Northland School Division No 61 (2016 - 2018)

Whereas this collective agreement is made pursuant to the laws of the province of Alberta as amended from time to time including but not limited to the School Act, the Alberta Human Rights Act, the Public Education Collective Bargaining Act (PECBA), the Employment Standards Code, and the Labour Relations Code.

WHEREAS, certain terms and conditions of employment and the salaries of teachers have been the subject of negotiations between the parties; and

WHEREAS, the parties desire that these matters be set forth in an Agreement concerning the terms of employment of the said teachers to enhance instruction in schools.

NOW THEREFORE THIS AGREEMENT WITNESSETH that in consideration of these premises and of the mutual and other covenants herein contained, with nothing further implied, the parties agree as follows:

1.            APPLICATION/SCOPE

1.1          This collective agreement shall be applicable to every person who requires a teacher certificate as a condition of employment with the School Jurisdiction excepting those positions agreed to be excluded in local bargaining between the School Jurisdiction and the Association.

1.2          Excluded Positions: Notwithstanding Article 1.1, employees holding the title of Director, Supervisor or Superintendent shall be excluded from this Agreement.

1.3          The Association is the bargaining agent for each bargaining unit and:

1.3.1      has exclusive authority to bargain collectively with TEBA on behalf of all the teachers in the bargaining units and to bind the teachers in any collective agreement with respect to central terms; and

1.3.2      has exclusive authority to bargain collectively with each School Jurisdiction on behalf of the teachers in each bargaining unit with respect to local terms, and to bind the teachers by a collective agreement.

1.4          The School Jurisdiction retains all management rights, unless otherwise provided by the expressed terms of this collective agreement.

1.4.1      Except as may be abridged by the terms hereof, the management of the school system and the staff is reserved and vested in the School Jurisdiction and their appointed executive officers.

1.5          Implementation of this collective agreement shall not cause a teacher presently employed to receive a salary less than that calculated under any previous collective agreement unless mutually agreed to by TEBA and the Association.

1.6          This collective agreement cancels all former collective agreements and all provisions appended thereto.

1.7          This collective agreement shall enure to the benefit of and be binding upon the parties and their successors.

1.8          Structural Provisions

1.8.1      Quality of Work Life Committee [Expires August 31, 2017]

1.8.1.1   The parties hereby recognize that basic to the proper management and administration of a school system is the School Jurisdiction right and responsibility to formulate and adopt policies and regulations.

1.8.1.2   The parties hereby agree that a Quality of Work Life Committee shall be acknowledged by the School Jurisdiction for the purpose of considering matters of concern related to school affairs, including proposed educational policy changes and changes in conditions of professional services, divisional housing and make recommendations to the respective parties for specific actions to the Clause, and communicating the views of respective parties.

1.8.1.3   Quality of Work Life Committee shall consist of authorized representatives of teachers, elected board members and their appointees.

1.8.1.4   The parties shall meet a minimum of two (2) times during the school year.

1.8.1.5   Each party shall bear its own costs.

1.8.2      Committees

Effective September 1, 2017, the language of clause 1.8.1 (Quality of Work Life Committee) will be replaced with the following:

1.8.2.1   The parties agree to establish two committees, the Teaching and Learning Committee and the Attraction and Retention Committee, to facilitate communication between the School Jurisdiction and the Association.

Teaching and Learning Committee

1.8.2.1.1   The Teaching and Learning Committee will examine and propose ideas for the improvement of teaching and learning, inclusive of, but not restricted to: examining and providing feedback for proposed School Jurisdiction policy and exploring innovative professional practices specific to Northland schools. The Teaching and Learning Committee will also be consulted during the drafting of school calendars and have an opportunity to provide feedback to the School Jurisdiction.

Attraction and Retention Committee

1.8.2.1.2   The Attraction and Retention Committee will explore ways to enhance the experience of teacher employment in Northland. This is inclusive, but not restricted to: teacher wellness, housing, isolation and the experience of cultural immersion. The Attraction and Retention Committee will also have the opportunity to review and provide input to any proposed changes to Administrative Procedure 508.

1.8.2.2   The committees will have equal representation from the Association and School Jurisdiction and will range in size from four to eight members in total. Each party will be responsible for naming their own representatives and for their own expenses.

1.8.2.3   Each committee will be responsible for drafting and reviewing their terms of reference on a regular basis.

1.8.2.4   The committees will meet no less than twice a year. The first meeting of the committees will occur no later than November of any school year.

2.            TERM

2.1          The term of this collective agreement is September 1, 2016 to August 31, 2018. Unless stated otherwise, this collective agreement shall continue in full force and effect through August 31, 2018.

2.2          List Bargaining

2.2.1      Negotiations regarding the list of central and local matters must commence not less than 6 months and not more than 8 months before the expiry of the then existing collective agreement and shall be initiated by a written notice from the Association or TEBA to the other.

2.2.2      If agreement is not reached, the matter shall be determined by arbitration under PECBA.

2.3          Central Matters Bargaining

2.3.1      Either TEBA or the Association may, by written notice to the other, require the other to begin negotiations. Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence central bargaining by TEBA or the Association must be served not less than 15 days and not more than 30 days after the central matters and local matters have been determined.

2.3.2      A notice referred to in subsection 2.3.1 is deemed to be a notice to commence collective bargaining referred to in section 59(1) of the Labour Relations Code.

2.4          Local Bargaining

2.4.1      Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence local bargaining by a School Jurisdiction or the Association must be served after, but not more than 60 days after, the collective agreement referred to in section 11(4) of PECBA has been ratified or the central terms have otherwise been settled.

2.4.2      A notice referred to in subsection 2.4.1 is deemed to be a notice to commence collective bargaining referred to in section 59(1) of the Labour Relations Code.

2.5          Bridging

2.5.1      Notwithstanding section 130 of the Labour Relations Code, when a notice to commence central bargaining has been served, a collective agreement in effect between the parties at the time of service of the notice is deemed to continue to apply to the parties, notwithstanding any termination date in the collective agreement, until

a)            a new collective agreement is concluded, or
b)            a strike or lockout commences under Division 13 of Part 2 of the Labour Relations Code during local bargaining.

2.5.2      If a strike or lockout commences during central bargaining, the deemed continuation of the collective agreement is suspended until an agreement with respect to central terms is ratified under section 11(4) of PECBA or the central terms have otherwise been settled.

2.6          Meet and Exchange

2.6.1      For central table bargaining, representatives of the Association and TEBA shall meet and commence collective bargaining not more than 30 days after notice is given. At the first meeting, the Association and TEBA shall exchange details of all amendments sought.

2.6.2      For local table bargaining, representatives of the Association and a School Jurisdiction shall meet and commence collective bargaining not more than 30 days after notice is given. At the first meeting, the Association and School Jurisdiction shall exchange details of all amendments sought.

2.6.2.1   At the first meeting, following serving notice to amend the Agreement, each party shall submit to the other, specific amendments to be considered during collective bargaining.

2.6.2.2   Bargaining shall be limited to the written items contained in the two (2) lists of amendments, unless both parties mutually agree to negotiate additional amendments.

2.7          Opening with Mutual Agreement

2.7.1      The Association and TEBA may at any time by mutual agreement negotiate revisions to the central matters contained in this collective agreement. Any such revisions shall become effective from such date as shall be mutually agreed upon by the Association and TEBA.

2.7.2      The Association and the School Jurisdiction may at any time by mutual agreement negotiate revisions to the local matters contained in this collective agreement. Any such revisions shall become effective from the date mutually agreed upon by the parties.

2.8          Provision of Information

2.8.1      As the Association is the bargaining agent for the teachers employed by each School Jurisdiction, each School Jurisdiction shall provide to the Association at least once each year no later than October 31, a list of its teachers who are members of the Association including the name, certificate number, home address, home phone number and the name of their school or other location where employed.

2.8.2      Each School Jurisdiction shall provide the following information to the Association and to TEBA annually:

a)            Teacher distribution by salary grid category and step as of September 30;
b)            Health Spending Account (HSA)/Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;
c)            Most recent School Jurisdiction financial statement;
d)            Total benefit premium cost;
e)            Total substitute teacher cost; and
f)             Total allowances cost.

3.            SALARY

3.1          Salary Pay Date/Schedule

3.1.1      Save and except substitute teachers, each teacher shall be paid:

(a) One-twelfth (1/12th) of their annual salary on the last teaching Friday of each month, or the twenty-fifth (25th) of the month, whichever is earlier.

(b) For June, teachers will be paid on the twenty-fifth (25th). If the twenty-fifth (25th) falls on a weekend, then teachers will be paid the previous Friday.

3.1.2      Teachers in their first month of employment with the School Jurisdiction, a salary advance for first year teachers be provided by the School Jurisdiction upon written request.

3.2          Grid

3.2.1      The amount of teacher 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 School Jurisdiction.

3.2.2      Tabulated below are the minimum and maximum salary rates and the experience increments for each year of teacher education.

3.2.3      Effective September 1, 2016

Pay Grade Years of Education
  Four Five Six
1 64,477 67,552 70,900
2 67,911 70,991 74,356
3 71,346 74,429 77,815
4 74,781 77,863 81,272
5 78,219 81,295 84,728
6 82,029 85,208 88,662
7 85,848 89,113 92,593
8 89,657 93,021 96,527
9 93,466 96,930 100,455
10 97,287 100,833 104,390

 

3.3          Education

3.3.1      The evaluation of teacher education for salary purposes shall be according to the policies and principles established by the Teacher Salary Qualifications Board, established by the Memorandum of Agreement among the Department of Education, the Association, and the Alberta School Trustees’ Association dated March 23, 1967.

3.3.2      It shall be the responsibility of each teacher to provide the School Jurisdiction. with a certificate from the Teacher Salary Qualifications Board within ninety (90) calendar days of commencement of the school year or from the date of commencement of employment, or upon completion of additional courses.

3.3.2.1   In compliance with Clause 3.3.2, the adjustment date shall be the latter of the commencement date of the school year, commencement of employment, or upon completion of additional courses.

3.3.2.2   If the teacher fails to comply with Clause 3.3.2, the effective date of adjustment of salary shall be the first (1st) day of the month following receipt of the certificate by the School Jurisdiction.

3.3.2.3   Until the teacher submits the statement of qualifications hereinbefore referred to, the teacher shall be placed on the salary schedule at four (4) years of teacher education, and the number of years of verified teaching experience.

3.3.2.4   Clause 3.3.2.2 shall not apply if the teacher submits satisfactory written evidence or proof of application to the School Jurisdiction within ninety (90) calendar days of commencement of the school year or from the date of commencement of employment that failure to comply was not the fault of the teacher.

3.3.3      Teachers will not be eligible for payment of part years.

3.4          Experience

3.4.1      Teachers shall gain experience while holding a valid Alberta teaching certificate or its equivalent, and working while:

a)            under contract in a position that requires a teaching certificate as a condition of employment, excluding leaves of absence without salary and vacation periods; and
b)            employed as a substitute teacher within the preceding five (5) years.

3.4.2      A teacher shall be granted only one (1) experience increment during any one (1) school year.

3.4.3      Previously unrecognized experience gained in one school year with a School Jurisdiction may be carried over for calculation of experience increments in the following school year with that same School Jurisdiction.

3.4.4      Provisions 3.4.1 through 3.4.4 take effect on September 1, 2017 and shall not be applied retroactively other than to permit unrecognized experience gained in the 2016-17 school year with a School Jurisdiction being carried over for calculation of experience increments in the 2017-18 school year with that same School Jurisdiction.

3.4.5      Teachers new to staff will be required to submit verification of teaching experience from their previous employers within ninety (90) calendar days of commencement of the school year or from the date of commencement of employment.

3.4.5.1   If the teacher fails to comply with Clause 3.4.5, the effective date of adjustment shall be the first (1st) day of the month following receipt of the verification of teaching experience by the School Jurisdiction.

3.4.6      A year of teaching experience shall be any one (1) school year during which a teacher has taught for not less than one hundred-ten (110) school days.

3.4.6.1   Leaves taken under Clauses 10, 14.2, 14.3 and the health-related portion of Clause 11.1 shall be counted as days taught for the purpose of this Clause.

3.4.6.2   Substitute teaching shall be counted as teaching experience for the purpose of this clause.

3.4.7      Teaching experience obtained by a teacher prior to engagement by the School Jurisdiction shall be recognized upon verification, provided that it was under a recognized authority, as if it had been teaching experience in schools under the School Jurisdiction’s jurisdiction.

3.4.8      Experience increments shall take effect on the first (1st) teaching day of the school year or February 1st, whichever is earliest after earning an experience increment. [This clause expires August 31, 2017].

3.4.9      Notwithstanding Clause 3.4.6, a teacher teaching part-time shall be entitled to one (1) experience increment for each one hundred and fifty (150) teaching days accumulated in consecutive years in the service of Northland School Division No. 61 providing such service has not previously been counted for increment purposes. [This clause expires August 31, 2017].

3.5          Other Rates of Pay

3.5.1      Night and Summer School Rates

3.5.1.1   A teacher covered by this collective agreement who agrees to teach at night school or during the summer, the weekend, Christmas, Spring Recess periods or other natural breaks at the request of the Superintendent or Designate, shall be paid 1/400 of total annual salary for each half-day of work.

3.5.2      Special Training Bonus

3.5.2.1 the School Jurisdiction will pay a teacher a special training bonus, calculated monthly, for any of the following:

Proficiency in Cree or Chipewyan language as determined by the Superintendent or designate.

$2,039.00 per year

This rate is to be adjusted on the same dates and by the same percentage increase as the salary grid.

3.5.2 2   Written application for the above must be made within ninety (90) days of commencement of employment or within ninety (90) days of completion of the course(s). If the teacher fails to do so, the effective date of adjustment of salary shall be the first (1st) day of the month following receipt of application by the School Jurisdiction.

3.6          Other Allowances

3.6.1      Moving Allowance

3.6.1.1   A moving allowance will be established for newly hired teachers. This moving allowance would be payable on the first check run after the teachers’ employment commences provided the appropriate paperwork is provided. The amounts of the moving allowance are outlined in Administrative Procedure 508 and the School Jurisdiction agrees that if changes are to be made to Administrative Procedure 508, that the Attraction and Retention Committee will have the opportunity to review and provide input to the proposed changes.

3.6.2      Location Allowance

3.6.2.1 Teachers in Fort Chipewyan, Chipewyan Lake and Fort McKay shall be paid an annual location allowance of:

Ft. Chipewyan Chipewyan Lake Ft McKay
$3,386.00 $4,199.00 $2,771.00

 

3.6.2.2 This rate is to be adjusted on the same dates and by the same percentage increase as the salary grid.

3.6.2.3   Fort Chipewyan – Two (2) round-trip flights to Fort McMurray per year. These flights are subject to a minimum of four (4) weeks advance notice by the employee to allow the employer to take advantage of early booking discounts. [This clause expires August 31, 2017].

Effective September 1, 2017 - two (2) round-trip flights to Fort McMurray per year.

3.6.3      Convention Allowance

3.6.3.1   The School Jurisdiction shall pay to the Association Local #69 an amount per teacher on or before September 1st each year for the purpose of providing a travel grant to teachers to attend the teachers’ convention. The Association Local #69 shall determine the amount each teacher is to receive, and distribute this amount prior to the teachers’ convention date.

3.6.3.2   Effective September 1, 2016 - $370.00 per teacher.

Effective September 1, 2017   $450.00 per teacher.

This rate is to be adjusted on the same dates and by the same percentage increase as the salary grid.

4.            ADMINISTRATOR ALLOWANCES AND CONDITIONS OF PRACTICE

4.1          Creation of New Designations/Positions

4.1.1      It is the right of the School Jurisdiction to create and fill new positions. Notwithstanding the above, the School Jurisdiction agrees to negotiate for Collective Agreement positions within ninety (90) days following establishment of such positions.

4.2          Administration Allowances

4.2.1      Principal Allowances

4.2.1.1   The formula for computing Principals’ allowances for the school year shall be on the basis of the Alberta School Foundation Fund total pupil count including eligible and ineligible pupils as of September 30th in that school year, with Early Childhood Services (ECS) pupils counting as full pupils.

4.2.1.2   The formula to be used in computing the allowance will be as follows, where it appears in the formula, (P1) shall refer to the number of pupils as of September 30th for which the Principal is responsible:

$10,730.00 + ($36.48 X P1)
P1 = enrolment on September 30th
[This clause expires August 31, 2017].

Effective September 1, 2017, the Principal allowance will be restructured to:

A base allowance of 14% of four years education, maximum experience on the salary grid, plus a per student rate based on four years education, maximum experience on the salary grid of:

0-50 students – .06% per student
51-200 students - .025% per student
201 plus students - .02% per student

This rate is to be adjusted on the same dates and by the same percentage increase as the salary grid.

4.2.1.3 The maximum allowance payable shall be: $24,637.00 per year. [This clause expires August 31, 2017].

Effective September 1, 2017, the maximum allowance payable shall be 21.1% of four years education, maximum experience on the salary grid.

This rate is to be adjusted on the same dates and by the same percentage increase as the salary grid.

4.2.1.4   Adjustments for any changes shall be made retroactive to September 1st in the month of December.

4.2.1.5   The District Principal allowance will be the same as the highest paid principal in the division.

4.2.2      Vice Principals’ Allowance

4.2.2.1   Vice-Principals shall be paid one-half (1/2) of the Principal’s Allowance.

4.3          Acting/Surrogate Administrators – Compensation

4.3.1      Acting Principals shall be paid an Acting Principal Allowance in accordance with Board Procedure 413. [This clause expires August 31, 2017].

Effective September 1, 2017, acting principals shall be paid 1/200th of the principal allowance for every day a teacher acts in the place of a principal.

4.4          Red Circling

4.4.1      Any principal or vice-principal who would suffer a reduction in allowance amount as a result of the implementation of clause 4.3.1 shall be red circled at their allowance amount at the time of ratification of clause 4.3.1 based on the 2012-2016 collective agreement until such time as:

a) the maximum allowance exceeds their red circled allowance amount;
b) at the principal’s or vice-principal’s request, the principal or vice-principal transfers to another school; or,
c) a decline in student enrollment at the school at which the principal or vice-principal was assigned at the time of ratification of clause 4.3.1 results in an allowance amount under clause 4.2.1 that falls below the maximum allowance.

It is agreed that any teacher who was designated as principal or vice-principal in the 2017-2018 school year but is no longer principal or vice-principal at the time of ratification of clause 4.3.1 whose allowance was greater than the maximum allowance specified in clause 4.3.1 shall not be required to repay any allowance previously received.

4.5          Teachers with Principal Designations

4.5.1      Effective September 1, 2017, a teacher designated as a principal shall enter into a series of term contracts for a period of up to five (5) years. Up to two (2) of these five years may be on a probationary basis. Following the term contract maximum of five (5) years, inclusive of the maximum two (2) years probationary period, the School Jurisdiction must decide whether or not the designation will continue, and if it continues, it is deemed to be a continuing designation.

4.5.2      Any current principal who has had a term contract(s) for a term(s) of a total of less than five years on September 1, 2017 may continue under the term contract until the total number of years designated as a principal is five years. When the total length of the principal’s designation will be five years as of August 31, 2018, the School Jurisdiction must decide by April 30, 2018 whether or not the designation will continue in the 2018-19 school year, and if it continues, it is deemed to be a continuing designation.

4.5.3      For any current principal who is on a term contract(s) for a period of five years or more as of September 1, 2017, the School Jurisdiction must decide by January 31, 2018 whether or not the designation will continue, and if it continues, it is deemed to be a continuing designation. If the designation is not continued, it will expire at the conclusion of the term provided in the term contract, unless it is otherwise terminated in accordance with the express provisions of the term contract.

4.6          Other Administrator Conditions

4.6.1      Vacation/ Work Schedule

4.6.1.1   Teachers receiving a Principal’s Allowance shall have their schools ready for school opening and properly closed for the summer months and teachers receiving a Vice-Principal’s Allowance shall assist the Principal in having their schools ready for school opening and properly closed for the summer months.

4.6.1.2   In order to have schools ready for school opening, first (1st) year Principals and Vice-Principals, who are new to administrative positions in the Division, are expected to be in their schools two (2) weeks prior to the school opening date.

4.6.2      Principal and Vice Principal Lieu Days

4.6.2.1   Effective September 1, 2016, all principals and vice principals will have access to lieu days in accordance with Administrative Procedure. Principals and vice principals who are unable to access the first two (2) lieu days will be provided with a payout of 1/200th of their salary and allowance for each day not utilized by June 30th, 2017.

4.6.2.2   Effective September 1, 2017, all principals and vice principals will have access to a minimum five (5) lieu days. Where circumstances warrant, principals and vice principals may be granted up to an additional five (5) lieu days at the discretion of the Superintendent or Designate. The scheduling of days in lieu will be agreed to by the principal or vice-principal and Superintendent or Designate. Principals and vice principals who are unable to access the first five (5) lieu days will be provided with a payout of 1/200th of their salary and allowance for each day not utilized by June 30th of any school year.

5.            SUBSTITUTE TEACHERS

5.1          Rates of Pay

5.1.1      The rate of pay, inclusive of holiday pay, for substitute teachers shall be $206.69 per full day

5.1.2      The half-day rate shall be calculated by dividing the full day rate by two (2).

5.1.3      This rate is to be adjusted on the same dates and by the same percentage increase as the salary grid.

5.2          Commencement of Grid Rate

5.2.1      Number of days to go on grid: Notwithstanding the above, a substitute teacher who prepares and teaches for a period of five (5) or more consecutive days in the same school and for the same teacher shall be treated as a temporary teacher from the beginning and during the continuance of such consecutive days.

5.2.1.1   In such case, the substitute teacher must submit proof of qualifications and experience in accordance with Clauses 3.3 and 3.4 of this Agreement.

5.2.2      Effective September 1, 2017, the period of consecutive employment during the school year shall not be considered interrupted or non-consecutive, if a holiday, teachers’ convention, professional day or such other system-regulated breaks interrupt the substitute teacher’s continuity in the classroom.

5.3          Other Substitute Teacher Conditions

5.3.1      Teachers who substitute for Northland on a regular basis, defined to at least 25 days of substitute teaching in a school year, will be provided with one paid day at the rate specified in clause 5.1.1 to participate in a professional development (P.D.) activity offered by Northland School Division or the annual North East Teachers’ Convention. Teachers wishing to access this provision will make their request to the Superintendent or Designate in writing.

6.            PART TIME TEACHERS

6.1          FTE Definition: Effective September 1, 2017, part-time teacher FTE will be determined by the ratio of the teacher’s actual annual instructional time to the teacher instructional time of a full-time assignment in the teacher’s school. This FTE will be used to calculate the prorated portion of a teacher’s assignable time.

6.2          Part-time Teachers Benefits and Proration

6.2.1      Teachers who are employed on a part-time basis shall be entitled to all benefits as outlined in Article 7. All other benefits referred to in this collective agreement will be pro-rated.

6.2.2      Full-time teachers employed on a temporary contract for a portion of the school year shall receive leave benefits on a pro-rata basis rounded to the nearest half-day and health spending account contributions (pursuant to Clause 7.3) pro-rated to the proportion that their actual service bears to a year of full-time service based on a ten (10) month school year.

7.            GROUP BENEFITS

7.1          Group Health Benefit Plans, Carrier and Premiums

7.1.1      The School Jurisdiction shall make available to the teachers the Alberta School Employee Benefit Plan (A.S.E.B.P.) and shall contribute toward the cost of the various premiums for employees, as follows:

(a) A.S.E.B.P., Life and A. D. & D. Schedule 2, one hundred (100%) per cent of each teacher’s monthly premium.

(b) A.S.E.B.P., Extended Disability Benefit Plan D, one hundred (100%) per cent of each teacher’s monthly premium.

(c) A.S.E.B.P., Extended Heath Care Plan 1, one hundred (100%) per cent of each teacher’s monthly premium.

(d) A.S.E.B.P., Dental Care Plan 3, one hundred (100%) of each teacher’s monthly premium.

(e) A.S.E.B.P., Vision Care Plan 3, one hundred (100%) of each teacher’s monthly premium.

(f) Alberta Health Care Insurance Plan, Group #6355, one hundred (100%) per cent of each teacher’s monthly premium.

7.1.2      For teaching staff who have made application for Extended Disability benefits and who do not have enough accumulated sick days to extend through the ninety (90) day waiting period, the School Jurisdiction will be responsible for the A.S.E.B.P. premiums for those months without pay to the ninety (90) day.

7.2          Group Benefits Eligibility

7.2.1      Subject to the provisions of the master policy, participation in the A.S.E.B.P plans listed in Clause 7.1.1 shall be a condition of employment for all teachers. Notwithstanding the above, where there is a duplication of benefits because the spouse of a teacher has the benefit plans or similar plans as outlined in Clause 7.1.1, the teacher shall be exempt from the condition of employment.

7.2.2      Teachers employed on a contract of employment with the School Jurisdiction will be eligible for A.S.E.B.P coverage on the first day of their employment.

7.2.3      It is understood that a teacher who becomes eligible for receipt of disability benefits as provided in the A.S.E.B.P. shall not be entitled to receive cumulative sick pay benefits, beyond the ninety (90) day waiting period.

7.2.3.1   Notwithstanding 7.2.3, teachers who qualify for A.S.E.B.P extended disability benefits will be provided with the School Jurisdiction contributions to benefits plans outlined in clause 7.1.1 for the first two years of their disability.

7.3          Health Spending Account

7.3.1      The School Jurisdiction agrees to contribute per eligible teacher, each year, to a Health Spending Account (HSA).

7.3.2      Annual contributions shall be: $850.00.

7.3.3      A Health Spending Account (HSA) is for the benefit of that teacher and his/her spouse and dependents. Eligible teachers are those teachers eligible to participate in the benefit plans pursuant to Article 7 of this agreement. The HSA will adhere to Canada Revenue Agency (CRA) rules and will be administered by ASEBP.

7.3.4      Notwithstanding clause 7.3.3, teachers who are on a contract of employment but not eligible for ASEBP’s benefit plan will be provided with an HSA.

7.4          Other Group Benefits

7.4.1      Canada Employment and Immigration Commission Rebate – It is understood that payments made toward the aforementioned benefit plans shall permit the School Jurisdiction to retain and not pass on to teachers any rebates of premiums otherwise required under the Canada Employment and Immigration Commission regulations.

8.            CONDITIONS OF PRACTICE

8.1          Teacher Instructional and Assignable Time

8.1.1      It is recognized that a teacher’s professional responsibility extends beyond those outlined below.

8.1.2      A teacher will not be assigned duties in excess of thirty (30) hours per week, of which, whenever possible, a maximum of twenty-three and one-third (23 1/3) hours will be devoted to instruction of pupils.

8.2          Assignable Time Definition

8.2.1      Assigned Time is defined as the amount of time that School Jurisdictions assign teachers and within which they require teachers to fulfill various professional duties and responsibilities including but not limited to:

a)            operational days (including teachers’ convention)
b)            instruction
c)            supervision, including before and after classes, transition time between classes, recesses and lunch breaks
d)            parent teacher interviews and meetings
e)            School Jurisdiction and school directed professional development, time assigned to teacher professional development, and travel as defined in Clause 8.2.3
f)             staff meetings
g)            time assigned before and at the end of the school day
h)            other activities that are specified by the School Jurisdiction to occur at a particular time and place within a reasonable work day.

8.2.2      Teachers have professional obligations under the School Act and regulations made pursuant to the School Act, as well as the Teaching Quality Standard, which may extend beyond what is assigned by School Jurisdictions. Teachers have discretion, to be exercised reasonably, as to when they carry out their professional responsibilities that extend beyond their assigned time.

8.2.3      Time spent traveling to and from professional development opportunities identified in 8.2.1 (e) will not be considered in the calculation of a teacher’s assignable time if:

a)            the teacher is being provided any other pay, allowances or a per diem for that travel time (excluding any compensation provided for mileage).

b)            the actual distance required to travel for the purposes of such professional development does not exceed the teachers’ regular commute to their regular place of work by more than eighty (80) kilometers. In such instances, assignable time will be calculated as one quarter (1/4) of an hour for every twenty (20) kilometers traveled in excess of the eighty (80) kilometer threshold.

c)            the time is spent traveling to and from the teacher’s annual convention.

8.3          New Teacher Orientation

The School Jurisdiction will encourage and support local orientation for all new teachers to the school and community.

9.            PROFESSIONAL DEVELOPMENT

9.1          Teacher Professional Growth Plan

9.1.1      Teacher Professional Growth Plans will consider but will not be required to include the School Jurisdiction’s goals.

9.1.2      The teacher professional growth process, including discussions between the teacher and principal on the professional growth plans, will continue to take place.

9.1.3      School Jurisdictions and/or schools are not restricted in developing their own staff development plan in which the School Jurisdiction and/or school may require teachers to participate.

9.2          Professional Development Funds

9.2.1      A Professional Development Fund shall be established each fiscal year in the amount of:

(a) Effective September 1, 2016     $51,500.00
(b) Effective September 1, 2017     $60,000.00

9.2.2      This fund is to be jointly administered by a representative of the School Jurisdiction and Local Teacher P.D. Committee.

9.3          Tuition Fees

9.3.1      Subject to prior approval by the Superintendent of Schools or Designate, the School Jurisdiction shall reimburse teachers’ tuition fees for a University, College, or language course (Cree or Chipewyan language) completed at a rate of seventy-five (75%) percent. Proof of successful course completion shall be provided by the teacher. Teachers on Education Leave are not eligible for reimbursement under this clause.

9.4          Professional Improvement Leave

9.4.1      Any employee subject to this Agreement who has served with the School Jurisdiction for a period of three (3) consecutive years or more shall be eligible to apply in the fourth (4th) or any subsequent year for professional improvement leave as outlined below.

9.4.2      Written applications must be received by the School Jurisdiction by February 1st of the year in which leave is to commence.

9.4.3      All applications shall be examined by a selection committee composed of the Superintendent of Schools, a Trustee and a representative of the teaching staff of the School Jurisdiction. It shall be the responsibility of this committee to recommend the approved names to the School Jurisdiction, who shall make the final decision.

9.4.4      A maximum of two (2) staff members shall be granted professional improvement leave in any one (1) year, if so recommended by the Committee.

9.4.5      All applicants shall be notified in writing of the School Jurisdiction’ decision by March 15th of the year of this Agreement.

9.4.6      Successful applicants shall agree to return to work with the School Jurisdiction for two (2) years following the year of leave. If any of the said staff members leave the service of the School Jurisdiction before the two (2) years have expired, they shall repay that portion of all costs including salary and benefits, the School Jurisdiction paid on their behalf during the leave which corresponds to the time commitment which has not been honored.

9.4.7      No experience increment shall be allowed during the year that the leave is in effect.

9.4.8      The amount paid to the successful applicants shall be seventy (70%) per cent of grid salary.

9.4.9      The rates in accordance with Clause 9.4.8 shall apply to leaves commencing with the opening day of the school year for which leave has been granted, and shall apply for the whole period of the leave.

9.4.10    Payments in accordance with Clause 9.4.8 shall be made in twelve (12) equal monthly installments.

9.4.11    Accumulated sick leave shall be retained and Alberta Health Care Benefits and Alberta School Employee Benefit Plans shall remain in effect during the year of leave.

9.4.12    Prior to leave being granted, the teacher shall sign a Professional Improvement Leave Agreement. This Agreement shall specify the teacher’s assignment upon return to the School Jurisdiction.

10.          SICK LEAVE / Medical Certificates and Reporting

10.1        The School Jurisdiction will apply the sick leave days for which the teacher is eligible, to a maximum of twenty (20) teaching days according to the School Act during the school year, effective the date of commencement of service and each September thereafter, and make any adjustments necessary at the end of the school year or upon termination of employment.

(a) The unused portion of the statutory sick leave shall be accumulated at the completion of each school year of service with the School Jurisdiction to the credit of each teacher, to a maximum of forty (40) days. This clause applies to unbroken service in any school, including First Nations Schools, which have come, or may come under the jurisdiction of the School Jurisdiction.

10.2        A teacher who is absent from school duties to obtain necessary medical or dental treatment shall submit a medical certificate, if required to do so by the School Jurisdiction.

10.3        A teacher who is absent because of accident, disability, or sickness may be required to submit a certificate from a qualified medical practitioner when a doctor is reasonably available; and where a doctor is not reasonably available, the teacher shall be required to submit to the School Jurisdiction a written statement forthwith outlining the reason for such absence.

10.4        The School Jurisdiction shall be entitled to require medical examinations by a doctor, approved by it, before paying accumulated sick leave. In any such case, the School Jurisdiction agrees to pay transportation and accommodation costs at approved School Jurisdiction rates for the purpose of the examination.

10.5        Upon ratification, at the beginning of the second (2nd) full year of continuous employment with the School Jurisdiction, and provided continuity of employment is not broken, a teacher shall be granted ninety (90) calendar days of sick leave credits. All accumulated but unused sick leave shall be cancelled.

10.6        A teacher who has been absent on sick leave and returns to regular duties shall have the ninety (90) calendar day sick leave entitlement reinstated. However, after notification by the teacher of an expected date of return, the School Jurisdiction may request, prior to that date of return, that the teacher provide a medical certificate, signed by a medical doctor, verifying that the teacher is able to return to work on a continuing basis. In addition, if a teacher uses more than twenty (20) days casual sick leave in any one school year, the School Jurisdiction may, by written notice, require the teacher to comply with the following restriction:

10.7        After each subsequent absence in the same school year, the ninety (90) calendar days shall not be reinstated until the teacher has been actively at work for ten (10) consecutive days unless the absence is a result of a new medical condition confirmed by a medical doctor.

10.8        The School Jurisdiction will recognize up to forty (40) days accumulated sick leave of all teachers coming to the School Jurisdiction from districts, divisions or counties in Alberta. It is the responsibility of the teacher to provide the necessary documentation within ninety (90) calendar days of commencement of employment.

11.          MATERNITY, ADOPTION AND PARENTAL LEAVE

11.1        Maternity Leave/Parental Leave/Adoption Leave

Maternity Leave shall be granted in accordance with current legislation and the School Jurisdiction Procedure 426.

11.2        Benefits – Prepayment or Repayment of Premiums During Unpaid Portion of Leave

11.2.1    Teachers may prepay or repay benefit premiums payable during the duration of a maternity, adoption or parental leave.

11.2.2    Subject to the terms and conditions of the benefits insurance carrier policies, teachers on maternity, adoption or parental leave may make arrangements through the School Jurisdiction to prepay 100 per cent of the benefit premiums for applicable benefits provided for in the existing collective agreement, for a period of up to 12 months.

11.2.3    Notwithstanding Clause 11.2.2, subject to the terms and conditions of the benefits insurance carrier policies, upon request by the teacher, the School Jurisdiction will continue paying the School Jurisdiction portion of the benefit costs for a teacher on maternity, adoption or parental leave, for a period of up to twelve months, provided the teacher repays the teacher portion of the benefit premiums.

11.2.4    A teacher who commits to Clause 11.2.3 is responsible to repay the amount of the School Jurisdiction paid benefit premiums, and shall reimburse the School Jurisdiction upon return from the leave, in a mutually agreeable, reasonable manner over the period of no more than twelve months following the teacher’s return to duty.

11.2.5   If a teacher fails to return to his/her teaching duties, the teacher shall be responsible to forthwith repay the School Jurisdiction paid benefit premiums, and shall reimburse the School Jurisdiction upon receipt of an invoice.

11.2.6    If a teacher has not fully repaid the cost of benefit premiums previously paid by the School Jurisdiction under Clause 11.2.3 the teacher is not eligible to reapply for additional consideration under Clause 11.2.3.

12.          PRIVATE BUSINESS/GENERAL/PERSONAL LEAVES OF ABSENCE

12.1        Upon application to the Principal or designate, leave of absence for private business will be granted to a teacher by the Superintendent of Schools, subject to the operational requirements of the school having regard to all circumstances, for up to two (2) days per school year. Leave granted shall be at full salary. [This clause expires August 31, 2017].

12.2        Effective September 1, 2017, upon application to the Superintendent or Designate, leave of absence for private business will be granted by the Superintendent or Designate who will consult with the school principal to assess whether the absence impacts the operational requirements of the school in consideration of all circumstances. Such leave will not be attached to school holidays longer than five (5) days or on P.D. days without permission of the Superintendent or Designate, but leave requests will not be unreasonably denied. Private business leave will be for up to two (2) days with full salary and unused private business days in any school year can be accumulated to a maximum of two (2) additional days. No more than four personal days will be used in any school calendar year.

12.3        Upon request from a teacher, the School Jurisdiction may consider additional personal leave

13.          ASSOCIATION LEAVE AND SECONDMENT

13.1        A teacher shall be granted leave of absence with pay provided the School Jurisdiction is reimbursed by the Association for the actual costs of the substitute, including the School Jurisdiction portion of statutory benefit contributions, to fulfill the duties as an elected or appointed member of the Provincial Executive Council, Discipline and Practice Review Committees, and central and local table negotiating committees.

13.2        Upon written request to the superintendent or designate, the School Jurisdiction may consider additional Association Leave. The written request shall be provided with as much notice as possible and, where possible, not less than five (5) working days in advance of the leave, stating the teacher’s name, and the date(s) and time(s) the teacher will be absent from their professional duties with the School Jurisdiction. The Association will reimburse the School Jurisdiction as per Clause 13.1. Such leaves will not be unreasonably denied.

13.3        Where the Association requests a secondment for a teacher who is elected to Provincial Executive Council, as the President of a local, or other local official already named in the collective agreement, the teacher shall be seconded on a scheduled basis up to a maximum of the teacher’s FTE provided that the amount of FTE the teacher is seconded is mutually agreed to by the School Jurisdiction, the teacher, and the Association and is at no cost to the School Jurisdiction.

13.4        During such secondment, the School Jurisdiction shall maintain the teacher’s regular salary, applicable allowances, and any benefit contributions required by the collective agreement and make the statutory contributions on the teacher’s behalf. The Association shall reimburse the School Jurisdiction for all payments made by the School Jurisdiction to the teacher or on his/her behalf while on secondment under this clause.

14.          OTHER LEAVES

14.1        Compassionate Leave

14.1.1    A teacher shall be granted leave of absence with pay for attendance of:

(a) up to five (5) teaching days  because of critical illness of an immediate relative, resident in Alberta.
(b) up to five (5) teaching days because of death of an immediate relative, resident in Alberta.
(c) up to seven (7) teaching days because of critical illness of an immediate relative, resident outside of Alberta.
(d) up to seven (7) teaching days because of death of an immediate relative, resident outside of Alberta.
(e) leaves taken under (a), (b), (c), or (d) above must be taken during the time of the actual occurrence of the critical illness, death or funeral.

14.1.2    Upon request by the Superintendent of Schools, the teacher shall submit a medical certificate. Where a medical certificate is not available, an affidavit signed by the teacher will be accepted in lieu of a medical certificate.

14.1.3    Immediate relative is defined as the teacher’s spouse, parent, legal guardian, parent-in-law, grandparent, son, daughter, brother, sister, and spouse or children of any of them.

14.2        Birth/Adoption Leave

14.2.1    The School Jurisdiction shall grant a teacher Birth/Adoption Leave with pay, up to a maximum of five (5) days per annum, at the time of the birth or at the time of the adoption of the teacher’s child.

14.3        Family Care Leave

14.3.1    The School Jurisdiction shall grant a Leave of Absence with pay to a teacher who is absent due to the teacher’s child, parent, or spouse requiring medical care up to a maximum of ten (10) days per school year.

14.3.2    In exceptional circumstances involving the care of a child related to the teacher living in the teachers’ household, the teacher may apply to the Superintendent or designate to access the provisions of 14.3.1. The Superintendent may grant the leave at their discretion.

14.3.3    Notwithstanding the above, a teacher who requires additional time, upon application to the Superintendent, may be granted up to two (2) extra days per school year.

14.3.4    Such leave shall be debited against the teacher’s cumulative sick leave.

14.3.5    The teacher absent for such care may be required by the Superintendent or Designate to submit a medical certificate.

14.4        Deferred Salary Leave Plan

14.4.1    The School Jurisdiction shall make available to the teachers a deferred salary leave plan in conjunction with a financial institution as designated by the Association Local No. 69.

15.          CENTRAL GRIEVANCE PROCEDURE

15.1        This procedure applies to differences:

a)            about the interpretation, application, operation or alleged violation of any central item including the question of whether such difference is arbitrable;
b)            about the interpretation, application or alleged violation of both a central item and a non-central item including the question of whether such a difference is arbitrable; and
c)            where the Association asserts that terms are implied or incorporated into the collective agreement including the question of whether such a difference is arbitrable.

15.2        “Central item” means any item which is in italics in this collective agreement.

15.3        A “non-central item” means any item which is not in italics in this collective agreement.

15.4        An “operational” day is an instructional or non-instructional day in the School Jurisdiction calendar on which teachers are scheduled to work.

15.5        If there is a dispute about whether a grievance commenced under this article is properly a grievance on a central item, it shall be processed under this article unless TEBA and the Association mutually agree that the difference, or a portion of the difference, shall be referred to the local grievance procedure in Article 16.

15.6        Either TEBA or the Association may initiate a grievance by serving a written notice of a difference as follows:

a)            In the case of a grievance by the Association, by serving the notice to the Chair of the Board of Directors of TEBA.
b)            In the case of a grievance by TEBA, by serving the notice to the Coordinator of Teacher Welfare of the Association.

15.7        The written notice shall contain the following:

a)            A statement of the facts giving rise to the difference,
b)            The central item or items relevant to the difference,
c)            The central item or items and the non-central item or items, where the difference involves both, and
d)            The remedy requested.

15.8        The written notice must be served on the other party to the difference within 30 operational days of when the grieving party first had knowledge of the facts giving rise to the grievance. For the purposes of this article, the months of July and August shall not be included in the computation of the 30 operational days.

15.9        Representatives of TEBA and the Association shall meet within 15 operational days to discuss the difference or at such later date that is mutually agreeable to the parties. By mutual agreement of TEBA and the Association, representatives of the School Jurisdiction affected by the difference may be invited to participate in the discussion about the difference.

15.10     The difference may be resolved through terms mutually agreed upon by TEBA and the Association. Any resolution is binding on TEBA, the Association, the affected School Jurisdiction, and any affected teacher or teachers.

15.11     If the difference is not resolved, the grieving party may advance the difference to arbitration by notice to the other party within 15 operational days of the meeting.

15.12     (a) Each party shall appoint one member as its representative on the Arbitration Board within 15 operational days of such notice and shall so inform the other party of its appointee. The two members so appointed shall, within 15 operational days of the appointment of the second of them appoint a third person who shall be the Chair. In the event of any failure to appoint or an inability to agree on the person to serve as the Chair, either party may request in writing that the Director of Mediation Services make the necessary appointment.

(b)TEBA and the Association may, by mutual agreement, agree to proceed with an Arbitration Board composed of a single arbitrator rather than a three-person Arbitration Board. In this event TEBA and the Association shall within 15 operational days of the agreement to proceed with a single arbitrator appoint a person to serve as the single arbitrator. In the event of any failure to agree on the person to serve as the single arbitrator, either party may request in writing that the Director of Mediation Services make the necessary appointment.

15.13     The Arbitration Board shall determine its own procedure but shall give full opportunity to TEBA and the Association to present evidence and to be heard.

15.14     The Arbitration Board shall make any order it considers appropriate. Without limiting the generality of the foregoing, an Arbitration Board may order that:

a)            An affected School Jurisdiction rectify any failure to comply with the collective agreement.
b)            An affected School Jurisdiction pay damages to the Association, affected teacher or teachers, or both.
c)            TEBA and the Association take actions considered fair and reasonable by the Arbitration Board.

15.15     The award of the Arbitration Board is binding on:

a)            TEBA and the Association.
b)            Any affected School Jurisdiction.
c)            Teachers covered by the collective agreement who are affected by the award.

15.16     TEBA and the Association shall bear the expense of its respective appointee and the two parties shall bear equally the expense of the Chair.

16.          LOCAL GRIEVANCE PROCEDURE

16.1        A teacher who considers that he/she has a grievance arising out of this Agreement shall file the grievance in writing with the Superintendent and the Chair of the Teacher Welfare Committee (TWC) of the Northland Local No. 69 and the Coordinator of Teacher Welfare of the Association. Such written submission shall set out the nature of the grievance, the articles of this Agreement which it is alleged have been violated, and the remedy sought.

16.2        A committee consisting of one (1) representative of the School Jurisdiction and one (1) representative of the Association shall consider any dispute regarding the interpretation, application, operation or any alleged violation of the Agreement within twenty (20) teaching days of receipt of the letter of grievance.

16.3        If the committee reaches unanimous decision as to the disposition of any dispute, that decision shall be final and binding.

16.4        If the committee fails to reach an agreement under the above step, either party may, by written notice to the other party stating the nature of the difference, require the establishment of an arbitration board. Such written notice must be served within ten (10) days following the completion of the preceding step.

16.5        Each party shall appoint one (1) member as its representative on the arbitration board within seven (7) days of such notice. The two (2) members as appointed shall endeavour to select an independent chair.

16.6        If the two (2) members fail to select a chair within five (5) days after the day on which the last of the two (2) members are appointed, they shall request the Director of Mediation Services to select a chair.

16.7        The arbitration board may not change, modify or alter any of the terms of this Agreement. All differences submitted shall present an arbitrable issue under this Agreement and shall not depend on or involve any 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 terms of this Agreement.

16.8        The findings and decision of the arbitration board shall be binding on all parties, provided that they do not contravene the School Act.

16.9        Each party to the difference shall bear the expense of its respective nominee to the arbitration board and the two (2) parties shall bear equally the expenses of the chair.

16.10     When any references in Article 16 are to a period of days, such period shall be exclusive of Saturdays, Sundays, holidays as well as the Christmas, Easter/spring, and summer breaks.

16.11     Timelines may be extended by mutual agreement of the parties.

17.          EMPLOYMENT

17.1        Probationary Teachers’ Notice

17.1.1    Wherever possible, teachers on probationary contracts shall be notified by the School Jurisdiction prior to May 31st of the current school year whether they will be offered a continuing contract.

17.2        Information and files

17.2.1    The School Jurisdiction will provide all teachers joining the School Jurisdiction with a copy of the current collective agreement.

17.2.2    The Association Local will provide all teachers with a copy of any new Agreement.

17.3        T2200 For Travel

17.3.1    The School Jurisdiction will issue T2200’s for teachers who request them in writing provided the request is consistent with CRA rules.

 

New Letter of Understanding #1 – Trial Program on Time Off for Compression

1.1          This Letter of Understanding is made pursuant to Article 8 of the collective agreement (Conditions of Practice). The parties agree that where teacher instructional time is compressed and where current collective agreements are silent, teachers will receive time off in relation to the additional time worked as provided for in the chart below. Days will be rounded to the nearest 0.25 for this calculation. It is recognized by both parties that flexibility is required to maintain the calendar for the School Jurisdiction but also provide assurance for teachers that increases in the length of instructional days may result in associated time off for teachers.

Maximums
Instructional Non Instructional Total Days
190 10 200
189 11 200
188 12 200
187 13 200
186 14 200
185 15 200
184 16 200
Base 183 17 200
182 17.5 199.5
181 18 199
180 18.5 198.5
179 19 198
178 19.5 197.5
177 20 197
176 20.5 196.5
175 21 196
174 21.5 195.5
173 22 195
172 22.5 194.5
171 23 194
170 23.5 193.5

 

1.2          For the purpose of this collective agreement and notwithstanding the provisions of the School Act, Teachers’ Convention is counted as a non-instructional day.

1.3          The trial program will take place during the 2017-18 school year and expires on August 31, 2018, notwithstanding that the collective agreement is bridged by operation of law.

 

New Letter of Understanding # 2 – Me Too Clause/Increase Modifier

1.            For the purposes of this Letter of Understanding only, the following definitions apply:

1.1          “comparator agreement” means the provincial collective agreements listed below for the period commencing April 1, 2017:

•             Government of Alberta and the Alberta Union of Provincial Employees respecting the Locals 1, 2, 3, 4, 5, 6 and 12
•             Alberta Health Services and United Nurses of Alberta
•             Alberta Health Services and the Health Sciences Association of Alberta
•             Alberta Health Services and Alberta Union of Provincial Employees – Auxiliary Nursing
•             Alberta Health Services and Alberta Union of Provincial Employees – General Support Services

1.2          “first year” means with respect to a comparator agreement the period from April 1, 2017 to March 31, 2018.

1.3          “second year” means with respect to a comparator agreement the period from April 1, 2018 to March 31, 2019.

1.4          “general salary increase” means a salary increase percentage applied to all steps of all grids of a comparator agreement.

1.5          For greater certainty, “general salary increase” does not include market supplements or adjustments, grid adjustments, signing bonuses, reclassifications, changes to benefit premium cost sharing, new benefits or any other form of compensation whatsoever other than a common percentage increase applied to all steps of all grids applicable to each bargaining unit. It includes only such general salary increases negotiated, prior to a strike or lockout, and does not include any increases resulting from a voluntary interest arbitration award, a disputes inquiry board recommendation, or a settlement during or following a strike or lockout.

1.6          “Lump sum payment” means a one-time payment, consistent with other one-time payments sometimes referred to as signing bonuses. “Lump sum payment” explicitly does not include the continuation or renewal of lump sum payments currently provided in existing comparator agreements between School Jurisdictions and unions listed in Clause 1.1 of this Letter of Understanding.

2.            If a general salary increase(s) for a comparator agreement in either the first year (September 1, 2016 to August 31, 2017) or second year (September 1, 2017 to August 31, 2018) exceeds 0%, the general salary increase(s) negotiated under that comparator agreement will be applied to the salary grid, administrative allowances and daily substitute teacher rate of pay of the collective agreements with the Association in the first year or the second year respectively, and effective the same date(s) as provided in the affected comparator agreement. If more than one general salary increase is negotiated for comparator agreements, the increases shall not be compounded across multiple comparator agreements, however, the total highest such general salary increase(s) in each year will be applied to the salary grid, administrative allowances and daily substitute teacher rate of pay.

3.            If a new lump sum payment(s) for a comparator agreement in either the first year (September 1, 2016 to August 31, 2017) or second year (September 1, 2017 to August 31, 2018) is negotiated, the newly negotiated lump sum payment(s) negotiated under that comparator agreement will be applied to the collective agreements with the Association in the first year or the second year respectively, and effective the same date(s) as provided in the affected comparator agreement. If more than one newly negotiated lump sum payment is negotiated for comparator agreements, the lump sum payments shall not be compounded across multiple comparator agreements, however, the total highest of such lump sum payment(s) in each year will be applied to the salary grid, administrative allowances and daily substitute teacher rate of pay.

4.            This Letter of Understanding expires on August 31, 2018 and will not be extended beyond that date notwithstanding that the collective agreement is bridged by operation of law. This Letter of Understanding will not apply to a general salary increase or lump sum payment for a comparator agreement negotiated to be effective after August 31, 2018.

 

New Letter of Understanding #3 – Classroom Improvement Fund (CIF) Grant Program

1.            Each School Jurisdiction will establish a committee to support the CIF grant program. CIF committees will be composed of equal number of School Jurisdiction representatives, appointed by the School Jurisdiction or designate, and teacher representatives, appointed by the Association. Teacher representatives must be employed by the School Jurisdiction. CIF committees will have a minimum of six (6) and maximum of ten (10) equal representatives total. CIF committee may meet as viewed necessary, but shall meet at least once in the 2017-18 school year.

2.            CIF committees will be responsible for reviewing and prioritizing proposals and agreeing to the distribution of the CIF grant funds available for that School Jurisdiction. The committee will be responsible to prioritize proposals based on classroom needs and approve CIF allocation of resources up to the funds available for that School Jurisdiction.

3.            A majority of the CIF committee members must agree in order to advance a proposal for a CIF grant.

4.            The School Jurisdiction must forward agreed-upon CIF proposals to Alberta Education. The decisions of the CIF committee is not subject of a grievance under this collective agreement.

 

Letter of Understanding #4: Committee to Study Administrator Time

Northland School Division and the Association agree to form a committee that studies the impact of clause 8.1 on the non-standard nature of administrator time. The parties will use this opportunity to discuss alternative models to deal with administrator time inclusive of, but not restricted to allocated time for administrative duties within the school day and the impact of travel on non-school based administrators.

 

Letter of Understanding #5: Committee to Examine Attendance Management and Sick Leave Administration

Northland School Division and the Association recognize the value of communication between the parties with respect to attendance management, medical certificates, payment for medical leave certificates, and reporting of sick leave. As such, the parties agree to establish a working committee of central office staff and Association staff and TWC representatives to discuss and seek agreement on the policy shaping initiatives in attendance management, the utilization of sick leave certificates and the content of those certificates, and reporting requirements for teachers when accessing sick leave. Any recommendations arising from the committee will be shared with Northland Board and the Local Association.

 

Letter of Understanding #6: Benefits for Teachers Ineligible for A.S.E.B.P Benefits

Northland School Division and the Association agree that the current practice of the School Jurisdiction in reimbursing teachers not eligible for A.S.E.B.P. will be continued for the duration of the collective agreement, inclusive of the bridging provisions of the Labour Relations Code. The parties also commit to investigating this issue further.