Peace River School Division No 10 (2012 - 2016)

Collective Agreement

The Employer agrees to comply with the provisions of all employment related statutes of the Province of Alberta.

BETWEEN

PEACE RIVER SCHOOL DIVISION NO. 10 (hereinafter called the Employer) OF THE FIRST PART

AND

THE ALBERTA TEACHERS' ASSOCIATION (a body corporate incorporated under the laws of the Province of Alberta (hereinafter called 'the Association') OF THE SECOND PART

WHEREAS the Association is the bargaining agent for the teachers employed by the Employer; and

WHEREAS the terms and conditions of employment and the salaries of the teachers have been the subject of negotiation between the parties; and

WHEREAS the parties desire that these matters be set forth in an agreement,

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

1.   MANAGEMENT RIGHTS & SCOPE

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

1.1   The Superintendent of Schools, Deputy Superintendent, Assistant Superintendent and supervisors are excluded from this agreement.

1.2   The Employer retains those rights of management not specifically limited by the express terms of this agreement.

1.3    All terms and benefits of this agreement shall be pro-rated for part-time teachers on the basis of the proportion of their required service to full-time service.

2.   TERM OF AGREEMENT

2.1   Unless otherwise stated, this agreement shall take effect on the date of ratification and shall continue in full force and effect until August 31, 2016.

2.2   Notwithstanding the termination date of this agreement if notice has been given to commence collective bargaining, the terms and conditions contained herein shall remain in full force and effect until otherwise altered through the advent of a new collective agreement or until notice of a strike or lockout is received, whichever occurs first.

3.   NOTICE TO BARGAIN

Either party may give to the other not less than sixty (60) days nor more than one-hundred eighty (180) days prior to the termination of the agreement, a notice in writing of its intent to commence collective bargaining.

At the first meeting between the parties, both parties shall exchange details of all amendments sought.

Should negotiations to renew an expired agreement not be concluded prior to June 1st then both parties shall be allowed sixty (60) days from the date of signing of a new agreement to serve this notice.

4.   SALARY SCHEDULE

4.1   Salary increases shall be provided in accordance with the Framework Agreement between the Government of Alberta, The Alberta Teachers’ Association (the Association), and the Alberta School Boards Association (ASBA).

Percentage increases for each year of the four (4) year term and will apply only to salaries as set out in the Collective Agreement salary grids (Addendum A), other rates of pay, allowances and substitute teacher daily rates of pay. Where those provisions are expressed in dollar amounts and not percentages, the dollar amounts will increase by the applicable percentages.

Notwithstanding, the Employer shall pay all teachers the salaries and allowances as herein set forth and computed. The amount of university education of the teacher and the length of teaching experience computed as hereinafter provided shall together determine the annual rate of salary to be paid each teacher employed by the Employer.

4.2   Teachers Teaching Night School or Summer School

A teacher employed to teach night school school or summer school to provide instruction in credit courses shall be paid as follows:

- One two-hundredth (1/200th) of the teacher’s annual salary based on their placement on the grid in Clause 4.1.

- Such payment shall be inclusive of general holiday and vacation pay.

- In the event that the teaching service is not for a full day, the one two-hundredth (1/200th) rate of pay shall be prorated on the basis of the proportion of their required service to full time service.

- While employed specifically to teach night school or summer school such teacher shall not be eligible to receive benefits under Clause 10 Insurance Benefits, Clause 11 Sick Leave, Clause 13 Personal Leave and Clause 15 Compassionate Leave for teaching under a summer school or night school contract.

5.   ALLOWANCES

5.1   The principal’s allowance is to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

Notwithstanding, Principals shall be paid an annual allowance in accordance with the following: 

Effective September 1, 2012:

Basic

$8,995 plus

For each of the first 0-100 pupils

$62 plus

For each pupil from 101-300

$36

For each pupil over 300

$29

 

Effective September 1, 2015 (reflects increase of 2%):

Basic

$9,175 plus

For each of the first 0-100 pupils

$63 plus

For each pupil from 101-300

$37 plus

For each pupil over 300

$30

 

For Hutterite Schools, the per student rate for the Principal (where the school is the Principal’s second school) shall be calculated by starting the per student amount at the 0-100 rate (no additional basic amount is to be included).

The pupil count shall be at September 30th of each year and shall be based on the full time equivalent pupil count.

5.2   Vice-principals shall receive an allowance equivalent to fifty (50%) percent of the principal's allowance.

5.3    In a school where there is no Vice-Principal the Employer shall appoint an assistant to the Principal who shall be paid an allowance equivalent to twenty-five (25%) percent of the principal's allowance.

5.3.1   Clause 5.3 above shall not apply to schools with six (6) or fewer teachers, however in these schools, in the absence of the Principal another staff member shall be appointed as Acting Principal and shall be paid one two-hundredth (1/200th) of the principal's allowance for each day or one four-hundredth (1/400th) of the principal's allowance for each half day that the Principal is absent.

5.4   The Interschool Coordinator’s allowance is to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

Notwithstanding, Interschool Coordinators shall be paid an allowance of:

Effective September 1, 2012 - $1,518
Effective September 1, 2015 (reflects increase of 2%) - $1,548

5.5   Long Service Allowance

After fifteen (15) years of continuous service as a teacher under contract with the Employer a teacher shall be eligible for the following Long Service Allowance:

a) The Long Service Allowance is to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid. Notwithstanding, effective September 1, 2012, the Long Service Allowance shall be as follows:

$1,227 per annum to be paid in twelve (12) equal installments.

Effective September 1, 2015, the Long Service Allowance shall be as follows:

$1,252 per annum to be paid in twelve (12) equal installments.

b) Continuous years of service shall be determined once in each school year as of June 30th. Once a teacher attains the required years of continuous service the Long Service Allowance shall be paid effective the following school year.

c) Continuous service is defined as service earned while drawing a paycheque from the Employer. Continuous service shall not be interrupted by virtue of being granted a leave of absence without pay, without pay and benefits or Extended Disability; however these leaves of absences shall not be counted in determining the fifteen (15) years of service.

5.6   Other Allowances:

a) Project Coordinator: fifty (50%) percent of the basic principal’s allowance
b) Outreach Coordinator: twenty-five (25%) percent of the basic principal’s allowance
c) Lead Teacher for Hutterite Colony: twenty-five (25%) percent of the basic principal’s allowance
d) District Principal: allowance equivalent to a principal’s allowance in a school with exactly three hundred (300) students

6.   TEACHING EXPERIENCE

6.1   For the purposes of this agreement a year of teaching experience is defined as:

a) one in which a teacher under contract has received salary for one hundred twenty-five (125) days in one (1) school year; or,

b) one in which a teacher under contract has received salary for one hundred forty-five (145) days over a period of two (2) or more years.

Each day of half-time service rendered under contract shall count as one-half (0.5) day for purposes of this section.

6.2   a) The adjustment date for change in the number of increments shall be at the beginning of the school year or February 1.

b) No teacher shall receive more than one (1) teaching experience increment in any one (1) school year.

6.3   Substitute teaching shall not be counted as teaching experience for incremental purposes.

6.4   a) Teaching experience obtained by a teacher prior to engagement by the Employer is counted as if it had been teaching experience in schools under the Employer’s jurisdiction.

b) The onus for substantiating previous teaching experience rests with the teacher.

6.5   a) Proof of having asked for verification, by double registered letter, to previous employer(s), of teaching experience must be submitted to the Employer within sixty (60) calendar days of commencement of employment or the first day of school, whichever is applicable.

b) Upon receipt of verification of previous experience, salary shall be paid according to this experience effective the date of commencement of the school year, or the date of commencement of employment, whichever is applicable.

c) If such verification is not submitted within the aforementioned sixty (60) calendar days the teacher shall be placed in the salary schedule according to the most recent statement of experience as deemed acceptable to the Employer, or at the minimum of their category according to years of university education. The teacher's salary shall be adjusted effective the beginning of the month following submission of such verification.

6.6   Any teacher holding a journeyman certification shall receive an education increment equal to their journeyman certificate training and one (1) additional experience increment for every two (2) years of experience in the trade after journeyman certification to a maximum of five (5) experience increments. For the purposes of this clause, "experience in the trade" is not gained while that teacher is teaching and earning regular increments as per this collective agreement.

6.7   Notwithstanding clause 6.6, no teacher shall receive increments for experience gained while not holding a valid teaching certificate or Letter of Authority.

6.8   A teacher shall receive increments for experience gained that required the holding of a valid teaching certificate. No one employed prior to September 1, 1989 shall be adversely affected by this clause.

6.9   The portion of each teacher's maternity leave for which Supplementary Unemployment Benefit (S.U.B.) is paid shall count for increment purposes.

7.   TEACHER EDUCATION

7.1   The evaluation of university education for salary purposes shall be determined by a statement of qualifications issued by the Alberta Teachers' Association Teacher Qualifications Service (T.Q.S.) in accordance with the policies and principles approved by the Teacher Qualifications Board.

7.2   Placement on a salary schedule shall be according to the number of years of university education at the first day of school of each school year or commencement of employment.

7.3   Until a teacher submits proof of university education for salary purposes the teacher shall be placed on a salary schedule according to the most recent acceptable statement of qualifications or according to the minimum education requirements for their teaching certificate.

7.3.1   Proof of university education or proof of having applied for same, must be submitted to the Employer within sixty (60) calendar days of commencement of employment or the first day of school of each school year or upon completion of an additional year of teacher education during a school year. Failure to submit proof, or proof of application within the sixty (60) calendar days, shall result in salary adjustment commencing the month following submission of the statement of qualifications. Proof of application shall be a letter of acknowledgment provided by the Teacher Qualifications Service.

7.4   Notwithstanding clause 7.2 any teacher who completes a year of university training during a school year shall be placed at a new level of teacher education on the salary schedule in the month immediately following the month in which the year of training was completed provided they have satisfied the conditions of clause 7.3.1 above.

8.   SUBSTITUTE TEACHERS

8.1   a) The substitute teacher rate of pay is to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid.

Notwithstanding, substitute teachers shall be paid:

Effective September 1, 2012, $218 per day ($109 per half day) inclusive of holiday pay).

Effective September 1, 2015, substitute teachers shall be paid $222 per day ($111 per half day) inclusive of holiday pay.

b) Substitute teachers shall be paid on or before the tenth day of the month following the month in which the substitute teaching occurred.

8.2   Notwithstanding clause 8.1, after five (5) consecutive school instructional days in relief of the same teacher a substitute shall be paid on the sixth and subsequent consecutive instructional days of relief one two-hundredth (1/200th) per day of their placement on the grid plan. This period of consecutive employment shall not be considered interrupted if a holiday, teachers' convention, professional day or other such system approved break interrupts the substitute's continuity in the classroom. The substitute teacher must submit proof of experience and qualifications to the Employer.

9.   SALARY PAYMENT

9.1   Each teacher shall be paid one-twelfth (1/12th ) of the teacher’s annual rate of salary the second last banking day of each month, except in December when it shall be the second last instructional day before Christmas.

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

10.   INSURANCE BENEFITS

10.1   The Employer shall pay the group premium rates for the following insurance plans, as follows:

Effective September 1, 2012, the Employer shall pay ninety-five (95.0%) percent of the premium rate.

Effective September 1, 2014, the Employer shall pay ninety-eight (98%) percent of the premium rate.

Effective September 1, 2015, the Employer shall pay one-hundred (100%) percent of the premium rate.

Insurance Plans:

a) Alberta Health Care
b) Alberta School Employee Benefit Plan (ASEBP) Extended Health Care Insurance Plan 1
c) Alberta School Employee Benefit Plan Life Insurance Schedule 2A
d) Alberta School Employee Benefit Plan Extended Disability Benefit Plan D1
e) Alberta School Employee Benefit Plan Dental Care Insurance Plan 3C
f) Alberta School Employee Benefit Plan Vision Plan 3

10.2   Subject to the master policies of ASEBP, membership in all plans listed shall be a condition of employment for teachers employed at one half (0.5) full-time equivalent, or greater, and optional for teachers employed at less than 0.5 full-time equivalent. Exceptions shall be granted where there is a duplication of benefits because the spouse of a teacher has the benefit plans or similar plans as outlined in this section.

10.3   The Employer shall retain both the Employer's share and the employee's share of any rebate due under the Employment Insurance Commission Act or regulations.

10.4   When a retired teacher returns to active service, the Employer agrees to pay the same proportion of the retired teacher's benefit plans as is paid for plans covered under clause 10.1.

10.5   The Employer will establish for each teacher a Health Spending Account (HSA) that adheres to Canada Revenue Agency (CRA) requirements. The Employer will contribute annually an amount of six-hundred dollars ($600.00) for each full time eligible teacher. This contribution shall be prorated for teachers employed less than full time with the Employer. The unused balance will be carried forward for a total accumulation of two (2) years. Teachers leaving the employ of the Employer will forfeit any remaining balance.

Effective September 1, 2014 the annual amount shall be six-hundred and seventy five dollars ($675.00) per full-time eligible teacher per year.

11.   SICK LEAVE

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

In the first year of service with the Employer – twenty (20) days
After one (1) year of service – ninety (90) calendar days.

11.2   After ninety (90) calendar days of continuous absence due to medical disability, no further salary shall be paid.

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

Less than one (1) year of service - the unused portion
After one (1) year of service – ninety (90) calendar days

11.3.1   Notwithstanding clause 11.3, in instances where the teacher has been continuously absent for a period of sixty (60) or more calendar days, reinstatement of the sick leave entitlement shall be made contingent on the teacher providing a medical certificate, signed by a medical practitioner prior to the date of return, verifying that the teacher is able to return to work on a continuing basis. In addition, the ninety (90) calendar days shall not be reinstated until the teacher has been actively at work for ten (10) consecutive teaching days, unless the absence is a result of a new medical condition supported by a certificate signed by a medical practitioner. Should a teacher be unable to fulfill the above requirement then sick leave shall only be available to the extent of the unused portion of the initially available ninety (90) calendar days.

11.4   A teacher who is absent from school duties to obtain necessary medical or dental treatment, or because of accident, disability or sickness for a period of more than three (3) consecutive days may be required to present a medical certificate.

11.5    A teacher who is absent from school duties to obtain necessary medical or dental treatment, or because of accident, disability or sickness for a period of three (3) teaching days or less shall be required to present a signed statement giving the reason for such absence if requested by the Employer.

12.   MATERNITY LEAVE/PARENTAL LEAVE

12.1   Maternity leave shall be for a period of up to fifteen (15) weeks.

12.2    The health related portion of each teacher's maternity leave shall be as determined by medical documentation.

12.3   The Employer will register and implement a ninety-five (95%) percent Supplementary Unemployment Benefits (S.U.B.) plan which each teacher shall apply for and, if eligible, access during the health-related portion of her maternity leave. The Employer shall pay its portion of each teacher's benefit plan premiums during the health-related portion of her maternity leave. The remainder of the maternity leave not covered by the health-related portion shall be without pay and benefits. S.U.B. shall be payable for a maximum of seventeen (17) weeks or for the period covered by accumulated sick leave, whichever is less. The Employer shall advise each teacher to apply for Extended Disability Benefits (E.D.B.) at least thirty (30) days in advance of her expected eligibility for such benefit. After ninety (90) consecutive calendar days of disability the teacher shall apply for E.D.B. benefits and no further salary, benefit contributions, or S.U.B. shall be payable.

12.3.1   A teacher may be required to submit medical certificates in order to receive the S.U.B.

12.3.2   A teacher who does not qualify for S.U.B. Plan benefits, shall be entitled to access accumulated sick leave during the health-related portion of maternity leave.

12.4   A teacher shall provide the Employer with at least four (4) weeks notice in advance of commencing maternity or parental leave.

12.5   A teacher shall provide the Employer with four (4) weeks written notice of the day on which the teacher intends to return to work.

12.6.1   A teacher entitled to maternity leave, is also entitled to parental leave of not more than thirty-seven (37) consecutive weeks without pay or benefits, following the last day of maternity leave. During this thirty-seven (37) week period, each teacher shall be eligible to maintain her benefit insurance coverage provided she pays one-hundred (100%) percent of the premium.

12.6.2   A non-maternal parent who is a teacher is entitled to parental leave for a period of not more than thirty-seven (37) consecutive weeks, without pay or benefits within fifty-two (52) weeks after the child’s birth. During this period, the teacher shall be eligible to maintain benefit insurance coverage provided the teacher pays one-hundred (100%) percent of the premium.

12.7   An adoptive parent who is a teacher is entitled to a period of not more than thirty-seven (37) consecutive weeks within fifty-two (52) weeks after the child is placed with the adoptive parent for the purpose of adoption. In addition to adoption leave, the teacher shall be eligible for a further leave without pay and benefits for up to fifteen (15) weeks provided such is continuous and complete within twelve (12) months of the date the teacher first went on adoption leave. During this period, the teacher shall be eligible to maintain benefit insurance coverage provided the teacher pays one-hundred (100%) percent of the premium.

12.8   If both parents are teachers, the combined maternity and parental leave shall not exceed fifty-two (52) weeks and may be taken simultaneously with the approval of the Employer.

13.   PERSONAL LEAVE

13.1   A teacher shall be granted three (3) days personal leave per school year without loss of pay and without deductions for substitute pay providing that:

a) The teacher finds a suitable substitute.
b) A planned program is available for the substitute.
c) The request is submitted in writing to the Superintendent or the Superintendent's office.
d) The Principal is advised in advance of the intended leave dates.

13.1.1   Personal leave may be used in cases where a teacher who, despite reasonable effort, is unable to travel to their school from their usual place of residence because of

(a) inclement weather,
(b) impassable road conditions, or
(c) failure of transportation facilities other than their own.

Clause 13.1 (a) and (b) do not apply under this clause and the Principal shall be advised as soon as is practicable.

13.2   Notwithstanding clause 13.1 no personal leaves will be granted to teachers during the two (2) days immediately preceding and following Christmas vacation, Easter vacation, spring break, and summer vacation, unless the Superintendent approves individual requests.

13.3   A teacher shall be granted one (1) day leave with pay to attend the birth of his child.

13.4   Effective September 1, 2014,

(a) The Employer shall grant leaves of absence to teachers who are elected or appointed as representatives of the Local or provincial Alberta Teachers’ Association for the purpose of carrying out Association business.

(b) Leaves of absence granted pursuant to paragraph (a) above shall be with pay and the daily rate as per clause 8.1 of substitute teachers hired by the Employer shall be borne by The Alberta Teachers' Association.

(c) Notwithstanding paragraph (b) above, the Employer shall grant leave of absence with full pay for teachers who are absent to attend professional business at the Local or provincial level approved by The Alberta Teachers’ Association provided that the Employer is reimbursed for the cost of a substitute for each day of absence. Leave shall not exceed six (6) days per year per elected or appointed representative of the Local or provincial Alberta Teachers’ Association, provided that there is adequate coverage within the school or substitute teachers available. When the total number of leaves required exceeds six (6) days in any school year, application shall be made to the Employer and it shall be at the sole discretion of the Employer to decide whether the additional days shall be granted with pay less the daily rate as per clause 8.1. 

(d) Leave of absence for collective bargaining shall be granted to five (5) teachers without loss of salary, provided, however, that the Employer shall be reimbursed by The Alberta Teachers’ Association for the daily rate as per clause 8.1 for each day of such leave.

13.5   Family Medical Leave

A teacher is entitled to two (2) days with pay in each school year for medical or dental care of the teacher's spouse, child or parent.

14.   PROFESSIONAL IMPROVEMENT

14.1   Teachers who have three (3), or more, years of continuous service with the Employer may apply to the Superintendent for Employer approval to obtain educational leave of up to one (1) year.

14.2   Educational leave may be granted at the sole discretion of the Employer for purposes of study approved by the Employer for improving a teacher's academic or professional qualifications.

14.3   A teacher granted educational leave must agree in writing to return to teaching duties with the Employer for a period of at least two (2) months for each month of educational leave granted.

14.4   Teachers granted educational leave shall receive a salary of seventy (70%) percent of the teacher's salary in effect at the time the leave is granted. Maximum salary under this clause shall be seventy (70%) percent of fourth (4th) year maximum in effect at the time the leave is granted.

14.5   The minimum salary granted for a full year educational leave shall be twelve thousand, three hundred and sixty dollars ($12,360). Shorter educational leaves shall be pro-rated accordingly.

14.6   In case of a teacher not fulfilling the conditions as stated in clause 14.3 above, the full amount of salary paid shall be pro-rated to the time served after return from leave and the remainder repaid to the Employer. Each teaching day shall be considered as one four-hundredth (1/400th) of the total debt. Interest will be charged at prevailing bank rates to commence at termination of employment.

14.7   All applications for educational leave shall be submitted by December 15th of the school year prior to the year of the leave request.

14.8   University Tuition Reimbursement

14.8.1   Reimbursement for accredited university course tuition may be granted at the sole discretion of the Employer for purposes of study approved by the Employer for improving a teacher's academic or professional qualifications. No teacher shall be entitled to receive benefit from this provision for more than one (1) full course per school year.

14.8.2   Upon proof of successful completion of a university accredited course, a teacher shall be reimbursed up to six hundred ($600.00) dollars per full course per school year or up to three hundred ($300.00) per half course. A full course is defined as seventy-eight (78) university credit contact hours and a half course is defined as thirty-nine (39) university credit contact hours. Satisfactory proof of successful completion shall be provided from the university from which the course was taken.

15.   COMPASSIONATE LEAVE

15.1    Leave necessitated by the critical illness or death of a spouse, child, parent, brother, sister, parent of spouse, son-in-law, daughter-in-law, grandparent, brother-in-law, sister-in-law, grandparent of spouse, or a relative who is a member of the employee's household shall be granted full salary by the Employer, as follows:

(a) up to, and including, five (5) consecutive days for critical illness;
(b) up to, and including, five (5) consecutive days for death;

15.2   A teacher is entitled to a leave of up to one (1) day with salary and benefits to attend the funeral of a relative not mentioned in clause 15.1 provided a planned program of instruction can be maintained by the school.

16.   OTHER LEAVE

16.1   A teacher may also apply for leave of absence for reasonable cause and it shall be granted with or without salary and benefits or with salary less the cost of the substitute. Should the leave be granted without salary and benefits, at the teacher's option, and subject to the master policies of the insurance carrier, the Employer will maintain applicable benefits as set out in clause 10.1 of this agreement during the duration of the leave provided such teacher assumes full responsibility for paying the total costs for said benefits.

16.2   Effective September 1, 2014, the Superintendent or their designate shall grant leave, without loss of pay and benefits, when the teacher despite reasonable effort, is unable to travel to their school from their usual place of residence because of:

(a) Inclement weather, or
(b) Impassable public road conditions.

17.   GRIEVANCE AND ARBITRATION PROCEDURE

17.1   Any difference between any employee covered by this agreement and the Employer or, in a proper case between the local of the Association and the Employer concerning the interpretation, application, operation or alleged violation of this agreement, and further including any dispute as to whether the difference is arbitrable shall be dealt with as follows, without stoppage of work or refusal to perform work.

17.2   Step A

Such difference (hereinafter called "a grievance") shall first be discussed by the aggrieved within fifteen (15) days from the date of the incident giving rise to the grievance, or from the date the aggrieved first had knowledge of the incident, whichever is later, with the Secretary-Treasurer of the Employer, either directly or through the Local of The Alberta Teachers' Association, with the objective of resolving the matter informally.

17.3   Step B

If the aggrieved is not satisfied with the disposition of their grievance, or if no decision has been rendered within ten (10) school days after the presentation of the grievance to the Secretary-Treasurer they shall file the grievance in writing with the Secretary-Treasurer of the Employer and the Economic Policy Chair of the Local of The Alberta Teachers' Association. Such written submission shall be made within fifteen (15) school days after the grievance was first presented. Such submission shall set out particulars regarding the nature of the grievance, the clauses of this agreement which it is alleged have been violated, and the remedy sought.

17.4   Step C

Effective September 1, 2012 Clause (a):

(a) If no decision has been rendered within five school days after submitting the written grievance, the aggrieved, or the local of The Alberta Teachers’ Association as the case may be, shall submit this grievance to a grievance committee as hereinafter provided. Such grievance committee shall be composed of two representatives of the Board and two representatives of The Alberta Teachers’ Association.

Effective September 1, 2014 Clause (a) shall be amended to read as follows:

(a) If no decision has been rendered within five (5) school days after submitting the written grievance, the aggrieved, or the local of The Alberta Teachers' Association as the case may be, shall submit their grievance to a grievance committee as hereinafter provided. Such grievance committee shall be composed of two representatives of the Employer.

(b) A quorum of this committee shall consist of all members. The grievance committee shall meet and endeavour to resolve the grievance and shall render its decision in respect of the grievance within twenty-one (21) days following receipt of the submission and shall dispose of each grievance before proceeding to another, except where by unanimous consent of the grievance committee, the hearing of such grievance is adjourned for the purpose of obtaining further information.

17.5   Step D

Effective September 1, 2012 Clause (a):

(a) If the grievance committee does not reach a majority or any decision within the said time then either party may, by written notice serviced on the other party together with appointment of its representative to the Arbitration Board, require the establishment of an Arbitration Board as hereinafter provided. Such notice must be given within ten days after the date of the aforesaid twenty-one day limit expires or the date the grievance committee renders other than a unanimous decision, whichever is shorter.

Effective September 1, 2014 Clause (a) shall be amended to read as follows:

(a) If the grievance is not resolved within the said time then either party may, by written notice served on the other party together with appointment of its representative to the Arbitration Board, require the establishment of an Arbitration Board as hereinafter provided. Such notice must be given within ten (10) days after the date the aforesaid twenty-one (21) day limit expires or the date the grievance committee renders other than a unanimous decision, whichever is shorter.

(b) The receiving party shall appoint one (1) member as its representative on the Arbitration Board within seven (7) days of such notice and shall so inform the other party of its appointee. The two (2) members so appointed shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the chairman. In the event of any failure to appoint, any party may request the Director of Mediation Services pursuant to the Labour Relations Code to make the necessary appointment.

(c) The Arbitration Board shall determine its own procedure but shall give full opportunity to all parties to present evidence and to be heard.

(d) The Arbitration Board shall not change, amend, or alter any of the terms of this agreement. All grievances or differences submitted under this agreement shall not depend on or involve an issue or contention by either party that is contrary to any provision of this agreement or that involves the determination of a subject matter not covered by, or arising during the term of this agreement.

(e) The findings and decisions of a majority of the Arbitration Board is the award of the Arbitration Board and is final and binding upon the parties and upon any employee affected by it. If there is not a majority, the decision of the Chairperson governs and it shall be deemed to be the award of the Board.

(f) The Arbitration Board shall give its decision no later than fourteen (14) days after the appointment of the Chairman, provided however, that this time period may be extended by written consent of the parties.

(g) Each party to the grievance shall bear the expense of its respective appointee and the two parties shall bear equally the expenses of the Chairperson.

(h) All of the aforesaid time limits referred to in the grievance procedure shall be exclusive of Saturdays, Sundays and statutory holidays.

17.6   The purpose of the grievance procedure is to ensure that all grievances are processed properly and expeditiously. Therefore, adherence to the provisions of the grievance procedure is required. If the respondent fails to comply with the provisions of the grievance procedure, the grievance may be processed to the next step. If the griever fails to comply with the provisions of the grievance procedure, the grievance shall be considered abandoned. Time limits may be extended by the written agreement of both parties.

17.7   The Employer and the Association agree to consider “Grievance Mediation” as an alternative disputes resolution process for those issues that have been or may be referred to an Arbitration Board. Grievance Mediation shall be entered into by mutual consent in writing and further, unless mutually agreed otherwise in writing, the results of such mediation are not binding nor do they preclude continuing with the arbitration process. Selection of a Mediator shall be completed by mutual agreement between the Employer and the Association. Each party to the Grievance Mediation shall bear in equal proportions the expense of the Mediator.

18.   NORTHERN TRAVEL BENEFIT

Provided that all requirements of Revenue Canada and Alberta Teachers Retirement Fund have been met, for the purposes of this agreement, four thousand dollars ($4,000.00) (or such maximum amount allowed by Revenue Canada) of the annual salary as set out in clause 4.1 of this agreement shall be considered to be a Travel Assistance Benefit paid in a designated area as defined by Revenue Canada 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.

19.   HONORARIUM

A teacher who is engaged by an Alberta Teachers’ Association Convention as a speaker shall be entitled to retain any honorarium and/or stipend provided by the Convention Association in addition to their regular pay. 

ADDENDUM A:

4.0 Salary Schedule

September 1, 2012 – 0%
September 1, 2013 – 0%
September 1, 2014 – 0%
September 1, 2015 – apply 2% increase to salary and all other allowances and rates of pay. 

September 1, 2012 – August 31, 2015 (0%)

Teacher Salary Grid - Sept 1, 2012 - Annual

 

1

2

3

4

5

6

0

36490

43039

49187

59227

62604

65980

1

38540

45288

51673

63022

66401

69770

2

40578

47552

54160

66818

70189

73567

3

42623

49804

56637

70608

73984

77361

4

44666

52054

59129

74405

77779

81153

5

46708

54305

61605

78199

81573

84951

6

48760

56569

64091

81990

85365

88743

7

50805

58820

66574

85786

89164

92536

8

52846

61081

69061

89580

92957

96333

9

54890

63341

71544

93385

96749

100122

 

Principals Allowance

Basic

8995

 

0-100

62

 

101-300

36

 

300+

29

 

 

 

Inter School Coordinators

1518

 

Sports Coordinator

1518

 

Outreach Coordinator

2249

 

Project Coordinator

4498

 

Lead Teacher Allowance

2249

 

Substitute Teachers

218

 

 

September 1, 2015 (+2%)

Teacher Salary Grid - Sept 1, 2015 - Annual

 

1

2

3

4

5

6

0

37220

43900

50171

60412

63856

67300

1

39311

46194

52706

64282

67729

71165

2

41390

48503

55243

68154

71593

75038

3

43475

50800

57770

72020

75464

78908

4

45559

53095

60312

75893

79335

82776

5

47642

55391

62837

79763

83204

86650

6

49735

57700

65373

83630

87072

90518

7

51821

59996

67905

87502

90947

94387

8

53903

62303

70442

91372

94816

98260

9

55988

64608

72975

95253

98684

102124

 

Principals Allowance

Basic

9175

 

0-100

63

 

101-300

37

 

300+

30

 

 

 

Inter School Coordinators

1548

 

Sports Coordinator

1548

 

Outreach Coordinator

2294

 

Project Coordinator

4588

 

Lead Teacher Allowance

2294

 

Substitute Teachers

222

 

 

ADDENDUM B:

4.0 LUMP SUM PAYMENT

A one-time lump-sum payment of 1% of the annual salary 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 and paid no later than the end of December of 2015. This lump-sum payment is not pensionable.

 

ADDENDUM C:

PROVINCIAL FRAMEWORK LEGISLATION

The parties agree to comply with all requirements as stipulated in the Provincial Framework Agreement.

 

Letter of Understanding

Between the Peace River School Division No. 10 (of the first part) and Local 13 of The Alberta Teachers’ Association (of the second part)

RE:   Health Concerns

The Employer and the Association agree that the Employer will communicate to all Peace River School Division #10 staff covered by this collective agreement any health concerns with regard to any infectious virus or disease in their community and who is at risk (e.g. Health Alerts from Alberta Health Services).

The Employer further agrees to contact administrators directly and communicate appropriate actions.

It will be the responsibility of the individual member to take appropriate action after receiving such notice.

This Letter of Understanding will expire August 31, 2016.