THIS AGREEMENT is made this _____ day of ______________, 20___ pursuant to the School Act Chapter S-3 and the Labour Relations Code, as amended.
BETWEEN the Board of Trustees of the Grande Prairie Public School District #2357, herein called “the Board”, of the first part, and The Alberta Teachers’ Association, herein called “the Association”, acting on behalf of the teachers employed by the Board, of the second part.
WHEREAS the Association is the duly certified bargaining agent for the teachers employed by the Board.
AND WHEREAS such teachers’ terms and conditions of employment and their salaries have been subject of negotiation between the parties.
AND WHEREAS the parties desire that these matters be set forth in an agreement to govern these terms of employment of the teachers.
NOW THEREFORE THIS AGREEMENT WITNESSETH:
1.1 All employees, who as a condition of their employment are required to hold a teaching certificate, shall be members of the Association.
1.2 This Agreement shall be applicable to all persons who require a teacher’s certificate as a condition of their employment with the Board specifically exempting the Superintendent and Assistant Superintendent(s) and such Directors as may be appointed by the Board from time to time.
1.3 A Director is a person who is allocated District-wide duties by the Superintendent or Designate, and becomes privy to confidential information of the Board.
2. TERM AND EFFECTIVE DATE
2.1 This Agreement will become effective September 1, 2012 to August 31, 2016. The two parties may, at any time, by mutual agreement negotiate revisions of this Agreement. Any such revisions mutually agreed shall become effective from such dates as shall be mutually agreed upon by the parties.
2.2 Notice in writing of intent to commence bargaining must be given by either party any time during the period 60 to 150 days before the date of expiry of the Collective Agreement. Should such notice not be given, this Agreement shall be deemed in full force and effect for a minimum period of one full year commencing with the first day of September immediately following.
2.3 It is agreed between the parties that the provisions contained in the Collective Agreement shall permit the Board to retain and not pass on to teachers any reduction of premium otherwise required under the Canada Employment and Immigration Commission effective January 1, 1978.
3. SALARY SCALE
3.1 All sums mentioned herein are “per annum” unless specifically stated otherwise.
3.2 Teachers shall be paid on or before the 25th of each month by depositing their net salary in their bank account. July and August salaries will be paid on the regular June pay day upon request for those teachers who exercised that option in the previous school year.
3.3 Rates Effective September 1, 2012:
|Years of Teacher Experience
||Years of Teacher Training
Effective September 1, 2015, all salaries shall be increased by two percent (2%) as follows:
|Years of Teacher Experience
||Years of Teacher Training
A one-time lump sum payment of one percent (1%) of the annual salary, prorated for FTE, as set out in the Collective Agreement grid in effect as of November 15, 2015 will be paid to all teachers on contract on that date, funded by Government and paid no later than the end of December 2015.
4. ADDITIONAL ALLOWANCES
The additional allowances are to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.
In addition to the basic salary rate as set forth in 3.3 above, there shall be paid an administration allowance in accordance with the following schedule:
4.1 Principal’s Allowance shall be paid as follows:
Effective September 1, 2014, the parties agree to an administrator allowance formula with a base of $17,500 per school, an additional $10 per student, and an additional $100 per FTE staff, based on September 30, 2014 student and FTE Staff counts. For the first year of transition to the administrator allowance formula, Principals and Vice-principals will be entitled to a red-circling of their former allowance, should it be greater, for a maximum of one calendar year from the effective date of implementation.
Effective September 1, 2015, increase principal’s allowances by two (2) percent to a base of $17,850 per school.
4.1.1 A Vice-Principal shall be paid fifty percent (50%) of the Principal’s Allowance.
4.1.2 When a Principal or Vice-Principal is transferred from one school to another at the request of the Board, the Board will red circle the administrative allowance received. This will result in the maintenance of the annual allowance being received at the time of the transfer until such time as the provisions of the Collective Agreement entitle the Principal or Vice-Principal to an annual allowance which is greater than that being received as a result of the red circling. This does not apply if a Principal or Vice-Principal requests a transfer.
4.1.3 The Board shall contact the Alberta Teachers’ Association to negotiate any new principal’s allowance which is currently not identified in the Collective Agreement prior to establishing the allowance. Notwithstanding, should the parties not be able to mutually agree upon the amount of the allowance in a timely fashion, the Board shall establish an interim allowance and the matter may be brought forward at the next round of collective bargaining.
4.1.4 Administrative positions will be advertised for no less than seven (7) calendar days.
4.2 As appointed by the Superintendent, a Coordinator shall receive $4,325 per appointment. Effective September 1, 2015, increase coordinator’s allowance by 2 percent (2%) to $4,412 per appointment.
4.3 In addition to their regular salary, substitute administrators will be paid, per day worked as a substitute administrator, 1/200th of the allowance of the administrator being replaced.
5. SUBSTITUTE TEACHERS
5.1 The substitute teacher rates of pay are to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.
A substitute teacher shall be paid as follows:
$228.00 per day of teaching inclusive of holiday pay
$114.00 per half day of teaching inclusive of holiday pay
Effective September 1, 2015 increase substitute teacher rates of pay by 2 percent (2%) as follows:
$232.00 per day of teaching inclusive of holiday pay
$116.00 per half day of teaching inclusive of holiday pay
5.2 For the purpose of this Clause, substitute teachers with less than four (4) years training will be compensated as though they had four (4) years training.
Notwithstanding Clause 5.1, a substitute teacher who substitutes for the same teacher or in the same assignment for a period of more than five (5) consecutive days shall be paid according to the teacher’s grid placement as per Clause 3.3 commencing with the sixth day of the assignment.
5.3 Substitute teachers shall be eligible for a salary experience increment upon the accumulation of each 120 full days of substitute teaching with the Board. Substitute teaching for other Boards shall not be applicable for the administration of this Clause.
6. HIGH SCHOOL CAREER TECHNOLOGY STUDIES (CTS) TEACHERS (GRADE 10-12)
6.1 The purpose of this Clause is to recognize the specialized skill and training of Grade 10 to 12, CTS teachers who have journeyman trade certification or a recognized degree in Health Services and a valid Alberta Teaching Certificate/Letter of Authority. These teachers must be teaching in a trade area as outlined in the Alberta Apprenticeship Board’s list of trades or Health Sciences CTS courses.
6.2 In the case of CTS teachers, described in 6.1, the Board shall have the right to determine the initial grid placement as they deem reasonable and necessary. The Board will notify the Association of any teacher who is being paid under this Clause. Initial grid placement shall be no less than:
(a) One year of experience for each year of vocational experience as a journeyman, or professional health practitioner up to a maximum of five (5) years.
(b) After the fifth year, one year of experience for every two (2) years of vocational experience as a journeyman or professional health practitioner.
6.3 Vocational experience for Clause 6.2 shall be that experience gained following the date a candidate attains journeyman status or equivalent and further, such experience must be in the vocational area that the candidate is registered in while pursuing the university vocational education program.
7. YEARS OF EXPERIENCE
7.1 A teacher shall earn an annual teaching experience increment as recognition for teaching experience up to the maximum salary as outlined in Article 3 for each school year of service with a Board or other accredited/approved educational authorities.
7.2 For the purpose of this Clause, teaching experience shall mean the days of work completed during a given school year where a teacher is under contract (continuing, probationary, part-time, interim and temporary) to a board in a position which requires a valid Alberta teaching certificate or its equivalent.
7.3 A teacher commencing employment with the Board shall supply the Board written confirmation from the previous board(s) certifying the teaching experience with the board(s) within fifteen (15) calendar days of the commencement of employment. Until verification of teaching experience is supplied, the teacher shall be placed at the minimum experience shown on the grid. Upon the Board’s receipt of confirmation of prior experience, the teacher’s salary grid experience placement shall be adjusted retroactive to the first day of employment.
7.4 The adjustment date for annual teaching experience increment grid increases shall be September 1 or February 1 of each school year provided that no teacher receives more than one teaching experience increment grid increase in any given school year. Accrual of subsequent increments shall commence on the adjustment date as applicable.
7.5 A teacher who has been under contract and has received salary for 120 equivalent full days in any given school year shall be credited with one year of teaching experience for the purpose of teaching experience increment grid increase.
7.6 Any teacher who has completed one year’s satisfactory service under a one year term contract shall be placed on permanent staff the following year if his or her service is required by the Board. Notification of appointment or non-appointment must be given to the teacher sixty (60) days before the end of the temporary contract.
8. YEARS OF TEACHER EDUCATION
8.1 Teacher Qualifications Service:
(a) The evaluation of teacher education for salary purposes shall be determined by a statement of qualification issued by The Alberta Teachers’ Association Teacher Qualifications Service (TQS) in accordance with the policies and principles approved by the Teacher Salary Qualifications Board.
(b) The teacher commencing employment with the Board shall supply a statement of qualifications from the Teacher Qualifications Service at the time of entering into a contract of employment with the Board.
(c) Until the teacher submits the TQS evaluation, the teacher shall be placed, upon receipt by the Board of his/her teaching experience verification, at one year below grid position claimed, or at 0 years experience, whichever is higher.
(d) When a teacher commencing employment with the Board submits a TQS evaluation after employment has commenced, the TQS evaluation for salary purposes shall be retroactive to the date of employment, subject to the provisions of Clause 8.2.
(e) Adjustment to evaluation due to further training will be made twice each year, October and February, for all teachers submitting an amended TQS evaluation showing that their qualifications have increased by September 1 or January 1 of each school year. If a teacher can supply evidence that conditions beyond his or her control have precluded receipt of a revised evaluation, this period shall be extended to forty-five (45) days beyond the October and February adjustment period.
8.2 Claims for salary adjustments shall not be considered retroactive for years prior to the school year in which the claim is initiated.
9. PART-TIME TEACHERS
9.1 A part-time teacher shall be paid a salary equal to the percentage of his/her teaching time compared to that of a full-time teacher. For the application of the Clause a full-time teaching assignment will be 1350 minutes per week.
9.2 Part-time teachers who provide teacher service under contract with the Board, which contract covers a period of time which includes all of the teaching days of the school year; for a minimum equivalent of 120 teaching days, shall be eligible for one teaching experience increment.
(a) Such teaching experience must be earned within three (3) consecutive years of full or part-time service with this board. When the 120 day requirement has been met, the teacher shall not begin to accumulate credit toward another year of teaching experience.
(b) Adjustment dates for increment purposes shall be September 1 and February 1 of each school year, as applicable.
9.3 Any teacher employed on a full-time (1.00 F.T.E.) continuous contract as of September 1, 1994 who agrees to employment on a part-time contract shall be given a part-time continuing contract for an agreed upon period and, notwithstanding Section 103 (2) of the School Act, that contract shall be for a specified portion of a full-time equivalent which shall not be varied except by consent.
9.4 At the end of the initial or any subsequent time period the teacher shall return to a full-time contract unless, prior to May 1, the teacher and the Board agree to renew the part-time contract arrangement, for a new time period. Nothing in this Clause precludes any change in the contract by mutual consent.
9.5 The teacher shall be returned to a mutually agreed on position or returned to the position held prior to the part-time teaching assignment. Should the position no longer exist, the teacher shall be placed in a position commensurate with the teacher’s experience and training. Should the teacher continue in the part-time position beyond one year, when returning to a full-time position shall be placed in a position commensurate with the teacher’s experience and training.
10. JOB SHARING TEACHERS
10.1 In the event two teachers currently employed by the Board, with at least one being a full time teacher, wish to share one full time teaching position, the following shall apply:
(a) The full time equivalent of the teachers sharing a full time position shall not exceed one full time equivalent assignment based on assigned minutes consistent with other full time assignments in the school in which they teach.
(b) Article 9 does not apply to any teachers who are job sharing.
(c) A proposal signed by both teachers shall be provided to the principal, no later than May 1 of the school year immediately preceding the year in which the job sharing is to take place.
(d) For each job sharing teacher, the Board shall pay full AHC and ASEBP or alternative premiums under Article 11 and full health Spending account entitlements under Article 12, but all other benefits will be prorated, based on the percentage of assigned time for each of the teachers which, in any event, cumulatively cannot exceed 100 percent (100%).
(e) The teacher, when returning to his/her initial status, shall be returned to a mutually agreed on position or returned to the position held prior to the job sharing assignment. Should the previous position no longer exist, or failing mutual agreement as to placement, the teacher shall be placed in a position that is commensurate with the teacher’s experience and training.
10.2 Teachers participating in job sharing shall be paid a portion of their grid salary proportionate to the percentage of the full time position assigned to each teacher.
10.3 Approval of a job sharing assignment is subject to the needs of the school and the approval of the Superintendent.
11. HEALTH CARE BENEFITS
11.1 Alberta School Employee Benefit Plan
Membership in group insurance plans operated by the Alberta School Employee Benefit Plan Board shall be a condition of employment of all eligible employees. The Board’s payment to the Alberta School Employee Benefit Schedule II Life and Plan “D” A.S.E.B.P. extended disability benefit covering teachers employed by the Board shall be up to the maximum monthly premium payable.
11.2 Alberta Health Care Premium
The Boards’ contribution to Alberta Health Care shall be a rate of 100 percent for each enrolled employee’s premium.
11.3 Alberta School Employee Benefit Plan Extended Health Care Plan I
The Board shall contribute to the monthly premium payable per teacher to a maximum effective September 1, 2012 to August 31, 2016 as follows.
Single - 100%
Family - 100%
11.4 Alberta School Employee Benefit Plan - Vision Care Plan 3
The Board shall contribute to the monthly premium payable per teacher to a maximum effective September 1, 2012 to August 31, 2016 as follows.
Single - 100%
Family - 100%
11.5 Alberta School Employee Benefit Plan - Dental Care Plan 3
The Board shall contribute to the monthly premium payable per teacher to a maximum effective September 1, 2012 to August 31, 2016 as follows.
Single - 100%
Family - 100%
11.6 Alberta School Employee Benefit Plan When on Voluntary Leave of Absence
(a) A teacher who has been approved for a professional improvement leave under Article 21 (Professional Improvement) or Article 22 (Early Leave) shall continue to receive benefits under Article 11 during the term of the leave.
(b) In a circumstance where the benefit plan provider determines that the teacher is not eligible for benefits while on a professional improvement leave, the Board shall pay to the teacher the cash equivalent of the applicable benefit plan premiums/contributions as per Article 11 for the duration of the leave.
11.7 Benefit Entitlements for Teachers on Pension
Retired teachers under the Article would receive HSA as per Article 12.
11.8 The Board may, subject to the letter of Understanding on Alternate Provider, provide benefit plans equivalent to the named ASEBP plans. Equivalent shall mean at least the same level of benefit coverage and appeal processes.
12. HEALTH SPENDING ACCOUNT
12.1 The Board shall contribute $628.00 per teacher per school year, for the use of the teacher, his/her spouse and dependents, to an Alberta School Employee Benefit Plan, Health Spending Account (HSA). Contributions shall be provided on a quarterly entitlement basis with twenty-five percent (25%) of the annual contribution being contributed each and every subsequent quarter (May 31st, August 31st, November 30th, and February 28th). Individual teachers who have a continuing, probationary, temporary or interim contract, including teachers under contract but on leave, such as sabbatical, medical or maternity leave, shall be eligible to receive a quarterly contribution provided they have a contract of employment during the contribution period.
The unused balance will be carried forward to the extent permitted by the Canada Revenue Agency (CRA). Teachers leaving the employ of the Board for any reason will forfeit any remaining balance.
Effective September 1, 2014, the Board shall contribute $720.00 per teacher per school year to the Alberta School Employee Benefit Plan Health Spending Account.
13. SICK LEAVE
13.1 Annual sick leave with pay shall be granted to a teacher for the purpose of obtaining necessary medical or dental treatment due to accident, sickness or disability for ninety (90) calendar days.
13.2 A teacher who has been absent due to medical disability shall upon return to duty, be entitled to an additional sick leave benefit in the current year of ninety (90) calendar days.
13.3 A teacher who is absent from school duties to obtain necessary medical or dental treatment, or because of accident, disability or sickness shall be required to present a signed statement giving the reason for such absence and, if the absence is for a period of more than five (5) consecutive days, may be required to present a medical certificate. For absences of a period in excess of thirty (30) calendar days the employee may, at the discretion of the Board, be called upon to furnish a further medical certificate at the end of each month during the duration of the sick leave.
14. COMPASSIONATE LEAVE
14.1 Leave necessitated by the critical illness or death of a spouse, child, parent, grandparent, brother, sister, nephew or niece, of an employee or their spouse; or other relatives who are members of the employee’s household; or other persons at the discretion of the Superintendent shall be granted leave with pay by the Board as follows:
(a) Up to and including five (5) days for critical illness.
(b) Up to and including five (5) days for death.
14.2 Leave necessitated by the critical illness or death of an aunt, uncle; aunt or uncle of spouse; shall be granted leave with pay by the Board as follows:
(a) One (1) day for critical illness.
(b) One (1) day for death.
14.3 At the Superintendent’s discretion, a maximum of two (2) extra days for travel may be allowed. The cost of the substitute shall be paid by the Board.
15. FAMILY ILLNESS
15.1 Up to five (5) days leave with pay shall be granted annually to a teacher to care for immediate family members who are ill or require out of town medical or dental treatment. Effective September 1, 2014, up to six (6) days leave with pay shall be granted for this purpose.
15.2 Immediate family members shall be defined as the employee’s spouse, child, parent or other individual for whom the employee is the legal guardian or appointed caretaker.
16. MATERNITY LEAVE
16.1 Teachers are entitled to maternity leave for a maximum period of 15 weeks commencing on a date of their choosing.
16.2 Whenever possible, written notice of intent to take such leave must be forwarded to the superintendent or designate at least six (6) weeks prior to commencement of the leave.
16.3 The Board shall pay the portion of the teacher’s benefit premiums specified in Article 11 of this Collective Agreement for the duration of the maternity leave.
16.4 The Board shall implement a supplemental unemployment benefits (SUB) plan which shall provide teachers on maternity leave with ninety-five percent (95%) of gross salary during the health related portion of the leave. A teacher, who is not eligible for Employment Insurance Benefits, is entitled to access sick leave in accordance with Article 13 of this Collective Agreement for the duration of the health related portion of the maternity leave.
16.5 At least four (4) weeks prior to the date on which the teacher intends to return to work, written notice must be forwarded to the superintendent or designate.
16.6 Following the leave, a teacher shall be returned to a mutually agreed upon position or to the position held at the commencement of the leave. Should the position no longer exist, the teacher shall be placed in a position commensurate with the teacher’s experience and training.
17. ADOPTION/PARENTAL LEAVE
17.1 Upon request, the Board shall grant adoption/parental leave for a period of up to one (1) year. Adoption/parental leave which does not exceed thirty (30) consecutive days shall be leave without payment of salary. Adoption/parental leave which exceeds thirty (30) consecutive days shall be leave without payment of salary and without contributions by the Board to benefits.
(a) Whenever possible, written notice of intent to take such leave must be forwarded to the superintendent or designate at least six (6) weeks prior to the commencement of the leave.
(b) At least four (4) weeks prior to the date on which the teacher intends to return to work, written notice must be forwarded to the superintendent or designate.
17.2 Commencement of leave shall occur the day the child comes into full care of the teacher. Leave may commence earlier if agreed to by the Board.
17.3 Following the leave, a teacher shall return to a mutually agreed upon position or to the position occupied at the commencement of the leave. Should the position no longer exist, the teacher shall be placed in a position commensurate with the teacher’s experience and training.
17.4 A teacher shall be granted up to a maximum of three (3) days paid leave for the purpose of completing the necessary documentation and requirements involved in the adoption and receipt of a child.
18. PATERNITY LEAVE
18.1 In the event of the spouse of an employee giving birth to a child, two (2) days with pay shall be granted to the employee and this leave shall be taken within fourteen (14) calendar days of the birth. Effective September 1, 2014, three (3) days leave with pay shall be granted for this purpose.
19. ATTENDANCE AT COURT
19.1 Leave of absence with pay shall be granted to a teacher:
(a) For jury duty or any summons related thereto.
(b) To answer a subpoena or summons to attend any court proceeding as a witness in a cause other than a teacher’s own.
20. PERSONAL LEAVE
20.1.1 Leave with pay for up to two (2) days per school year, for personal reasons, shall be granted upon notification to the Superintendent or designate. These days shall be granted with no deduction to the teacher’s salary. Unused days referred to in this Clause shall accumulate to a maximum of four (4) days. Effective September 1, 2015, unused days referred to in this Clause shall accumulate to a maximum of five (5) days.
20.1.2 Leave with pay for up to one (1) day per school year, for personal reasons, shall be granted upon written notification to the Superintendent or designate. An amount equal to the salary paid to the substitute teacher hired as a replacement shall be deducted from the teacher’s salary.
20.1.3 Leave with pay for up to one (1) day per school year, for personal reasons, shall be granted upon written notification to the Superintendent or designate. An amount equal to half the cost of a substitute teacher as defined in Clause 5.1 shall be deducted from the teacher’s salary.
20.1.4 Leave with pay for up to one (1) day per school year, for personal reasons, shall be granted upon written notification to the Superintendent or designate. An amount equal to the cost of a substitute teacher as defined in Clause 5.1 shall be deducted from the teacher’s salary.
20.1.5 Personal leave days under Articles 20.1.1 - 20.1.3 may be taken in any order.
20.1.6 No more than two personal days may be taken in May/June. Exceptions to this practice may be granted by the Superintendent upon written application.
20.1.7 Requests for leaves under this Clause shall not be used to extend Summer, Christmas or Easter/Spring breaks. Leaves that coincide with the aforementioned breaks, but are not for the purpose of extending the breaks, may be granted by the Superintendent upon written application.
20.1.8 Effective September 1, 2014, leave with pay for up to one (1) day per school year, for personal reasons, shall be granted upon written notification to the Superintendent or designate. An amount equal to fifty percent (50 %) of the cost of a substitute teacher as defined in Clause 5.1 shall be deducted from the teacher’s salary.
20.2 On written application, the Board through the Superintendent may grant personal leave. Personal leave which does not exceed thirty (30) consecutive days shall be leave without payment of salary. Personal leave which exceeds thirty (30) consecutive days shall be leave without payment of salary and without contributions by the Board to benefits and health spending account.
20.3 After a minimum of five (5) years service with the School Board a teacher may take a one school year’s leave of absence without pay and without Board contributions to benefits. Notice shall be given by April 30th and the response shall be given by the Board before May 15 of the year in which the leave commences. Following the expiration of the leave, the teacher shall be returned to a mutually agreed upon position or to the position occupied at the commencement of the leave. Should the position no longer exist, the teacher shall be placed in a position commensurate with the teacher’s experience and training. No more than five (5) teachers shall receive such leave in one school year. A period of leave of absence which has been used to attend University shall be considered as equal to a period of classroom service for the purpose of determining service and salary status.
20.4 Where there is an agreement between the teacher and the Board to extend the leave of absence, that teacher shall, at the termination of the leave, be returned to a mutually agreed upon position or the teacher shall be placed in a position commensurate with the teacher’s training and experience.
21. PROFESSIONAL DEVELOPMENT
The Board supports the professional development of teachers in its employ and specifically requests that teachers continuously seek to improve their professional qualifications, practices, and abilities by taking courses for that purpose.
Annually the Board shall contribute 2 ½ times category 4 max (as indicated in Clause 3.3) to a Professional Development Fund. All unexpended monies shall accrue to the fund for use in the following or subsequent years.
Applications for tuition reimbursement or the reimbursement of registration cost for non-credit courses, as described below, from the Professional Development Fund may be submitted in any year by teachers currently employed by the Board. Applications will be accepted for:
(a) Tuition reimbursement for university credit courses.
(b) Reimbursement for the registration cost of non-university credit courses, pre-approved prior to registering on the course by the Superintendent or designate.
(c) Professional Improvement Leaves as per Clause 21.3.
Professional Improvement Leave (PIL) shall mean a leave of absence granted by the Board for the purpose of study approved by the Board for improving the teacher’s professional qualifications, practices, and abilities.
21.1 The Professional Development Fund Committee
The Professional Development Fund Committee shall be composed of two teacher representatives, selected by the ATA Local Economic Policy Committee (EPC), a Board member who shall sit as chair of the committee, and a member of the District’s senior education administration team. Should the Professional Development Fund Committee vote be tied, final adjudication will be by local EPC Chair.
21.2 Procedures for Tuition Reimbursement for University Credit Courses
To be eligible for reimbursement for university credit courses, tuition and other compulsory fees, excluding textbooks, taken for the purpose of improving their professional qualifications, practices and abilities, teacher must be actively employed (including maternity or professional improvement leave) by the Board during the completion of the course and at the time of submission. Teachers may submit for reimbursement of fees for university credit courses with a completion date occurring in the 12-month period immediately preceding September 30th. As part of their submission, teachers must submit evidence of successful completion of each course.
21.2.1 Procedures for of Approval Non-University Credit Courses
Teachers seeking reimbursement of registration costs for non-university credit courses intended for the purpose of improving their professional qualifications, practices, and abilities shall make a written submission outlining their intent to the Professional Development Fund Committee, as referred to in Clause 21.1, for approval prior to registering in the course. The Professional Development Fund Committee will review the submissions and assess the merit of each request on the basis of the potential benefit to the teacher and the Board in terms of the teacher’s professional qualities, practices, and abilities. The Professional Development Fund Committee shall notify the teacher regarding the disposition of their application within 30 days of having received the application.
To be eligible for reimbursement of registration costs for non-university credit courses pre-approved by the Professional Development Fund Committee, teachers must be actively employed (including maternity or professional improvement leave) by the Board during the completion of the course and at the time of submission. Teachers may submit for reimbursement registration costs for non-university credit courses with a completion date occurring in the 12-month period immediately preceding September 30th. As part of their submission, teachers must submit evidence of successful completion of each course.
21.2.2 Deadline for Requests for Reimbursement
The deadline for submission of claims for reimbursement of tuition fees for university credit courses and for registration fees of non-credit courses pre-approved by the Professional Development Fund Committee is September 30th of each year. All submissions must be made to the Superintendent or designate, who shall submit all requests for reimbursement in their entirety to the Professional Development Fund Committee by October 15.
21.2.3 Reimbursement of Fees
Teachers shall receive payment by November 30th for requests approved by the Professional Development Fund Committee, as per the guidelines in Clause 21, to a maximum of $5000 per teacher per 12-month period.
21.3 Professional Improvement Leave
The Professional Development Fund Committee will determine the number of Professional Improvement Leaves to be granted for the following year by November 30 of that year. The number available will be based on the amount of funds remaining in the Professional Development Fund account following the reimbursement of tuition and non-credit course registration fees.
21.3.1 Procedures for Professional Improvement Leave
To be eligible for Professional Improvement Leave (PIL), the teacher shall have served the Board for a minimum of five (5) years prior to the year in which they submit their request for leave.
The Professional Development Fund committee shall review all applications for PIL and assess the merit of each application in relation to the following factors:
(a) The contribution made by the applicant to the District and to the profession,
(b) The benefit of the applicant’s chosen form of study in terms of their professional qualities, practices, and abilities, as well as the relevant value of the content of their chosen form of study to the District,
(c) The applicant’s length and continuity of service to the District, and
(d) The length of service since a previous PIL was granted to the applicant.
21.3.2 The written application for PIL shall include the following:
(a) A response to the factors considered by the committee as referenced in Clause 21.3.1.
(b) Requested start date and length of leave. Leave shall normally be for a period of one school year. Leave to participate in university courses may be granted for shorter periods on a prorated basis.
All applications shall be submitted in writing to the Superintendent or designate by:
(a) January 23, for requests for leave for a full school year.
(b) March 1 for short-term leaves.
21.3.3 The Superintendent or designate shall submit all applications for PIL to the Professional Development Fund Committee within 10 school days of the deadline for application. A Professional Development Fund Committee meeting shall be convened at the earliest possible instance to review submissions.
If an interview is necessary for the purpose of seeking clarification of any request for PIL, interviews shall be conducted by the committee at their earliest convenience.
The committee shall make decisions regarding reimbursement. In the event of a tie vote within the committee, the Superintendent or designate shall make the final determination.
Responses to applicants shall be made within 20 days of the deadline for application or interview, whichever is later.
21.3.4 Applicants who are granted leave will be reimbursed according to the Collective Agreement in effect for the year in which they are on leave.
21.3.5 A teacher granted PIL shall receive 75 per cent of his or her grid placement at the time of leave. Salary is payable in accordance with Articles 3 and 21.3.
21.3.6 A teacher who is granted PIL shall return to duties following the conclusion of the leave for a period of at least two (2) years.
21.3.7 If a teacher does not return to duties following the leave, then the salary together will all benefits and premiums paid by the Board on behalf of the teacher during the leave, with interest accruing from June 30 of the leave year at the prime rate of bank interest per cent per annum, shall be repaid by the teacher.
21.3.8 Except as provided in Clause 21.3.9, when a teacher who returns to the District and has commenced fulfillment of the return commitment, fails to complete that commitment, then the salary, benefit premiums paid by the Board to, or on behalf of, the teacher during the leave period in proportion to that portion of the commitment which is incomplete, shall be repaid by the teacher as provided in Clause 21.3.7.
21.3.9 Notwithstanding the foregoing, in the case of illness of the teacher or other circumstances, the Board may postpone or cancel the period of teaching service prescribed in Clause 21.3.6 and may provide terms for the payment of any sums owed to the Board by the teacher who has not commenced or completed the period of teaching service.
21.3.10 A period of PIL shall be considered as equal to a period of classroom service for the purpose of determining service and salary status.
21.3.11 For a full year PIL, for the purpose of scheduling, the teacher on leave shall advise the Board of their preferred assignment by completing the District Staff Intent Form while they are on leave.
21.3.12 A teacher shall return to a mutually agreed upon position or to the position occupied at the commencement of the leave. Should the position no longer exist, the teacher shall be placed in a position commensurate with the teacher’s experience and training.
22. EARLY LEAVE
22.1 Early leave shall be granted by the Board upon application for study at university or other institutions providing courses acceptable to a committee composed of two (2) teacher representatives selected by the ATA Local Economic Policy Committee (EPC) and two (2) Board representatives.
22.2 A written application under this Clause shall be made through the Superintendent to a committee composed of two (2) teacher representatives selected by the ATA Local Economic Policy Committee (EPC) and two (2) Board representatives, which shall determine if the leave is granted.
22.3 Not more than four (4) leaves shall be granted in the same school year. All applications will be reviewed by the committee outlined in Clause 21.1. Applications for leave shall be submitted by October 1 or March 1. The committee shall submit to the Board a list of recommended applicants, designating candidates by merit, after considering the seniority and qualifications of each applicant and the interest of the school system. All applicants shall be notified of the Board decision within one (1) month.
22.4 A teacher shall have deducted 1/200th of regular annual salary per day of leave, and shall be paid 1/200th of 75% of his/her grid placement at time of leave per day of early leave.
23. NOON HOUR SUPERVISION
23.1 A school staff may implement a noon hour supervision program on a non-profit or cost recovery basis.
24. EXTRA-CURRICULAR ACTIVITIES
24.1 The parties recognize the value of extra-curricular activities including the participation of teachers. However, teacher participation in extra-curricular activities is voluntary. Should a teacher decide to participate in such activities the teacher will not be paid for such service.
25. TEACHER TRUSTEE LIAISON COMMITTEE
25.1 The parties to the Agreement recognize that the Policy Statement referring to the Teacher Trustee Liaison Committee continues in effect upon the signing of this agreement and remains in effect during the term of this Agreement. The Committee shall meet at least once per year at least once before November 30 of the given school year.
25.2 The Teacher Trustee Liaison Committee shall meet a minimum of once per school year before the Christmas break.
26. PERSONNEL FILES
26.1 Upon two days’ notice a teacher shall have access to his/her personnel file.
27. CANADA SAVINGS BOND
27.1 The Board shall provide a Canada Savings Bond Purchase Plan whereby teachers may purchase these bonds through monthly deductions. Effective August 31, 2014 this clause shall cease to exist and have no further force and effect.
28.1 Parking/Plug-ins - parking, including plug-ins, shall be at no cost to the teacher.
29. GRIEVANCE PROCEDURE
The Board and the Association recognize that resolution if issues arising out of the application of this Collective Agreement shall be earnestly worked towards at the school or site level by the teacher and with their direct supervisor, or with the appropriate employee of the Board. Should resolution be unsuccessful, the grievance procedure shall be used to address issues.
29.1 Any difference between a teacher covered by this agreement and the Board shall first be discussed between the teacher and direct supervisor, or with the appropriate employee of the Board, within 10 school days from the date of the incident giving rise to the grievance, or from the date the teacher would have had reasonable knowledge of the incident, whichever is later. No stoppage of work or refusal to perform work shall occur.
29.2 If the teacher is not satisfied with the resolution by the direct supervisor, or the appropriate employee of the Board, the teacher shall have ten (10) school days to communicate in writing the statement of the nature of the grievance to the Chairman of the Economic Policy Committee and the Assistant Superintendent - Human Resources/Information Technology. The written communication shall set out the nature of the grievance, the Articles of this agreement which it is alleged have been violated, and the remedy sought.
29.3 Unless mutually agreed, the Grievance Committee shall meet with the teacher within ten (10) school days of the referral. Teachers may at their own discretion have a representative of the Association present.
29.4 The Grievance Committee shall be the Secretary-Treasurer, Assistant Superintendent - Human Resources/Information Technology, and other designates of the Superintendent, as required.
29.5 Within ten (10) school days of the decision of the Grievance Committee, either party may by written notice require the establishment of an Arbitration Board. Each party shall appoint one member as its representative on an Arbitration Board and the two members so appointed shall endeavor to select and independent Chairperson. If they fail to do this they shall apply to the Director of Mediation Services with Alberta Human Services to select a Chairperson.
29.6 This Arbitration Board shall determine its own procedure and its decision will be final.
29.7 This Arbitration Board shall not change, modify or alter any of the terms of this agreement.
29.8 Each party shall bear the cost of their nominee and shall share equally the cost of the arbitrator.
29.9 The purpose of the grievance procedure is to ensure that all grievances are processed properly and expeditiously. Timelines are mandatory unless mutually agreed otherwise. If the teacher or Association fails to comply with the provisions of the grievance procedures, the grievance shall be considered abandoned. If the Board fails to comply with the grievance procedure, the teacher or Association may advance the grievance to the next step of the grievance procedure. Time limits may be extended by mutual agreement of both parties.
29.10 At any stage in the grievance process either party may suggest mediation, and upon mutual agreement a mediation process can be used. Decisions of the mediator are non-binding on either party, nor do they preclude continuing with the grievance process. Selection of a Mediator will be by mutual agreement and costs will be shared equally.
30. CANCELLATION OF ALL PREVIOUS AGREEMENTS
30.1 All previous agreements, schedules, and regulations between or affecting the parties are hereby cancelled.
31. SALARY REDUCTION
31.1 Nothing herein contained shall reduce the salary of a teacher below the amount payable immediately prior to the effective date of this Collective Agreement.
32. NORTHERN TRAVEL BENEFIT
32.1 For those teachers who are eligible and for the purposes of this Collective Agreement, $4,000.00 of the annual salary, as set out in Article 3 of this agreement shall be considered to be a Travel Assistance Benefit paid in a designated area as defined by Canada Revenue Agency (CRA), and shall be indicated as such in the appropriate box on the annual T4 slip. The provision of this benefit shall in no fashion add to the cost of salary or benefits to the employer and shall be in accordance with the provisions set by CRA.
33. TEACHER CONVENTION HONOURARIUM
A teacher who is engaged by the Alberta Teachers’ Association Convention Association, as a speaker, shall be entitled to retain any honorarium and/or stipend provided by the Convention Association.
34. AGREEMENT SIGNATURES
34.1 This Agreement shall inure to the benefit of, and shall be binding upon, the parties and their successors.
LETTER OF INTENT
The Board will establish a school year based on the following:
The school year shall consist of a maximum of 188 instructional days and 10 non-instructional days. The non-instructional days shall be allocated for purposes of teacher convention, teacher professional development, parent-teacher conferences, and staff organization days.
LETTER OF INTENT
The Board shall provide the Association with notice of intent to change benefit provider one (1) year before the effective date of the new plan. Such notice shall include a copy of all proposed plan documents.
Any alternate plan must have an ongoing equivalence subject to agreement by the parties regarding any divergence.
The Board shall immediately notify the Association of any changes to the alternate plan and provide proof of continued equivalency.
The Association shall provide the Board with notification of any changes to the ASEBP plans. The Board shall, within 3 months of receiving the notice, provide proof of equivalency.