The Alberta Teachers’ Association

This agreement made this 18 day of June, 1999.

Between Fort McMurray Catholic Board of Education hereinafter called the Board of the first part and the Alberta Teachers' Association, a body incorporated under the laws of the Province of Alberta, hereinafter called the Association of the second part.

Whereas each party recognizes the other as the sole bargaining agent for the teachers employed by the Board and

Whereas terms and conditions of employment have been the subject of negotiations between the parties and

Whereas the parties desire that these matters be set forth in an agreement to govern terms and conditions of employment of the teachers.

NOW THEREFORE THIS AGREEMENT WITNESSETH that in consideration of the premises and of the mutual and other covenants therein contained, the parties agree as follows:

1. Recognition

1.1 This agreement applies to those employees of the Board who as a condition of employment must possess a valid teaching certificate issued under the authority of the Department of Education, the Province of Alberta, herein collectively referred to as teachers, or, where the context requires, teacher.

1.2 Notwithstanding clause 1.1, employees holding the following designation shall be excluded from this agreement:

(a) the superintendent

(b) all second-line officers

(c) directors.

1.3 ATA Membership - Teachers employed by the Board shall be members of the Association.

2. Term

2.1 This agreement takes effect on 1998 09 01 and terminates on 2001 08 31.

2.2 Either party may give to the other not less than 60 days nor more than 120 days prior to the termination of this agreement a notice in writing of its intention to commence collective bargaining with a view to striking a new agreement or by mutual consent these timelines may be waived.

2.3 If no notice is given, the agreement shall continue in full force and effect from year to year following.

3. Salary Schedule

3.1 The Board shall pay all of the teachers in its employ the salaries and allowances as herein set forth and computed.

3.2 The amount of university education of a teacher and the length of teaching experience computed as hereinafter provided shall together determine the annual rate of salary to be paid to each teacher employed by the Board. One month's salary shall be considered to be 1/12 of the annual salary rate. Tabulated below are the minimum and the maximum salary rates and the experience increments for each year of teacher education.

3.2.1 Deferred Salary Leave Plan - The Board agrees to provide a deferred salary leave plan for eligible teachers in accordance with the Board policy currently in effect.

3.3 Salary Grid

September 1, 1998

	One	Two	Three	Four	Five	Six
0	32,431	32,431	32,431	35,699	37,408	39,413
1	32,431	32,431	33,663	37,651	39,385	41,397
2	32,431	32,431	34,897	39,602	41,363	43,381
3	32,431	32,431	36,129	41,553	43,342	45,364
4	32,431	32,431	37,362	43,504	45,319	47,347
5	32,431	33,521	38,594	45,456	47,297	49,330
6	32,431	34,610	39,827	47,407	49,275	51,314
7	32,431	35,701	41,059	49,358	51,253	53,298
8	32,431	36,791	42,292	51,309	53,231	55,281
9	32,431	37,881	43,524	53,259	55,210	57,291
10	32,431	38,970	44,756	55,212	57,206	59,378
11				57,182	59,267	61,553

March 1, 1999

	One	Two	Three	Four	Five	Six
0	32,756	32,756	32,756	36,056	37,782	39,807
1	32,756	32,756	34,000	38,027	39,779	41,811
2	32,756	32,756	35,246	39,998	41,777	43,814
3	32,756	32,756	36,490	41,969	43,775	45,817
4	32,756	32,756	37,735	43,939	45,772	47,820
5	32,756	33,856	38,980	45,910	47,770	49,823
6	32,756	34,956	40,225	47,881	49,768	51,827
7	32,756	36,058	41,470	49,852	51,765	53,831
8	32,756	37,159	42,715	51,822	53,763	55,834
9	32,756	38,259	43,960	53,792	55,762	57,864
10	32,756	39,360	45,204	55,764	57,778	59,972
11				57,753	59,860	62,169

September 1, 1999

	One	Two	Three	Four	Five	Six
0	33,738	33,738	33,738	37,138	38,915	41,002
1	33,738	33,738	35,020	39,168	40,972	43,066
2	33,738	33,738	36,303	41,198	43,030	45,129
3	33,738	33,738	37,585	43,228	45,088	47,192
4	33,738	33,738	38,868	45,258	47,145	49,255
5	33,738	34,872	40,149	47,287	49,203	51,318
6	33,738	36,005	41,432	49,317	51,261	53,382
7	33,738	37,139	42,714	51,347	53,318	55,446
8	33,738	38,274	43,997	53,377	55,376	57,509
9	33,738	39,407	45,278	55,406	57,435	59,600
10	33,738	40,540	46,560	57,437	59,512	61,771
11				59,486	61,656	64,034

September 1, 2000

	One	Two	Three	Four	Five	Six
0	34,413	34,413	34,413	37,881	39,694	41,822
1	34,413	34,413	35,720	39,951	41,792	43,927
2	34,413	34,413	37,029	42,022	43,891	46,031
3	34,413	34,413	38,336	44,092	45,990	48,136
4	34,413	34,413	39,645	46,163	48,088	50,240
5	34,413	35,569	40,952	48,233	50,187	52,344
6	34,413	36,725	42,261	50,304	52,286	54,449
7	34,413	37,882	43,568	52,374	54,384	56,555
8	34,413	39,039	44,877	54,444	56,484	58,659
9	34,413	40,195	46,184	56,514	58,584	60,792
10	34,413	41,351	47,491	58,585	60,702	63,006
11				60,676	62,889	65,315

September 1, 2000 grid to be increased by 50 percent of any additional percentage increase in the provincial instructional grant above the two percent already promised for the 2000/2001 school year.

3.4 In addition to the salary schedule and the functional allowance the following clauses shall be considered part of the salary package for purposes of determining total annual increase:

Clause 4.2 - Convention Expense

Clause 11.1 - Extended Health Care Plan

Clause 11.2 - Alberta Health Care Insurance Plan

Clause 11.3 - Life, Accidental Death and Dismemberment

Clause 11.4 - Long Term Disability

Clause 11.6 - Dental Care Plan

Clause 11.7 - Vision Care.

3.5 A northern travel allowance will be paid to each teacher employed full-time by the Board in the amount of $2,400 per year as a taxable travel benefit to compensate for the cost of personal and medical travel between Fort McMurray and Edmonton. The allowance will be prorated for part-time teachers under contract.

4. Additional Allowances

4.1 In addition to the foregoing salary there shall be paid functional allowances in accordance with the following schedule:

4.1.2 Principals and Vice-Principals Administration Allowances

4.1.2.1 For Existing Schools - Based on enrolment as September 30 of the current year, principals shall be paid an administrative allowance according to the following schedule:

14.00 percent of the fifth year maximum as base salary;

0.10 percent of the fifth year maximum for the first 100 students;

0.02 percent of the fifth year maximum for the next 100 students;

0.015 percent of the fifth year maximum for each additional student.

For the purpose of this clause, ECS students shall be counted as full-time students.

* For principals and vice-principals in place on September 30, 1998, the administrative allowance shall not be less than the allowance paid on September 30, 1998 for as long as they are assigned to that same position.

4.1.2.2 Administrative Assignments - As a result of a district initiated administrative transfer and placement, the administrative allowance will be paid as follows:

Year I: 100 percent of previous administrative allowance based on student count of September 30 of new school year, or actual, whichever is greater.

Year II: 75 percent of previous administrative allowance based on student count of September 30 of new school year, or actual, whichever is greater.

Year III: Per collective agreement (actual).

4.1.3 Vice-Principals - Shall be paid 60 percent of the principal's allowance.

4.1.4 Acting Principal - In the event that an incumbent of an administrative position in a school is absent from duty for a period in excess of five consecutive teaching days, another administrator, supervisor or teacher selected by the Board shall assume the responsibility and be paid only the allowance of the administrative position the acting principal temporarily occupies commencing with the sixth day and retroactive to the first day.

4.1.5 Department Heads may be appointed by the Board upon the recommendation of the administration. Each department head shall be paid an allowance equal to seven percent of the fourth year maximum grid position.

4.1.6 Coordinators - Coordinators may be appointed by the Board upon the recommendation of the administration. Each coordinator shall be paid an allowance equal to 15 percent of the fourth year maximum grid position.

4.2 Convention expense will be paid to each teacher under contract and actively teaching (excludes teachers on leaves of absence) with the Board as of the date of the teachers' convention. The rates will be as follows:

(a) Travel - $250

(b) Subsistence - $450

Attendance will be required. Proof of attendance shall be certified by the principal.

4.3 Teacher Supply

4.3.1 The Board and ATA Local 48 subcommittee who are teachers of the Separate School District No 32 shall, through a committee appointed for that purpose, determine subject areas in which appropriately qualified professionals are, from time to time in short supply. This committee shall meet as often as required but at least twice per year. The teacher supply committee shall be comprised as follows:

(a) Two members - ATA Local 48 subcommittee who are teachers of the Separate School District No 32

(b) Two members - Board

(c) Superintendent of schools or designate to act as advisor.

4.3.2 Upon receiving advice from the teacher supply committee, the Board, in consultation with the ATA Local 48 subcommittee, who are teachers of the Separate School District No 32, shall have the right to determine placement on the grid for experience purposes as they deem reasonable and necessary.

4.3.3 The placement effected in 4.3.2 shall, in no case, exceed regular placement by a sum greater than 10 percent (including individuals at maximum) with the exception of vocational, business and industrial education teachers who may be granted experience increment for relevant work experience.

4.3.4 Subsequent to initial placement teachers identified in 4.3.2 shall be treated in the same manner as other teachers and will move down the grid as their experience increases and horizontally across the grid as their years of teacher training increase.

4.3.5 A teacher employed to teach in a shortage area and who transfers to another area not identified as a shortage area shall not retain the additional placement on the salary schedule unless the teacher continues to teach a minimum of 50 percent in a shortage area or the transfer was made at the request of the Board.

4.4 When non-administrative teaching staff are requested by the superintendent or his designate and agree to work during the summer vacation they will be paid 1/200 of their last grid salary per day or be given equivalent time off as agreed to by the teacher. Teachers may also agree to project contracts for remuneration.

5. Application of Salary Schedule

5.1 Recognition of Teaching Experience - Notwithstanding clause 4.3, allowance for past experience shall be one step on the schedule for each year of experience to the maximum as provided in the salary grid.

5.1.2 For purposes of this section, before an allowance is paid for experience prior to engagement, the teacher shall be required to submit a certified statement from previous employers to the effect that such experience was in a school under the jurisdiction of a provincial, state or national Department of Education. This proof shall be in a form of a letter from the secretary-treasurer, superintendent or board of education. Should the required proof not be possible within 90 calendar days, a notarized statement from a teacher may be acceptable as an interim measure. In the event that the teacher leaves the employment of the Board prior to verification of experience, the Board may withhold salary payment equal to the difference between actual verified experience and salary paid based on notarized statement.

5.1.3 A year of teaching experience shall be any one school year during which a teacher, under contract, has taught full-time for not less than 100 school days. A teacher employed under contract, full-time or half-time, who teaches less than 100 days, may accumulate an experience increment by combining three consecutive school years of service with the Board. Increment adjustments shall be effected September 1 annually and no teacher shall be credited with more than one experience increment for one school year.

5.1.4 Substitute teaching time with Forth McMurray Catholic or public school districts will be counted for increment purpose on the following basis:

(a) a teacher shall earn one increment for each 200 FTE days of substitute teaching taught over a period of three consecutive years or less;

(b) this provision shall be effective from the first of the month following the date of signing. Increments for substitute teaching shall not apply retroactively and shall commence on the first of the month following the date of signing the agreement.

5.2 Evaluation of Teacher Education

5.2.1 The evaluation of teacher education for salary purposes shall be determined by a statement of qualification issued by the Alberta Teachers' Association Qualifications Service in accordance with the principles and policies established by the Teacher Salary Qualifications Board pursuant to the memorandum of agreement dated March 23, 1967 between the Department of Education, the Alberta School Trustees' Association and the Alberta Teachers' Association.

5.2.2 Placement on the salary schedule shall be according to the number of years of teacher education on the first day of each school year or on commencement of employment.

5.2.3 Each teacher claiming additional teacher education and each teacher commencing employment with the Board, shall supply satisfactory evidence of teacher education to the Board within 90 calendar days from commencement of employment or from the first day of the school year. The onus of proof of further education lies with the teacher by means of the Teacher Qualifications Service. If required proof is not received at the expiry of this period, then the teacher's salary reverts to 1/200 per day of the lowest position on the grid or previously approved evaluation and subject to clause 5.1.2. No adjustment shall be made after June 30 of the current school year.

5.2.4 No payments for salary adjustments will be considered beyond the terms of the collective agreement within which such claim is initiated.

6. Substitute Pay

6.1 Substitute teacher means a teacher employed on a day-to-day basis.

6.2 The rate of pay for substitute teachers regardless of grades taught shall be:

	per diem	per half day
01 September 1998:	$128	$71
01 March 1999:	$129	$72
01 September 1999:	$133	$74
01 September 2000:	$136	$75
plus four percent vacation pay.

6.3 A substitute teacher, after teaching five consecutive days for the same teacher shall be paid as a temporary teacher for the additional consecutive days taught for that same teacher or substitute teacher, whichever is greater, according to his or her qualifications. Submission of years of teaching experience and certification shall apply to the same ruling as permanent teachers in clauses 5.1.2 and 5.2.3.

7. Salary Payment

7.1 Save and except substitute teachers, each teacher shall be paid 1/12 of the teacher's annual rate of salary on the morning of the last Thursday of each month.

7.2 Unless specifically permitted by this agreement, authorized by the teacher or required by law, payment of the salary of a teacher shall not be withheld beyond the regular date of payment.

7.3 Part-time teachers in attendance at the annual ATA convention shall be paid as full-time teachers for such days.

8. Sabbatical Leave

8.1 At the discretion of the Board, the Board may grant sabbatical leave subject to the following conditions:

8.1.1 For work experience, travel or university study, all leading to the professional development of the teacher.

8.1.2 No more than four percent of the teaching staff in any school year will be granted sabbatical leave.

8.1.3 Teachers may apply for sabbatical leave after four consecutive years of service with the Board. The Board however, reserves the right to grant leave with pay for professional improvement to a teacher regardless of years of service with the Board.

8.1.4 The teacher shall guarantee to serve the Board for a minimum of two years following the completion of sabbatical leave or at a time to be mutually agreed.

8.1.5 Salary for a teacher granted sabbatical leave shall be 75 percent of fourth year minimum or position on the grid, whichever is greater, excepting sabbatical leave for purposes other than university study which shall be up to 75 percent. Salary shall not include administration or other special allowances.

8.1.6 Written application for sabbatical leave must be in the hands of the Board no later than December 1 of the year prior to which the leave is to commence.

8.1.7 Sabbatical leave shall not be credited as teaching experience in the computation of salary.

8.1.8 Health benefits under the terms of this agreement (clause 11) shall continue in effect for purposes of sabbatical leave.

9. Leaves of Absence

9.1 Personal Reasons - A teacher shall receive leave of absence for personal reasons subject to the following conditions:

9.2 With Full Pay

(i) For the critical illness of father, mother, husband, wife, son or daughter, brother or sister, grandparents of teacher or parents of spouse:

(a) in town: not more than three working days.

(b) out of town: not more than five working days.

Medical statement certifying critical nature of illness may be required.

For the funeral of any of the above:

(a) in town: not more than three working days.

(b) out of town: not more than five working days.

For combined critical illness and death:

(a) in town: not more than six working days.

(b) out of town: not more than 10 working days.

(ii) For the funeral of grandchild and in-laws: two days leave.

(iii) The Board will consider, upon request, leave in addition to (i) and (ii) when special circumstances prevail.

(iv) Once per school year, leave amounting to two days in town or up to three days out of town for:

(a) Paternity leave during confinement.

(b) Legal adoption.

(v) (a) For closure of public roads within the boundaries of the school jurisdiction including Fort McMurray airport which, despite reasonable efforts, prevents the attendance of the teacher at his/her own school.

(b) For closure of Highway 63 leading to Fort McMurray and for closure of airports which, despite reasonable efforts, prevents the attendance of the teacher at his/her own school.

(vi) For bargaining sessions with the Board if it is agreed to bargain during school hours provided that full reimbursement of the substitute teacher salary is recoverable from the Alberta Teachers Association.

9.2.1 The Board may approve leave with full pay:

(i) to attend conferences, conventions or other meetings,

(ii) to visit other schools,

(iii) to attend meetings of committees of boards of the Department of Education, meetings of the Senate of the University of Alberta or meetings of municipal bodies of which he/she is a member,

(iv) for one working day to attend son's, daughter's, spouse's or own convocation,

(v) on business connected with the school system,

(vi) for any teacher who is referred for health care for his or her own spouse and children beyond the limits of the community.

9.2.2 Leave of absence without loss of salary shall be granted:

(i) For jury duty or any summons related thereto;

(ii) To answer a subpoena or summons to attend as a witness in any proceedings authorized by law to compel the attendance of witnesses providing that the teacher remit to the Board any witness fee or jury stipend (excluding allowances and/or expenses) set by the court or other body.

9.2.3 President Release Time - The president of the ATA Local shall have access to 10 days of leave per school year. The operational requirements of the school shall be considered in taking such leave. The leave shall be with pay and benefits provided the Association reimburses the Board for the cost of a substitute teacher. The superintendent may grant additional leave upon request.

9.3 With Loss of Substitute Pay Whether Substitute Required or Not - A teacher may apply for and may be granted leave of absence for the following reasons:

9.3.1 For elected members to attend meetings of the Provincial Executive Council of the Alberta Teachers' Association, or any committee thereof, or attend meetings as representatives of that Association.

9.3.2 When a teacher has to pay for the costs of a substitute teacher the amount shall not exceed the teacher's regular daily rate of pay.

9.4 Without Pay

Maternity Leave - As per guidelines of the Employment Standards Code (1988) governing maternity leave.

The Board agrees to implement a supplemental unemployment benefits (SUB) plan under which employees agree to access benefits during the valid health-related portion of maternity leave.

Parental Leave - A teacher is entitled to 10 weeks of parental leave without pay and benefits provided the leave is taken within 12 months of the birth or adoption of a child. The teacher shall provide three months notice of the first day of such leave taken as a result of the birth of a child. When possible, three months notice shall be provided as a result of the adoption of a child. Parental leave will be available to one parent only if both parents are teachers in the district.

9.5 Personal Leave

9.5.1 A teacher may apply for two days of leave with pay per school year for personal reasons and be granted such leave at the discretion of the superintendent of schools.

9.5.2 A teacher may apply for one day leave per school year with loss of substitute pay, whether a substitute is required or not, for personal leave as per clause 9.5.1. This leave may be considered immediately prior to or following a holiday or holiday period. When a teacher has to pay for the costs of a substitute teacher under this clause, the amount shall not exceed the teacher's regular daily rate of pay.

9.5.3 Additional personal leave not covered elsewhere in this agreement may be considered with loss of pay.

10. Cumulative Sick Leave

10.1 Annual sick leave, with pay, shall be granted to a teacher for the purpose of obtaining necessary medical or dental treatment because of accident, sickness or disability in accordance with the following schedule:

In the first year of service with the Board, sick leave shall accumulate at a rate of one day for every nine days worked to a maximum of 20 days. This sick leave may be applied retroactively, once earned, at any time during the school year. After one year of service and when on continuing contract - 90 calendar days.

10.2 After 90 calendar days of continuous absence due to medical disability, no further salary shall be paid and the Alberta School Employee Benefit Plan D or equivalent plan shall take effect if the employee is eligible.

10.3 Where a teacher has suffered an illness and/or has been paid under the provisions of the Alberta School Employee Benefit Plan D or equivalent plan, upon the teacher's return to full-time duty, the teacher shall be entitled to an additional sick leave benefit in the current year in accordance with the following schedule to a maximum of:

Less than one year of service - nil

After one year of service - 90 calendar days.

Before a teacher returns to work after a long term illness, a medical certificate shall be required.

10.4 On the termination of employment of a teacher, all sick leave entitlements with the Board shall be cancelled.

10.5 A teacher who is absent from school duties to obtain necessary medical or dental treatment, or because of accident, disability or sickness may be required to present a signed statement or medical certification upon request. The Board reserves the right to require a medical examination by a doctor selected by the Board.

10.5.1 Where no one other than the employee can provide the needs during illness of a child or spouse, an employee shall be entitled to use a maximum of three accumulated sick leave days per school year.

11. Group Health and Insurance Plans

11.1 The Board will contribute 100 percent of the costs per month for all teachers participating in the ASEBP or equivalent extended health care plan. This plan shall provide 100 percent coverage of prescribed drugs.

11.2 The Board will contribute 100 percent of the costs per month of the Alberta Health Care Insurance Plan for all teachers participating in the Alberta Health Care Insurance Plan.

11.3 The Board will contribute 100 percent of the costs per month of the life, accidental death and dismemberment portion of the Alberta School Employee Benefits Plan D (Schedule 2) or equivalent plan.

11.4 The Board will contribute 100 percent of the costs per month of the extended disability portion of the Alberta School Employee Benefits Plan D (Schedule 2) or equivalent plan.

11.5 For teachers hired effective September 1970 and thereafter, membership in the ASEBP Life and Extended Disability Insurance Plan or equivalent plan shall be a condition of service.

11.6 The Board will contribute 100 percent of the costs per month for all teachers participating in the dental plan. This plan shall provide for 100 percent of costs of routine treatment and 80 percent of the costs of major treatments and 50 percent of orthodontic treatments.

11.7 The Board will contribute 100 percent of the costs per month for a vision care plan which has a maximum benefit of $200 per individual in accordance with the plan.

11.8 The agreed to sharing of premium costs of insurance benefits provided herein includes rebates made to the employer under employment insurance regulations; no further adjustment is intended to be passed on to employees entitled to the benefits as provided, unless otherwise stated.

11.9 Notwithstanding 11.5, teachers hired on a temporary or interim contract shall not be eligible to participate in the benefit plans provided for in 11.1, 11.2, 11.3, 11.4, 11.6 and 11.7 until they have completed three full consecutive months of service with the Board. Benefits will not be forfeited by the teacher on a second contract with uninterrupted service. Effective start date is January 1, 1994.

11.10 Coverage for eligible part-time employees will be provided on a prorated basis. Current part-time teachers (on part-time contract during 1993/94) will be grandfathered.

12. Grievance Procedure

12.1 Any difference between any employee covered by this agreement and the Board, concerning the interpretation, application, operation or alleged violation of this agreement and further including any dispute as to whether the difference is arbitrable, shall be dealt with as follows, without stoppage of work or refusal to perform work.

12.2 Such difference (hereinafter called "a grievance") shall first be submitted in writing to the secretary-treasurer of the Board and the secretary of the Local of the ATA as the case may be within 15 days from the date when the party was first aware of the incident leading to the grievance. Such grievance shall set out the nature of the grievance, the articles of this agreement which it is alleged have been violated and the remedy sought.

12.3 In the event the grievance is not settled within 15 days after the date of submission of the grievance in accordance with the above procedure, then on or before a further five days have elapsed from the expiration of the aforesaid 15 day time period, the grievance shall be referred in writing to the superintendent of the Board and the executive secretary of the Alberta Teachers' Association who in turn shall notify their respective grievance committee members. Such grievance committee shall be composed of two representatives of the Board and two representatives of the Alberta Teachers' Association. A quorum of this committee shall consist of all members. The grievance committee shall meet and endeavor to resolve the grievance and shall render its decision in respect of the grievance within 21 days following receipt of the submission except whereby unanimous consent of the grievance committee, the hearing of such grievance is adjourned for the purpose of obtaining further information. If the grievance committee reaches a unanimous decision as to the disposition of any grievance, that decision shall be final and binding.

12.4 If the grievance committee does not reach a unanimous or any decision within the said time, then either party may, by written notice served on the other party, require the establishment of an arbitration board as hereinafter provided. Such notice must be given within 10 days after the date the aforesaid 21 day limit expires or the date the grievance committee renders other than a unanimous decision, whichever is shorter.

12.5 Each party shall appoint one member as its representative on the arbitration board within seven days of such notice and shall so inform the other party of its appointee. The two members so appointed shall, within five days of the appointment of the second of them, appoint a third person who shall be the chairman. In the event of any failure to appoint a chairman, either party may request the Director of Mediation Services to make the necessary appointment.

12.6 The arbitration board shall determine its own procedure but shall give full opportunity to all parties to present evidence and to be heard.

12.7 The arbitration board shall not change, amend or alter any of the terms of this agreement. All grievances or differences submitted shall present an arbitrable issue under this agreement and shall not depend on or involve an issue or contention by either party that is contrary to any provision of this agreement or that involves the determination of a subject matter not covered by or arising during the term of this agreement.

12.8 The findings and decision of a majority is the award of the arbitration board and is final and binding upon the parties and upon any employee affected by it. If there is not a majority, the decision of the chairman governs and it shall be deemed to be the award of the arbitration board.

12.9 The arbitration board shall render its decision no later than 90 days after the concluding day of hearing, provided that in exceptional circumstances, the parties may amend the deadline in writing.

12.10 Each party to the grievance shall bear the expense of its respective appointee and the two parties shall bear equally the expenses of the chairman.

12.11 All the aforesaid time limits referred to in the grievance procedures shall be operational days.

12.12 In the event, at any stage of the aforesaid procedure (except in respect of appointing persons to the arbitration board) the grieving party fails to take the necessary action within the time limits specified, the grievance shall be deemed to be at an end.

12.13 Any of the aforesaid time limits may be extended at any stage upon the written consent of the parties.

13. Communication Between the Parties

13.1 The parties hereto recognize that there are in existence appropriate channels for the purpose of communicating the views of teachers on matters of school affairs through the superintendent of schools to the Board.

In the event that there is a need to meet and discuss matters related to the contents of the collective agreement, a liaison committee will be formed. The purpose of this committee is intended to serve as a means of communication outside the context of collective bargaining.

Subjects for discussion by the liaison committee may be submitted in writing by either the teacher representatives, the Board or the superintendent. These items are to be directed to the attention of the superintendent. Discussions are not to be collective bargaining oriented but should serve to act as a medium to acquire greater understanding of issues and for clarification purposes.

13.2 Composition

(a) Chairman or designate of EPC and one other designated separate school teacher representative.

(b) Superintendent of schools and one other supervisory representative.

13.3 Meetings - The superintendent of schools will be responsible for convening meetings of the liaison committee as required. The office of the superintendent of schools will provide such information as is required and available to facilitate discussions of the committee.

14. General Clauses

14.1 Nothing herein contained shall reduce the salary of a teacher below the amount payable immediately prior to the effective dates of this agreement.

14.2 All previous agreements, schedules and regulations between or affecting the parties are hereby cancelled.

14.3 This agreement shall ensure to the benefit of all and shall be binding upon the parties and their successors.

14.4 Amendments to this agreement may be sought by either party at any time during the life of this agreement and may be executed only with unanimous consent of the Board and the Association.

14.5 The Board shall make available to each teacher of the ATA Local 48 who are teachers of the Separate School District No 32 a copy of the collective agreement as soon as possible following its ratification.

14.6 This collective agreement shall remain in effect until such time as a new agreement is reached.

LETTER OF INTENT

Between

The Fort McMurray Catholic Board of Education

(party of the first part)

and

The Alberta Teachers' Association Local No 48

(party of the second part)

The above named parties hereby agree that:

1. The Board will offer an early retirement incentive plan to eligible teachers for school year 1998/99, 1999/00 and 2000/01.

2. The superintendent of schools will review the scheduling of parent-teacher interviews in consultation with school administrators and the teaching staff. Changes deemed appropriate, reasonable and beneficial to all parties will be implemented by November 1 1999.