaching on call will receive payment on the fifteenth (15th) day of each month for all days worked between the fifteenth (15th) and last school day of the previous month and on the last school day of each month for all days worked since the preceding payment, up to and including the fifteenth (15th) calendar day of that month. Payment for days worked after June 15 shall be made by July 15.
	d.	The minimum assignment for a teacher teaching on call shall be one-half (1/2) day.
	e.	A teacher teaching on call called in to an assignment for the entire school day in a school on a modified schedule shall be paid for a full day.
	f.	Teachers teaching on call for part-time employees shall be paid on a pro-rated basis on the above rates for the percentage of hours during a working day.
	g.	A working day for the purpose of this section shall mean a day, or part of a day for those substituting for part-time employees, of attendance for instruction in the classroom.
	h.	Non-instructional days shall be counted and paid for only from the fifth (5th) and subsequent consecutive working days on any one (1) assignment; notwithstanding the generality of the foregoing, a teacher teaching on call may request or be requested to attend a non-instructional day prior to the fifth (5th) working day in which case the day shall be paid for and counted as a working day when such permission has been granted. Service shall not be considered broken by a non-instructional day.
	i.	A teacher teaching on call shall be paid a full day’s wage if called by the substitutes’ office for a full day.
	j.	In the event that a teacher teaching on call’s assignment is interrupted by the return of an employee who subsequently is absent for the same reason within two (2) working days, the teacher teaching on call shall be reassigned and the assignment shall proceed as if it had not been broken for purposes of salary or bonuses which depend on the length of assignment.
	k.	i.	For a teacher teaching on call, each one hundred and eighty (180) aggregate days of employment with the Board over a period of three (3) years, or each one hundred and sixty (160) days of continuous employment in the same Board assignment, shall credit the employee with one (1) year of experience for purposes of placement on the salary scale.  Note: Effective September 17, 2014, Article B.2.7.k.i is replaced by Article C.4 Teacher Teaching on Call Employment. See also Letter of Understanding No. 16.
		ii.	Further, effective 1990 September 01 and not retroactive, employees who attain one hundred and eighty (180) aggregate days during the three (3) year period will not have their movement to the next step prepaid in accordance with Article B.28.1. When such employees move to a contracted position, they may at that time receive a prepaid step in accordance with Article B.28.1. if, during the contract, they would attain a higher step in accordance with Article B.27.l.i.  Note: Effective September 17, 2014, Article B.2.7.k.ii is replaced by Article C.4 Teacher Teaching on Call Employment. See also Letter of Understanding No. 16.

BCTF Workshops for TTOCS – contact the VSTA Office to ask about free workshops available for TOCs www.bctf.ca/teachersoncall.aspx

VSTA offers up to $100/year to TTOCs for Pro-D.  This is handed out on a first come, first served basis, and the fund is at  $2000 per year.  Receipts must be submitted to the VSTA for reimbursement.  Click here for reimbursement form.

• TTOCs are entitled to the same scheduled non-instructional time as the teacher they are replacing.
• Should an TTOC be asked to cover for a different teacher during their non-instructional block, they are entitled to
• an additional 1/4 day’s pay.

A form for claiming compensatory time is available in every school office. It is completed and signed by the Principal/Vice-Principal and forwarded to the VBE, Human Resources. It is strongly recommended that all teachers and TTOCs also keep an accurate record of their lost non-instructional time. Prep time compensation can be carried forward into subsequent years.

• Compensation for teachers who have had to cover during non-instructional time form [PDF]
• Compensation for an TTOC who had to cover during non-instructional time form [PDF]

Reporting absences

• Leave a dated slip of paper for lates and absences (afternoon and morning).
• Check the roll call with the school’s absence List.
• Do not circulate a “sign-in” sheet.  Use MyEdBC and /or class list.  If attendance can’t be entered on MyEdBC, take attendance and deliver it to the administration.  DO NOT leave for the teacher to do upon return.  Please contact the VSTA if there is a problem.

Reporting on the day

• Follow as closely as possible the teacher’s normal procedures, and teach the work planned by the regular teacher.
• Make note of any deviations from or extensions to the regular day plan.
• Indicate in the daybook what work has been completed.

Marking student work

• Written work should be marked, particularly if it is objective.
• If you feel some marking cannot be done because of its complexity or subjectivity, leave it for the teacher with an accompanying note.

Report on concerns of making recommendations and/or suggestions

• When reporting, include any specific items of concern or interest. Include the names of students who were cooperative/uncooperative.
• Single out students for praise.

Planning for the next day

• Whenever possible, prepare a daybook for the next day’s work, unless directed otherwise by the teacher.
• Include comments or suggestions on following up from the day’s work and feedback for the regular teacher class and individual progress.
• Communicate with your colleague and leave your phone number.

Finishing off your day

• Allow things to wind down a few minutes early to tidy up and put things away.
• You may wish to play a game or other fun activity to finish off the day.
• Thank the students for their cooperation – you’ll tell their teacher how cooperative they were.

The Practice of Teaching – BCTF Handbook for New Teachers and TTOCs

This handbook contains information on the history of the Federation and on a variety of practical topics, such as classroom management, reporting requirements, working with parents, and sources of help for new teachers and TTOCs.

Please choose your desired format below.

• BCTF standard website layout  
• Mobile optimized layout 
• PDF format 
• En français 

BCTF Website

• Online Resource Centre provides links to teaching materials, web resources covering educational issues and electronic journals for professional research.
• TeachBC is an online resource of teaching materials, lessons, and research relevant to the K-12 BC curriculum.  The website is public and open to everyone through the generosity of BC public school teachers. Teachers and organizations can share their teaching resources or educational research by registering and uploading their materials or providing links. Anyone can browse and download the resources for classroom or professional use. Browsing is easy. Users can search by subject, grade level, resource type, title, description, language, and more.
• bctf.ca provides up-to-date information on BCTF policy, news, bargaining, teaching resources, research, links to other teacher organizations, links to other educational sites, and much more including the New Teachers’ home page, the New Teachers’ Handbook, and the TTOC page.

 

BCTF Online E-Mail Lists

• bctf-beginteach – A list to facilitate discussion among and between beginning teachers and among and between beginning teachers and experienced teachers.
• toc-contacts – A closed list for local TOC representatives.
• bctf-diversity – A forum for educators working with students with a diversity of needs in their classrooms. The forum encourages questions, comments, information, and resource sharing related to the inclusion of these students.
• bctf-e-alert – A list to alert members to new information on the BCTF website.

ARTICLE C.4. TEACHER TEACHING ON CALL EMPLOYMENT

1.	Experience Credit
	a.	For the purpose of this article, a teacher teaching on call shall be credited with one (1) day of experience for each full-time equivalent day worked.
	b.	One hundred seventy (170) full-time equivalent days credited shall equal one (1) year of experience.
2.	Increment Date for Salary Grid Placement   Upon achieving one (1) year of experience, an increment shall be awarded on the first of the month following the month in which the experience accumulation is earned.
Note:  See also Letter of Understanding No. 16:  (a) Melding Exercise; (b) Transitional Issues; (c) TTOC Experience Credit Transfer within a District

ARTICLE C.2   SENIORITY

3.	Teacher Teaching on Call
	a.	A teacher teaching on call shall accumulate seniority for days of service which are paid pursuant to Article B.2.6.
	b.	For the purpose of calculating seniority credit:
		i.	Service as a teacher teaching on call shall be credited:
			1.	one half (1/2) day for up to one half (1/2) day worked;
			2.	one (1) day for greater than one half (1/2) day worked up to one (1) day worked.
		ii.	Nineteen (19) days worked shall be equivalent to one (1) month;
		iii.	One hundred and eighty-nine (189) days shall be equivalent to one (1) year.
	c.	Seniority accumulated pursuant to Article C.2.3.a and C.2.3.b, shall be included as aggregate service with the employer when a determination is made in accordance with Article C.2.1.
4.	An employee on a temporary or term contract shall accumulate seniority for all days of service on a temporary or term contract.
5.	No employee shall accumulate more than one (1) year of seniority credit in any school year.
6.	Any provision in the Previous Collective Agreement which provides a superior accumulation and/or application of seniority than that which is provided pursuant to this article, shall remain part of the Collective Agreement.
Note: The provisions of this Article supersede and replace all previous provisions which are inferior to this article.11.  POSTING & FILLING VACANCIES

SFE calls out based on the rankings each person enters in for each section.

Rankings:

2	1 Year Full-Time Teaching Contract / Practicum Teaching Concentration / Education Diploma At least 1 year Full-Time Contracted Teaching Experience, 6 week Full Time Teaching Practicum, or education Diploma.
3	Contracted Teaching Experience Taught under contract (more than 3 months and less than 1 year full-time) either for the Vancouver School Board or other school boards (Employee on Call work is NOT valid.
4	Willing to be an Employee-On-Call in this area Are willing to substitute in this subject area, and do short-term planning if necessary.

Permanent TOCs (EOCs):
Permanent TOCs are those in the ‘B’ category band with the Vancouver School Board and are therefore entitled to be called out first. This call-out preference is contingent on the permanent TOC having an equal (or higher) SFE ranking than all other TOCs. Permanent TOCs will not be called out for a position they are not qualified for unless there is no qualified teacher available.

Changing Rankings:
Each TOC is allowed 20 areas where they can give a ranking of 2, 3, or 4. To change one of their areas for a higher ranking, documentation of this must be sent to Human Resources. Each summer, HR will mail out the TOC ranking sheet to allow TOCs to change their ranking if they desire.

Dispatch Procedure:
TOCs who want to work regularly will be called first on SFE. This will provide TOCs more work and allow them to choose to work in just one district.  Call-out will be based on qualifications.

REGULAR:  TOCs available to work regularly between 120-185 days per year.
CASUAL:  TOCs available to work between 60-120 days per year.

Why am I working less than other TOCs?

A common question among TOCs is how much are you working. The following factors decide how often you will work:

Time of year – certain times of the year are generally slow as there are fewer days off due to sickness or other events that determine teacher coverage. September, January, and June are often the slowest months for TOCs. Busier periods tend to be during the flu season or days with a higher number of field trips or workshops.

Your subject area. As long as you answer the phone call when it comes, you should receive the same amount of work as someone with the same qualifications. For any subject area, the greater the ratio of TOCs to teachers in the system, the less work there is. Often TOCs in specialty subjects or areas in demand will receive more calls (French, Spanish, Tech Education, Physics, etc).

Link to SFE (Smart Find Express) page:  https://sfe.vsb.bc.ca/logOnInitAction.do

Click here for explanation of paycheque.

Deductions

1. CPP and E.I. (~4.95 + 1.88% of salary respectively) – automatic deductions according to government regulations
2. SUPN TCH – below YMPE ($53,600) 12.5% of salary, max. $2,544.30 – Pension contribution required by all teachers and TOCs.
3. BCTF (1.3% for TOC’s) and Dues (VSTA 0.73%) – automatic deductions required by the collective agreement for all teachers and TOC’s for Union dues