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October 30, 2023 Newsletters

Your NBTF Newsletter – October 2023

Nbtf Newsletter Template (2)
 A Note From Our New Co-Presidents 

Peter Lagacy & Stéphanie Babineau
2023-2025 NBTF Co-Presidents

Dear Members:

As we begin our 4th month as your NBTF Co-Presidents, we are humbled by the privilege we have been granted to be your voice. Every day, we work with different stakeholders and rights holders to bring meaningful and positive changes for all New Brunswick teachers.
 Implementation of The New Collective Agreement

We wish to remind members that the Employer has 60 days from the signing of the collective agreement to implement its new components, which means all changes need to be in effect by November 27, 2023.
 The Federation: We Are Here to Help!

Every day, the NBTF staff offers sound advice to members who have questions about their working conditions or benefits. If you would like to speak directly with a staff member, see the information below to help you determine the best person to contact.

All calls and emails are confidential.

For general inquiries, please contact the NBTF at nbtf-fenb@nbtffenb.ca or 1 888 679-7044.
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 2023-2024 NBTF Board of Directors
New Brunswick Teachers’ Federation (NBTF) - Photo by: Stephen MacGillivray Photography & Video www.stevemacphoto.com
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In order to ensure that our data reflects the current reality in schools, the NBTF continues to gather information on all violent incidents that teachers are facing on a daily basis. Therefore, all teachers are asked to take a few minutes to fill out our Violent Incident Report each time they are confronted with such an incident.

This information is confidential and is for the exclusive use of the NBTF. It is important to note that this information is not shared with the district unless so requested by the teacher through the Violent Incident Form.

Examples of incidents include:

  • Harcèlement verbal – Verbal harassment – being subject to derogatory comments and profanity from students
  • Threats or physical assault – students engaging in actual physical attacks against teachers (kicking, hitting, spitting, scratching, biting, throwing objects…)
  • Damage to school or personal teacher property.

If you have any questions on this topic, please contact the NBTF Labour Relations Officer assigned to your District at 1-888-679-7044.

 
 2023-2024 NBTF Executive Committee

BD_10_2023

 

Capture d’écran, le 2023-10-30 à 11.05.59

Freedom of expression is a fundamental right and Teachers should expect to be able to freely express their opinions on matters within their professional expertise. It is recognized that teachers are professionals and their opinions on pedagogical and educational issues are valued.

It is important to understand, however, that it does have its limits. The courts have established that the Employer has a right to expect fairness, integrity and loyalty from its employees. 
It therefore follows that teachers may publicly express their opinions in accordance with the following guidelines without fear of reprimand or discipline from the Employer:

  • Teachers are free to publicly express their opinions on pedagogical issues and general classroom management. These opinions must be based on facts and expressed in a constructive and objective manner.
  • Teachers may not act in ways or speak in words that would discredit or bring disrepute to the education system. This would be viewed as going beyond what is allowed under freedom of expression and teachers could be advised to cease.
  • Teachers must accept that they cannot rely on the fact that they may be speaking as parents or in any other capacity, and thus go beyond what they, as teachers, might be allowed to declare or do.
  • For example, teachers must exercise caution when solicited to join a parental group that wishes to lobby the Employer on school closures. The courts have stated that teachers cannot be protected by saying that they are acting as parents rather than teachers. Nevertheless, nothing in labour relations would prevent teachers from expressing their concerns and worries to their Employer within the framework provided and in accordance with established procedures. For example, the local branch or liaison committee may become a mechanism for teachers to express their opinion on matters which are common to all the branch membership. Individually or through the branch or any other mechanism, the expression of concerns or of criticism towards a management decision is generally done privately between the teachers and management. If a teacher or a group of teachers wish to express discontent to the Employer in relation to a policy, this can be done by asking to meet with the district administration. In addition, if the subject being discussed is relevant to the Collective Agreement, there are procedures and mechanisms provided. These include the provincial Employee/Employer Relations Committee, local liaison committees, or through a staff member at the NBTF.

Before contemplating any action or for more information on this matter, we would advise that you contact the NBTF.
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