Prairie Rose School Division No 8 (2012 - 2016)

This agreement between:

Prairie Rose School Division No. 8

(hereinafter referred to as “the Employer”)

of the first part

and –

The Alberta Teachers’ Association, a body corporate,

Incorporated under the laws of the Province of Alberta

(hereinafter referred to as “the Association”)

of the second part

Whereas the Association is recognized as 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 to govern the terms of employment of the said teachers,

NOW THEREFORE THIS AGREEMENT WITNESSETH:

1.   RECOGNITION

1.1   During the currency thereof, this agreement shall be applicable to all teachers employed by the Employer, excluding there out:

(a) the Superintendent,

(b) the Deputy Superintendent

(c) the Assistant Superintendents

2.   TERM OF AGREEMENT

2.1   This agreement takes effect on September 1, 2012 and terminates on August 31, 2016.  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 collective bargaining or until a strike or lockout commences, whichever comes first. 

2.2   Either party may give to the other, not less than sixty (60) days, nor more than 180 days prior to the termination of this agreement, a notice, in writing of its intention to commence collective bargaining with a view to striking a new collective agreement.  At the first meeting between the parties, both parties shall exchange particulars of all amendments sought.

3.   SALARY SCHEDULE

3.1.1   For the period September 1, 2012 to August 31, 2014

Experience

Education

2

3

4

5

6

0

58,013

61,383

64,922

1

61,759

65,137

68,690

2

65,507

68,893

72,463

3

69,253

72,647

76,231

4

72,999

76,399

80,000

5

76,743

80,153

83,772

6

80,490

83,908

87,542

7

84,236

87,662

91,310

8

87,982

91,415

95,081

9

62,003

69,606

91,727

95,172

98,850

 

For the period September 1, 2014 through to August 31, 2015

Education

Experience

2

3

4

5

6

0

58,232

61,615

65,167

1

61,992

65,383

68,949

2

65,754

69,153

72,736

3

69,514

72,921

76,519

4

73,274

76,687

80,302

5

77,032

80,455

84,088

6

80,794

84,225

87,872

7

84,554

87,993

91,654

8

88,314

91,760

95,440

9

62,237

69,869

92,073

95,531

99,223

 

For the period September 1, 2015 through to August 31, 2016

Education

Experience

2

3

4

5

6

0

59,397

62,847

66,470

1

63,232

66,691

70,328

2

67,069

70,536

74,191

3

70,904

74,379

78,049

4

74,739

78,221

81,908

5

78,573

82,064

85,770

6

82,410

85,910

89,629

7

86,245

89,753

93,487

8

90,080

93,595

97,349

9

63,482

71,266

93,914

97,442

101,207

A one-time lump sum payment of 1% of the annual salary, prorated for FTE, as set out in the Collective Agreement grid in effect as of November 15, 2015 will be paid to all teachers on contract on that date as funded by Government of Alberta and paid no later than the end of December of 2015.

3.2   The salary of a teacher shall be determined by the application of the applicable articles of this collective agreement.  For the purpose of this agreement salary shall mean grid placement.

3.3   The employer shall pay teachers, other than substitute teachers, monthly, 1/12 of their salary and any applicable allowances, on or before the 25th day of each month.

3.4   Substitute teachers shall be paid by the 10th day of the month following the month in which the substitute teacher has rendered service in one of the schools of the Employer.

3.5   Payment for teachers shall be in accordance with the Memorandum regarding calculation of salary for the purpose of both payment and deduction, a Memorandum between the Association and the Alberta School Trustees Association dated on or about January 6, 1972.

4.   EVALUATION OF TEACHER EDUCATION

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

4.2   Placement on the salary schedule shall be according to the number of years of teaching experience and full years of teacher education at September 1 or February 1 of each school year or upon commencement of employment.

4.3   Each teacher claiming additional teacher education or commencing employment shall supply to the Employer:

(a) within 45 days of September 1,

(b) within 45 days of February 1,

(c) within 45 days of commencement of duties,

whichever applies, a statement of qualifications issued by the Teacher Qualifications Service of the Association.  Until the teacher submits the statement, the teacher shall be paid according to the most recent acceptable statement of qualifications or according to the minimum education requirements for that teacher's certificate.

4.4   If proof of application for a statement of qualifications is supplied within 45 days, upon receipt of the TQS statement the salary adjustment shall be retroactive to September 1 or February 1, whichever applies for continuing teachers.

4.5   If proof of application for a statement of qualification is supplied within 45 days, upon receipt of the TQS statement the salary adjustment shall be retroactive to the date of commencement of employment for beginning teachers.

4.6   If proof of application for the statement of qualifications is not supplied within 45 days (as per clause 4.3) salary shall be adjusted effective the beginning of the month following the submission of a statement of qualifications.

4.7 (a) Notwithstanding Article 4.1, the Superintendent, at his/her discretion, may recognize for teacher education purposes a senior high CTS teacher’s certified journeyman qualifications where the CTS teacher is offering instruction in a course where the curriculum requires the teacher to have journeyman qualifications.  Such recognition for teacher education purposes is limited to one further year beyond the teacher’s current Teachers Qualifications Service evaluation.

(b) Recognition of certified journeyman qualifications for teacher education purposes will no longer be recognized if the teacher no longer provides instruction in a CTS course where the course curriculum requires the teacher to have certified journeyman qualifications.

5.   RECOGNITION OF TEACHING EXPERIENCE

5.1   Allowing for past experience shall be one step on the schedule for each year of experience to the maximum as provided in the salary grid.

5.2   For purposes of this section, before experience increments are paid, the teacher shall be required to submit a statement from previous employers to the effect that such experience was teaching students in grades Kindergarten to Grade 12, in a school under the jurisdiction of a provincial, state or national department of education.

5.3   If evidence of prior teaching experience is submitted within 90 calendar days, the teacher shall be paid for experience increments retroactive to the commencement date of employment.

5.4   If evidence of prior teaching experience is not submitted within 90 calendar days after commencement of employment, the Employer may evaluate the teaching experience.

5.5   If evidence of prior teaching experience is submitted after 90 calendar days after commencement of employment, the teacher's teaching experience increments will be adjusted on the beginning of the month following the submission of proof.

5.6   A year of teaching experience shall be any one school year during which a teacher, including a substitute teacher, has taught for not less than 126 school days.

5.7   A teacher under contract who teaches less than 126 school days with the Employer in a school year may accumulate experience increments by combining teaching days, including substitute teaching days, with the Employer to a total of 126 days within a period of three consecutive years providing that a minimum of 27 days service with the Employer be rendered per year.

5.8   An increment shall be effective on September 1 or where applicable at the beginning of a semester, immediately following the attainment of the necessary accumulation of the aforesaid days.

6.   ADDITIONAL ALLOWANCES

6.1   Principal

In addition to the salary as identified in Article 3.1, each principal shall receive monthly, an allowance equal to one-twelfth of the following schedule, based on the number of students enrolled at September 30 of each year.

(a) All schools except colony schools:

Effective September 1, 2012

Basic amount per principal

$6,905

Per student (1 to 100 students)

$67.08

Per student (101 to 299 students)

$39.07

Per student (300+ students)

$26.07


Effective September 1, 2015

Basic amount per principal

$7,043

Per student (1 to 100 students)

$68.42

Per student (101 to 299 students)

$39.85

Per student (300+ students)

$26.59


(b) Colony Schools:

Effective September 1, 2012

Basic amount per principal

$1,128

Per student (1 to 100 students)

$67.08


Effective September 1, 2015

Basic amount per principal

$1,151

Per student (1 to 100 students)

$68.42


(c) For principals who are assigned to two schools:

Effective September 1, 2012

Basic amount

$11,219

Combined Enrollment:

 

Per student (1 to 100 students)

$67.08

Per student (101 to 299 students)

$39.07

Per student (300+ students)

$26.07


Effective September 1, 2015

Basic amount

$11,443

Combined Enrollment:

 

Per student (1 to 100 students)

$68.42

Per student (101 to 299 students)

$39.85

Per student (300+ students)

$26.59


6.1.1
   E.C.S. students counted at 0.5 FTE student except Ralston School where each E.C.S. student will be counted as 1.0 FTE student.

6.1.2   Where a school offers a full-time kindergarten program, the E.C.S. students attending the program will be counted as full-time equivalent in proportion to the time the program is offered.

6.2   Vice-Principal

In addition to the salary as identified in article 3.1, each vice-principal shall receive 60 percent of the allowance paid to the principal.

6.3   Acting Principal

6.3.1   In a school, other than a colony school, where there is no vice-principal, a teacher shall be designated by the Employer to be "acting-principal" in the absence of the principal and shall be paid an amount equivalent to 1/400 of 60 percent of the principal's allowance for each half day of the principal's absence.

6.3.2   In a school where both the principal and vice-principal are absent for a half day, a teacher shall be designated by the Employer to be "acting-principal" and shall be paid an amount equivalent to 1/400 of 60 percent of the principal's allowance for each half day of absence.

6.3.3   When, in the absence of the principal, the vice-principal or acting-principal acts in the place of the principal for a period of five or more consecutive school days, the vice-principal or acting-principal shall receive an allowance of 1/200 of the principal's allowance as calculated in article 6.1, effective on the fifth day and for every consecutive school day thereafter until the principal returns.

6.4   Payment for administration shall commence on the effective date of appointment of the administrator.

6.5   Coordinator of Student Services

In addition to the salary identified in Article 3.1, a teacher employed as Coordinator of Student Services shall receive an allowance of:

Effective September 1, 2012 - $ 9,272 per annum

Effective September 1, 2015 - $9,457 per annum

The allowance shall be paid on a pro-rata basis based on the employee's full time equivalent employment.

6.6   Technology Coordinator

In addition to the salary identified in Article 3.1, a teacher employed as Technology Coordinator shall receive an allowance of:

Effective September 1, 2012 - $ 9,272 per annum

Effective September 1, 2015 - $9,457 per annum

The allowance shall be paid on a pro-rata basis based on the employee's full time equivalent employment.

7.   SUBSTITUTE PAY

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

7.2   The rate of pay for substitute teachers shall be

Effective September 1, 2012

Per Full Day

$191.22

Per Half Day

$98.71


Effective September 1, 2015

Per Full Day

$195.04

Per Half Day

$100.68


7.3
   Any amount of time above 50% of the day shall be considered a full day. This payment shall include holiday pay at the rates established by the Employment Standards Branch.

7.4   The rate of pay for a teacher employed on a substitute basis who fills the same teaching position for more than five consecutive days shall be, effective the sixth consecutive teaching day, according to placement on the salary grid and subject to the terms of this agreement.

7.5   Notwithstanding article 7.4, a substitute teacher who fills a teaching position for more than five consecutive days and who accepts a contract of employment with the Employer, shall be paid effective the first day, according to placement on the salary grid.

8.   SICK LEAVE

8.1   In the first year of service with the Employer, a teacher shall be entitled to twenty (20) school days of sick leave at full salary for the purpose of obtaining the necessary medical or dental treatment because of accident, sickness or disability.

8.1.1   After twenty (20) school days of continuous disability in a teacher's first year of service, no further salary shall be paid. However, after ninety (90) calendar days of continuous absence the provisions of the Alberta School Employee Benefit Plan, Extended Disability Benefit, shall take effect providing the teacher is accepted by the insurance carrier as an extended disability claimant.

8.2   During the second and subsequent years of service, annual sick leave with full salary will be granted for ninety (90) calendar days.

8.2.1   After ninety (90) calendar days of continuous disability in a teacher's second and subsequent year of service, no further salary shall be paid.  The provisions of the Alberta School Employee Benefit Plan, Extended Disability Benefit Plan shall take effect, providing the teacher is accepted by the insurance carrier as an extended disability claimant.

8.3   When a teacher has suffered an illness and/or has been paid under the provisions of the Alberta School Employee Benefit Plan, upon the teacher's return to regular duties, shall be entitled to an additional sick leave benefit in the current year in accordance with the following schedule to a maximum of:

Less than one year of service - Nil

After one year of service - 90 calendar days.

8.4   Before any payment is made under the foregoing provisions the teacher shall provide:

(a) a statement, on a form approved by the Employer, signed by the teacher substantiating the illness.

(b) after an absence of more than three days, when requested by the

Superintendent, in consultation with the Principal, a certificate, at Employer expense, from the teacher’s physician or dentist attesting to the teacher’s illness.

(c) when the absence extends for a period of over one (1) month the employee may, at the discretion and expense of the Employer, be called upon to furnish a further medical certificate at the end of each month during the duration of the leave or until the employee is accepted on the A.S.E.B.P., Extended Disability Plan.

8.5   When a teacher leaves the employ of the Employer all sick leave shall be cancelled.

8.6   Provisions of this Article shall not be applicable when a teacher is on leave without pay.

9.   PROFESSIONAL LEAVE

9.1   A teacher who has taught in the Employer's school system for a minimum of five (5) years may be granted a leave for professional development or for other reasons acceptable to the Employer.

9.2   All applications for leave shall be submitted to the Superintendent by February 1 preceding the school year in which the professional leave is to commence.

9.3   The application for professional leave must be considered by the Employer and the applicant must be notified of the Employer's decision within forty five (45) calendar days of the date for receiving applications.

9.4   A teacher returning from professional leave is entitled to return to the position held when the professional leave started or to a position of comparable nature.

9.5   An application shall be accompanied by a clear statement of the teacher's purpose.

9.6   In lieu of salary, a teacher while on professional leave shall be granted an allowance equal to 50% of annual salary for the year in which leave is granted, payable in a manner agreed upon by both parties.

9.7   For a semester of professional leave, payment shall be 25% of annual salary for the year in which leave is granted, payable in a manner agreed upon by both parties.

9.8   A teacher who is granted professional leave shall give an undertaking, in writing, to return to his/her duties for a period of at least two years.  Should a teacher resign or retire prior to the completion of the two years of service, other than by mutual agreement between the Employer and the teacher, repayment of leave salary shall be made to the Employer on a pro rata basis.

9.9   Approval may be granted by the employer for a professional leave based on the application’s merit and alignment to school and Division goals.

10.   SHORT TERM PROFESSIONAL LEAVE

10.1   In addition to the leave described in Article 9, the Employer may, at its discretion, grant short term professional leave. Such leave will be subject to the same provisions as outlined in 9.1 to 9.9 with the exception of the following:

(a) the allowance paid will be for the period identified by the Employer and payment will be made at the rate of 50 percent of the teacher's present salary.

(b) application for leave shall be made at least forty five (45) days prior to the time the leave is to commence.

(c) the teacher is obligated to return to his/her respective duties for at least one year of employment after the leave is completed.

(d) for the purpose of this article, it is understood that no leave shall extend beyond a period of forty five (45) days.

11.   LEAVE OF ABSENCE – WITH FULL PAY

A teacher is entitled to temporary leave of absence with pay and such leave is deemed to be an authorized absence and approved by the Employer pursuant to Section 111(1)(d)(i) of the School Act where such teacher is absent:

11.1 (a) For not more than five (5) teaching days per occurrence per school year due to the critical illness or death of any one of the following legal relatives of the teacher or spouse:  spouse, child, parent, brother, sister, daughter-in-law, son-in-law, and grandchild.

(b) Where critical illness is not followed by death within thirty (30) days, the Employer may request, within thirty (30) days, a medical certificate stating that critical illness was the reason for absence.

(c) Critical illness is defined as a life-threatening illness or an illness requiring admission to a hospital intensive care unit.

11.2   For not more than three (3) teaching days per occurrence per school year due to the death of any one of the following legal relatives of the teacher or spouse: grandparent, sister-in-law, brother-in-law, aunt, uncle, niece, nephew, or any other relative who is a member of the teacher's household.

11.3   For not more than one (1) day per occurrence, to a maximum of two (2) teaching days per school year, to attend the funeral of anyone not previously identified in 11.1 or 11.2.

11.4   Upon application to and at the discretion of the Superintendent, additional leave may be granted for any good and valid reason, relating to the critical illness or death of any of the persons identified in 11.1, 11.2 or 11.3.

11.5   For the period of one (1) day, plus one (1) day for travelling when necessary, per school year, to attend the teacher's convocation of a university or graduation from a post secondary institution.

11.6   For not more than two (2) days per school year for the purposes of writing examinations in academic or professional courses.

11.7   Effective September 1, 2008, on application to the Superintendent and subject to the approval of the Superintendent or designate, a teacher shall be granted one day leave of absence with full pay and benefits per school year for the purpose of obtaining necessary medical or dental treatment for members of the teacher’s immediate family.  Immediate family shall be defined as the teacher’s spouse, child or parent.

11.8   For one (1) teaching day per school year in the event of the birth of the teacher's child or the adoption of a child by that teacher.

11.9 (a) For jury duty or for attending for selection purposes, or any summons related thereto.

(b) To respond to a subpoena or a notice to attend court in a criminal or civil matter that is not related to the personal affairs of the teacher.

(c) Provided that in a, and b, the teacher remits to the Employer any witness fee or jury stipend, excluding allowances and/or expenses, set by the court or other body.

11.10 (a) Personal leave for not more than one (1) day in any school year may be requested by a teacher and shall be granted upon request for attending to private concerns.  Where possible, at least one (1) day of notice shall be given to the Principal, or in the case of a Principal, to the Superintendent or his office.

(b) Personal leave under this clause may be accumulated to a maximum of four (4) days, providing that the total number of personal leave days taken in any one school year under the above article does not exceed four (4) days and providing that any
day(s) so accumulated is/are not used prior to or following any statutory holiday unless prior approval of the Superintendent is obtained.

(c) Notwithstanding Article 11.10(a), teachers on a term contract must be under contract for a minimum of ninety (90) instructional days before being eligible for personal leave with pay.

11.11   Notwithstanding Article 11.10 and Article 12.1, the use of personal leave shall not exceed five consecutive school work days.

12.   LEAVE OF ABSENCE - WITH PARTIAL PAY

Temporary leave of absence, with pay, shall be granted to a teacher as follows; provided that an amount equivalent to the salary of a substitute teacher, as stated in clause 7.2, is forthcoming to the Employer through payroll deduction or payment from other sources.

12.1 (a) Personal leave for not more than four (4) days in any school year may be requested by a teacher and shall be granted upon request for attending to private concerns.  Where possible, at least one day of notice shall be given to the principal, or in the case of a principal, to the Superintendent or his office.

(b) Notwithstanding Article 12.1(a), teachers on a term contract must be under contract for a minimum of sixty (60) instructional days before being eligible for one day personal leave with partial pay and ninety (90) instructional days before being eligible for four (4) days personal leave with partial pay.

12.2   For the period of one (1) day plus one (1) day for travelling, if necessary, to attend the convocation or graduation from a post-secondary institution of the teacher's spouse or child.

12.3   To attend the Annual Representative Assembly of The Alberta Teachers' Association as an official delegate.

12.4   For the purpose of serving on the teacher's negotiating committee, with the understanding that the Employer shall be reimbursed by the Association, an amount equal to the salary of a substitute teacher for each teacher so occupied up to five (5) days and further at a rate equal to 1/200 of that teacher's annual salary for all subsequent days.

12.5   For attendance at meetings of Committees of the Department of Education and/or for attendance at meetings or functions at the request of the provincial or local Alberta Teachers' Association that are approved by the Superintendent or his designate.

13.   Leave of Absence - With or Without Pay

13.1   Additional leaves of absence may be granted by the Employer with pay and with benefits or without pay and without benefits.

14.   MATERNITY & PARENTAL LEAVE

14.1   A pregnant teacher is entitled to maternity leave for a period of fifteen (15) weeks.   The Employer is responsible for salary and benefits for the health-related portion of the maternity leave, up to thirteen (13) weeks.

14.2   A pregnant teacher shall provide at least six (6) weeks written notice of the date she intends to take maternity leave unless prevented by a medical condition.

14.3   The Employer will provide a Supplementary Unemployment Benefit Plan (SUB Plan), a copy of which is attached as an addendum to this agreement.  This plan will provide an eligible teacher with the equivalent of 95 percent of the teacher’s regular salary.  Effective September 1, 2014, the SUB Plan will be increased to 100 percent.

14.4   A teacher on maternity leave shall access the SUB Plan for the health-related portion of the leave that is after the birth of the child.

14.5    A teacher is entitled to parental leave without pay and without benefits for up to thirty-seven (37) consecutive weeks.  The parental leave must be taken within fifty-two (52) weeks of the birth of the child.

14.6   In the case of a teacher entitled to maternity leave, the thirty-seven (37) consecutive weeks parental leave must immediately follow the last day of the maternity leave.

14.7   In the case of an adoptive parent, the thirty-seven (37) consecutive weeks must be taken within fifty-two (52) weeks of the child being placed with the adoptive parents.

14.8   A teacher must provide at least six (6) weeks written notice of the date the teacher will start parental leave unless a medical condition of the birth mother or child makes it impossible to comply; or in the case of the adoptive child, the date of the placement was not foreseeable.

14.9   A teacher on maternity or parental leave must provide four (4) weeks’ notice of the date on which the teacher intends to return to work.  Teachers returning from maternity or parental leave are encouraged to give consideration to natural breaks in the school year.

14.10   A teacher returning from maternity or parental leave is entitled to return to the position held when maternity or parental leave started or to a position of comparable nature.

14.11   Teachers on maternity, adoption or parental leave, other than any health-related leave, may arrange to pay benefit premiums on a monthly basis for the duration of the leave.

15.   TRANSFERS

15.1   If it is necessary for the Employer to transfer a teacher from one school to another within the Division, the Employer shall reimburse the moving expenses incurred by the teacher to a maximum of $1,200, providing such transfer requires a change of residence.  This article does not apply to a teacher who has requested a transfer.

15.2   Any teacher who becomes an employee of the Employer as a result of the provision of Section 242(1)(2)(3) of the School Act shall retain any designation received from the previous board, provided that the teacher remains in the same school plant.

16.   GROUP INSURANCE

16.1   The Employer shall effect and maintain:

(a) Alberta School Employee Benefit Plan (ASEBP)

(i) Extended Disability Benefit (EDB) - Plan D

(ii) Life, Accidental Death and Dismemberment - Schedule 2

(iii) Extended Health Care - Plan 1

(iv) Dental Care - Plan 3

(v) Vision Care – Plan 3

(b) Alberta Health Care Plan

applicable to and for the benefit of teachers in its employ, according to the provisions of the plans.

16.2   All teachers shall be covered under the provisions of the Alberta School Employee Benefit Plan, Life, Accidental Death & Dismemberment, Schedule 2; Extended Disability Benefit, Plan D.

16.3   With respect to article 16.2, it is understood that participation in the Alberta School Employee Benefit Plan - Extended Health Care, Plan 1; Dental Care, Plan 3; Vision Care, Plan 3 and Alberta Health Care is not a condition of employment.

16.4   Effective September 1, 2012 the Board will contribute toward the monthly premium of each plan as follows:

(a) Life – 98%

(b) EDB – 98%

(c) Extended Health – 98%

(d) Dental Plan – 98%

(e) Vision Care – 98%

(f) Alberta Health – 98%

Effective September 1, 2014, the Board will contribute 100%.  Upon ratification of a collective agreement by the parties following August 31, 2016, unless otherwise agreed by the parties, the Board will return to 98% contributions.

16.5   The Employer’s contribution to benefit premiums for part-time teachers and those on professional leave shall be paid on a pro-rata basis based on the employee’s full time equivalent employment.

16.6   The Employer will contribute an amount per teacher (not including substitute teachers) to a Health Spending Account, prorated for employees working less than a full-time equivalent, according to the following schedule:

Effective Date

Annual Amount

September 1, 2012

$600

September 1, 2014

$650

September 1, 2015

$700

Upon ratification of a collective agreement by the parties following August 31, 2016, unless otherwise agreed by the parties, return to an annual health spending account contribution of $600.

17.   GRIEVANCE PROCEDURE

17.1   The following grievance procedure is in accordance with the requirements of The Labour Relations Code and provides for the peaceful settlement of any differences, between the parties, arising from the interpretation, application or operation of this Collective Agreement, including any questions as to whether the differences are arbitrable and shall be dealt with as follows:

Step 1

Such differences (hereinafter called a "grievance") shall first be submitted in writing to the chairperson of the ATA Local Economic Policy Committee, the chairperson of the ATA Local Grievance Committee, and the Secretary-Treasurer of the Employer.

(a) Such written submission shall be made within twenty-one (21) teaching days from the date the griever first had knowledge of the alleged violation.

(b) The submission shall set out the nature of the grievance, the Articles of this Agreement which are alleged to have been violated, and the remedy sought.

Step 2

In the event the grievance is not settled within fifteen (15) teaching days from the date of the submission in accordance with Step 1, then within a further period of fifteen (15) teaching days the grievance shall be referred in writing to the Grievance Committee.

(a) Such Grievance Committee shall consist of two (2) representatives of the Association and two (2) representatives of the Employer.

(b) This Grievance Committee shall meet and endeavour to resolve the grievance, and shall render its decision within fifteen (15) teaching days following receipt of the submission.

(c) If the majority of the Grievance Committee reaches a decision as to the disposition of the grievance, the decision shall be final and binding on both parties.  A majority decision shall be the decision of three (3) members of the Grievance Committee.

Step 3

In the event the Grievance Committee does not meet within fifteen (15) teaching days following receipt of the submission, or in the event that the Committee does not reach a majority decision within the said time limitation, then either party may, by written notice to the other party, require the establishment of an Arbitration Board as hereinafter provided.

(a) Such notice must be given within ten (10) teaching days after the fifteen-day limitation in Step 2b expires.

(b) Concurrently with the notice by the party requiring the establishment of an Arbitration Board, the party shall name its nominee to the Arbitration Board, and the recipient of the notice shall, within five (5) teaching days, inform the other party of its nominee to the Arbitration Board.

(c) The two nominees so appointed shall, within five (5) teaching days of the appointment of the second of them, appoint a third person, who shall be Chairman of the Arbitration Board.  In the event of failure to agree on the appointment of a Chairman, either party may request the Director of Mediation Services with Alberta Department of Labour to make the necessary appointment.

Step 4

The Arbitration Board shall hear and determine the grievance and shall issue an award in writing not later than ninety (90) calendar days after commencement of the hearings, provided that this time period may be extended by written consent of the parties.

(a) Such award shall be final and binding upon the parties and upon any employee affected by it.

(b) The decision of a majority of the Arbitration Board is the award of the Arbitration Board, but where there is no majority the decision of the Chairman governs and shall be deemed to be the award of the Arbitration Board.

(c) The Arbitration Board by its decision shall not alter, amend or change the terms of this agreement.

(d) Each party to the grievance shall bear the expense of its respective nominee, and the two parties shall bear in equal proportions the expense of the Chairman.

17.2   In the event that, at any stage of the aforesaid procedures (except in respect of appointing persons to an Arbitration Board), one of the parties fails to take the necessary action within the time limit specified, the grievance procedure shall be deemed to be concluded in the other party's favour.

17.3   Any of the aforesaid time limits may be extended at any stage by mutual consent of the parties.

18.   GENERAL CLAUSES

18.1   The parties hereby recognize that basic to the proper management and administration of a school system it is the Employer's right and responsibility to formulate and adopt policies and regulations.

18.2   A Teacher / Board Advisory Committee shall be established in accordance with Board Policy GP#16 and shall not be subject to the Grievance Procedure.

18.3   Any teacher required to teach in more than one school on the same day, shall receive a travel allowance of $.30 per km for such days when the distance travelled between schools exceeds eight kilometres.

18.4   The Employer shall post a copy of the collective agreement on the Division's website within 30 calendar days after the signing of the agreement by the ATA Coordinator of Teacher Welfare. A copy of the current collective agreement shall be placed in each staff room.

18.5   When school is closed for all students due to health reasons or physical plant breakdowns, teachers will not be required to attend school.

18.6   A teacher is entitled to temporary leave with full pay when a teacher is unable to reach the school from his / her usual place of residence because of impassable roads, when the absence is communicated to the principal. 

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

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

18.9   It is agreed that the Employment Insurance rebate is being shared according to Section 63 of the Employment Insurance Act by the benefits contained in this Agreement.

18.10   The Employer shall deduct ATA membership fees from the salary of every teacher it employs, other than those identified in Article 1.1, and shall remit the membership fees to the Alberta Teachers' Association monthly.  Upon request, the Employer will provide a list of teachers in its employ to the ATA.

18.11   All previous collective agreements between or affecting the parties are hereby cancelled.

19.   EMPLOYER PREROGATIVES

19.1   The Employer retains all those residual rights of management not specifically limited by the terms of this agreement, providing the Employer acts reasonably, fairly and justly in the exercise of those rights.

20.   DATE OF AGREEMENT

20.1   The parties hereto executed this Agreement this ___ day of _________________

AD, 2015, by affixing the signatures of their proper officers on their behalf.

 

PRAIRIE ROSE SCHOOL DIVISION NO. 8 - Addendum A

SUPPLEMENTARY UNEMPLOYMENT BENEFIT (SUB) PLAN COVERAGE

All female employees eligible for sick leave benefits covered under the collective agreement are covered by the Supplementary Unemployment Benefit Plan.

THE PLAN

1.   The Employer agrees to pay, during the health-related portion of maternity leave after the birth of the child, a Supplementary Unemployment Benefit which shall provide employees on maternity leave with an amount equal to 95% of the employee's normal weekly earnings.  The Employer will also pay the portion of the employee's benefit plan premiums specified in the collective agreement, for the health-related portion of the maternity leave. Effective September 1, 2014, the SUB Plan will be increased to 100 percent.

2.   This SUB Plan shall replace sick leave benefits during the health-related portion of the maternity leave that is after the birth of the child.

3.   At the commencement of the employee's E.I. entitlement the employee will begin receiving the Employer portion of the Supplementary Unemployment Benefits. 

4.   The Employer agrees to pay the Supplementary Unemployment Benefits for up to thirteen (13) weeks or for the period covered by accumulated sick leave, whichever is less.

5.   The Employer shall advise the employee to apply for extended disability benefits (EDB) at least thirty (30) days in advance of her expected eligibility for such benefits. After ninety (90) consecutive calendar days of disability the employee shall apply for EDB benefits and no further salary, or Supplementary Unemployment Benefits shall be payable by the Employer.

6.   This plan will come into effect as of September 1, 1999 and will continue in effect for the duration of this collective agreement.

7.   Payments received under the SUB Plan will not reduce the claimant’s accumulated sick leave, vacation leave, severance pay or any other accumulated credits from employment.

 

LETTER OF UNDERSTANDING

Between

Prairie Rose School Division No. 8

and

The Alberta Teachers Association

Summer Work Experience Supervision

Effective September 1, 2012 a teacher employed on a course by course basis to supervise students enrolled in Off-Campus Education programs during the summer recess shall be paid an allowance equivalent to $47.90 per hour for each student supervised. Preparation time in lieu of allowance may be provided with the prior approval of the Superintendent. Guidelines for the implementation of this allowance will be developed by the Superintendent, with input from principals.

Effective September 1, 2015, the allowance of $47.90 will be increased to $48.86.

This Letter of Understanding will expire on August 31, 2016.

 

LETTER OF UNDERSTANDING

Between

Prairie Rose School Division No. 8

and

The Alberta Teachers Association

Substitutes Travel Allowance

The Employer policy on Substitute Travel will be referred to the ATA Local Economic Policy Committee for discussion with the Employer on a travel allowance for substitutes that reflects current costs.

 

LETTER OF UNDERSTANDING

Between

Prairie Rose School Division No. 8

and

The Alberta Teachers Association

Alberta Health Care Premiums

If Alberta Health Care Insurance premiums are reintroduced, both parties agree to meet to discuss cost recovery acceptable to both parties.