ATA - Calgary School District No 19 (1998

Calgary School District No 19 (1998 - 2001)

A collective agreement made this 22 day of June, 1999 between the Board of Trustees of the Calgary Board of Education, herein called "the Board" and the Alberta Teachers' Association, herein called "the Association", acting on behalf of the teachers employed by the Board.

Whereas, the Association is the duly certified bargaining agent for the teachers employed by the Board, and

Whereas, such teachers' terms and conditions of employment and their salaries have been the subject of negotiations between the parties, and

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

Whereas, this agreement is made pursuant to the laws of the province of Alberta including but not limited to the School Act and the Labor Relations Code .

The Board and the Association agree as follows:

1. Application

1.1 This agreement shall be applicable to all persons who require a teacher's certificate as a condition of their employment with the Board with the exception of the: chief superintendent; superintendents; directors, collaborative learning communities; director, staffing services; director, community and continuing education; director, strategic planning; director, student services; director, program/professional learning support; director, school and corporate liaison; coordinator, leadership development and administrative staffing; coordinator, teacher staffing; executive assistant to the superintendent.

1.2 The Board may create or designate new administrative positions with respect to teachers covered by this agreement. Applicable administrative allowances and salaries for such newly created or designated administrative positions shall be determined after consultation with the Calgary Public School Local acting on behalf of the Association before the position is advertised or the appointment is made. Such consultation shall take place within 15 days of the Board advising the Local, in writing, of its intent to create or designate said new administrative positions. Consultation shall consist of at least one meeting between the representatives of the parties. Further consultative procedures may be determined in each instance by mutual consent of the parties.

2. Term

2.1 Unless stated otherwise, this agreement shall take effect on September 1, 1998 and shall continue in full force and effect through August 31, 2001.

2.2 Either party wishing to amend or to terminate this agreement shall give to the other party notice of such desire, in writing, not less than 30 days and not more than 150 days prior to the last date stated in clause 2.1.

2.3 If notice has been given in accordance with clause 2.2, the Board agrees not to alter terms and conditions of employment should negotiations continue beyond the expiry date or until a strike or lockout occurs.

2.4 Any conclusions reached in the aforementioned negotiations shall, if so agreed, be made retroactive to the said anniversary date or the said termination date.

2.5 Both parties agree to direct their bargaining teams to continue to collaborate on topics of mutual interest for possible inclusion in the next round of collective bargaining.

3. Administration of the Basic Salary Schedule

3.1 Basic Salary Schedule

Categories representing years of teacher education beyond Alberta Grade XII

September 1, 1998 to August 31, 1999

Years of teaching experience

Years of University Education

Step	A	B	C	D	E	F
0	28,910	28,910	28,910	32,676	34,709	37,035
1	28,910	28,910	28,910	34,709	36,743	39,069
2	28,910	28,910	28,910	36,743	38,782	41,102
3	28,910	28,910	30,371	38,782	40,816	43,141
4	28,910	28,910	31,831	40,816	42,849	45,175
5	28,910	30,231	33,292	42,849	44,883	47,209
6	28,910	31,555	34,757	44,883	46,922	49,248
7	30,084	32,875	36,218	46,992	48,956	51,281
8	31,263	34,201	37,678	48,956	50,990	53,315
9	32,442	35,520	39,144	50,990	53,029	55,349
10	33,524	36,704	40,459	53,029	55,062	57,388
11				55,197	57,231	59,558

September 1, 1999 to February 29, 2000

Years of teaching experience

Years of University Education

Step	A	B	C	D	E	F
0	29,633	29,633	29,633	33,492	35,576	37,961
1	29,633	29,633	29,633	35,576	37,661	40,045
2	29,633	29,633	29,633	37,661	39,751	42,129
3	29,633	29,633	31,130	39,751	41,836	44,219
4	29,633	29,633	32,627	41,836	43,920	46,304
5	29,633	30,986	34,124	43,920	46,005	48,389
6	29,633	32,344	35,626	46,005	48,095	50,479
7	30,836	33,697	37,123	48,095	50,180	52,563
8	32,045	35,056	38,620	50,180	52,265	54,648
9	33,253	36,408	40,123	52,265	54,355	56,733
10	34,362	37,622	41,470	54,355	56,439	58,823
11				56,577	58,662	61,047

March 1, 2000 to August 31, 2000

Years of teaching experience

Years of University Education

Step	A	B	C	D	E	F
0	30,225	30,225	30,225	34,162	36,288	38,720
1	30,225	30,225	30,225	36,288	38,414	40,846
2	30,225	30,225	30,225	38,414	40,546	42,972
3	30,225	30,225	31,753	40,546	42,673	45,104
4	30,225	30,225	33,279	42,673	44,798	47,230
5	30,225	31,606	34,807	44,798	46,925	49,357
6	30,225	32,991	36,338	46,925	49,057	51,489
7	31,453	34,371	37,866	49,057	51,183	53,614
8	32,686	35,757	39,392	51,183	53,310	55,741
9	33,918	37,136	40,925	53,310	55,442	57,868
10	35,050	38,374	42,299	55,442	47,568	60,000
11				57,709	59,836	62,268

September 1, 2000 to August 31, 2001

Years of teaching experience

Years of University Education

Step	A	B	C	D	E	F
0	31,061	31,061	31,061	35,107	37,291	39,790
1	31,061	31,061	31,061	37,291	39,476	41,976
2	31,061	31,061	31,061	39,476	41,667	44,160
3	31,061	31,061	32,631	41,667	43,853	46,351
4	31,061	31,061	34,199	43,853	46,037	48,536
5	31,061	32,480	35,769	46,037	48,222	50,722
6	31,061	33,903	37,343	48,222	50,413	52,913
7	32,322	35,321	38,913	50,413	52,599	55,097
8	33,589	36,745	40,482	52,599	54,784	57,282
9	34,856	38,163	42,057	54,784	56,975	59,468
10	36,019	39,435	43,469	56,975	59,159	61,659
11	0	0	0	59,305	61,490	63,989

3.2 Salary Administration

3.2.1 General - A teacher shall be placed in salary categories, according to the statement of qualifications issued by the Alberta Teachers' Association Teacher Qualifications Service in accordance with the policies and principles approved by the Teacher Salary Qualifications Board, established by memorandum of agreement among the Department of Education, the Alberta Teachers' Association and the Alberta School Trustees' Association, dated 1967 03 23 subject to Appendix A of the collective agreement.

3.2.2 Initial Salary Placement

3.2.2.1 A teacher upon commencement of employment, must submit proof of:

(a) teacher qualifications in the form of a TQS evaluation or an inservice course or a music diploma.

(b) experience, in writing.

Such proof must be submitted within two months from the date of employment, in order to obtain, retroactively to the date of employment, an improvement in category placement and experience placement, respectively. Failure to do so will result in adjustments being made on the first of the month following submission of proof, unless the submission of proof is beyond the control of the teacher.

3.2.2.2 Pending receipt of the evaluation, a tentative salary will be established by the Board in accordance with applicable verified data in the teacher's file. The tentative salary shall be the actual salary if an evaluation is not received before June 30 of the applicable school year, unless the submission of proof is beyond the control of the teacher.

3.2.2.3 Upon commencement of employment, a teacher shall be granted one increment for each full year of teaching experience acquired prior to current engagement with the Board, where the teacher having such experience held a valid teaching certificate. The maximum number of increments granted shall be that provided for in the teacher's category of teacher education.

3.2.2.4 Where the new appointee's teaching experience includes partial years of service or periods of part-time service, full years of service shall be calculated as the number of full days of teaching experience in those years divided by 200. Any remainder of 150 or more days shall be counted as a full year.

3.2.2.5 Any residual number of days of teaching experience beyond the full years of teaching experience recognized under clause 3.2.2.4 shall be credited to a teacher for accumulation towards the earning of any future increment.

3.2.3 Experience Increments

3.2.3.1 Each teacher who is eligible for an increment shall, on the opening of school or on the first day of September or February immediately following the establishment of such eligibility, be placed on the next higher step on the grid for the appropriate category of teacher education.

3.2.3.2 For the purpose of clauses in this article, teaching experience shall mean:

(a) days under contract (continuing, probationary, part-time, interim and temporary) to a Board in a position which requires a teaching certificate as a condition of employment, excluding leaves of absence without salary and vacation periods;

(b) days employed as a substitute teacher within the preceding seven years;

3.2.3.3 A teacher who has a minimum of 150 full days teaching experience which have not previously been counted for increment purposes, shall be granted one experience increment in accordance with clause 3.2.3.1 and subject to the limitation of clause 3.2.3.4. Until the teacher reaches the maximum salary of the appropriate category of education, further increments shall be granted for each 150 full days of teaching experience acquired after that date. These increments shall be effective on the opening day of school or the first day of September or February immediately following the attainment of the necessary accumulation of days.

3.2.3.4 A teacher shall be granted only one experience increment during any one school year.

3.2.3.5 The maximum number of days of teaching experience which may be counted for increment purposes during any school year shall be 150 days.

3.2.3.6 Subject to clause 3.2.3.5, any residual number of days of teaching experience which the teacher has accumulated at the time an increment is granted under clause 3.2.3.3 shall be credited to the employee for accumulation toward the earning of any future increment.

3.2.3.7 A teacher commencing duties who requires a letter of authority, shall be allowed one increment only, subject to review by the interpretation committee and recommendation to the Board. Any teacher for whom an increment is canceled shall remain on the same salary step until the deficiency causing the cancellation is removed. When the deficiency is removed, the teacher shall be placed on the step to which the teacher would have been entitled had the increments not been withheld. This placement shall be made on the opening day of school or February 1, immediately following the submission of evidence of a valid teaching certificate, provided that the submission is made on, or prior to, October 31 or March 31, whichever is applicable, unless the submission of proof is beyond the control of the teacher.

3.2.3.8 Any supporting data (eg, TQS evaluation, inservice certificates, etc) submitted for the purposes of a salary reclassification shall be accompanied by a written request for reclassification and directed to employee services.

3.2.3.9 The Board reserves the right to withhold the increment of any teacher, for any year, if in the opinion of the chief superintendent of schools, the service rendered was not considered worthy of an increment. If the service is satisfactory during the year that the increment is withheld, the teacher shall, on the subsequent opening day of school, be placed on the step applicable, had the increment not been withheld. In no case shall an increment be withheld for two or more consecutive years.

3.2.4 Salary Adjustments for Increased Years of Training

3.2.4.1 The adjustment dates for changes in salaries, due to category reclassification, shall be the opening day of school or the first of February of each school year. The qualifications to be considered applicable to the opening day of school adjustment date shall be only those obtained prior to the opening day of school. The qualifications to be considered applicable to the February 1 adjustment date shall be only those which necessarily include some qualifications which are earned after the opening day of the school year. If the teacher does not submit proof, in the form of a TQS evaluation or an inservice course or a music diploma, that another year of teacher education has been acquired, prior to November 30 applicable to the adjustment date of the opening day of school or prior to April 30 applicable to the adjustment date of February 1, any adjustment in salary shall take effect from the first of the month next following the month of submission.

3.2.4.2 In moving from one category of teacher education to a higher one, the teacher shall be placed on the same numbered step in the higher category.

3.2.5 Teachers in Vocational Programs

3.2.5.1 The chief superintendent of schools shall have discretionary power to place, on any step of the basic salary schedule in the category determined by the Teacher Salary Qualifications Board, any teacher for vocational schools who is recruited from industry to teach in vocational programs, providing the teacher has successfully completed the teacher training courses provided by the universities of Alberta or their equivalents, in the opinion of the chief superintendent.

3.2.5.2 Any teacher holding grid placement which includes a category or step adjustment for technical proficiency or experience, who requests and receives approval for a transfer to a completely non-vocational assignment, shall be placed on the appropriate step and the appropriate category of the basic salary schedule in accordance with the number of years of teaching experience and the applicable Teacher Qualifications Service evaluation as at the effective date of transfer.

3.2.5.3 If a teacher, transferred in accordance with clause 3.2.5.2, requests and receives approval for transfer back to a vocational assignment, the former placement shall apply together with earned increments and category changes, if applicable. However, the salary plus the vocational allowance shall not exceed the maximum of the applicable category.

3.2.6 Discretionary Provisions

3.2.6.1 The Board reserves the right to consider any application on its merits and to fix the initial salary above the schedule should it appear in the interest of the Board to do so, provided that the interpretation committee is informed as soon as possible.

3.2.6.2 The Board reserves the right to adjust the grid placement of a teacher who holds a valid journeyman's certificate or its equivalent and who teaches technical or vocational subjects at the senior high school level for which the possession of such journeyman's qualifications is a requirement.

3.3 Salary Payment

3.3.1 Effective September 1, 1997 the Board shall pay each teacher 1/12 of each teachers' annual salary on the third last school day of each month except June, July and August. Two payments will be made on the third last school day of June and one payment on the third last day of July. Payment shall be by direct deposit to a bank account of each teachers' choice.

3.4 Year-Round Schools (either single continuous or multi-track)

3.4.1 Pay Schedule - Teachers under contract shall receive their pay based on the regular pay schedule for all teachers. However, should a teacher be returning from leave or be a new appointee, that teacher will receive the first pay cheque at the end of the first month of work and monthly thereafter. If the teacher commences work after the payroll cut-off date, payments will commence at the end of the next month. At the time a teacher leaves or transfers to a year-round school, a salary reconciliation statement will be prepared and given to the teacher. Any salary owing will be paid on or before the pay following the teacher transferring to or leaving the year-round school.

In any article or clause where the term "summer vacation" is used, "summer vacation" shall be read as "vacation period."

3.4.2 Vacation Periods for School-Site Administrators - The amount of vacation entitlement for school-site administrators shall be equivalent to that available to administrators in traditional calendar schools. The timing of vacation periods for administrators shall be agreed upon between the administrator and the principal or where the administrator is a principal, between the principal and the superintendent. The administrator, while away on vacation, shall be replaced as per article 4.7.

3.4.3 No teacher shall benefit nor suffer loss as a result of being assigned to a year-round school.

4. Allowances - School Personnel

4.1 Principal Allowance - In addition to the salary earned as a teacher, a principal shall receive the applicable administrative allowance, based on the total teaching staff of the school, as follows:

Effective date	Fewer than 30	30 or more but less than 45	45 or more but less than 60	60 or more
Sept 1, 1998	$15,302	$18,164	$20,063	$26,899
Sept 1, 1999	$15,685	$18,618	$20,565	$27,571
March 1, 2000	$15,999	$18,990	$20,976	$28,122
Sept 1, 2000	$16,441	$19,515	$21,556	$28,900

4.2 Assistant Principal Allowance

4.2.1 In addition to the salary earned as a teacher, each assistant principal shall receive the applicable allowance, according to the following schedule:

Term of Position	Effective Sept 1, 1998	Effective Sept 1, 1999	Effective March 1, 2000	Effective Sept 1, 2000
During the first three-year term	$7,744	$7,938	$8,096	$8,320
During the second and subsequent three-year terms	$10,325	$10,583	$10,795	$11,093

4.2.2 Notwithstanding Article 4.2.1, all assistant principals appointed prior to the 1994/95 school year, in addition to the salary earned as a teacher, shall be red circled at their current allowance until such time as the assistant principal would receive an increase based on the allowances in 4.2.1. These allowances are based on the total teaching staff of the school:

Fewer than 30	30 or more but less than 45	45 or more but less than 60	60 or more
$7,396	$8,807	$9,727	$13,277

No assistant principal, tenured or term, shall suffer a reduction of his.her allowance as calculated effective September 1, 1994.

4.3 The size of the total teaching staff of the school is determined as of September 30 of each year.

4.4 Part-time teachers are to be included on a prorata basis in calculating the appropriate allowances where they equate to full-time equivalents in a school.

4.5 Schools shall have the following administrative personnel in addition to the principal:

10 or more total FTE teaching staff excluding the principal - one assistant principal

17 or more total FTE teaching staff excluding the principal - one assistant principal and one vice-principal

provided, however, that in larger schools the administrative organization may consist of a principal and assistant principals, together with such other officials as may be necessary or desirable for the efficient functioning of the school. The principal and staff of a school, in consideration of the school's educational needs, may make application to the chief superintendent of schools for the appointment of two or more curriculum leaders in lieu of a vice-principal where the school is entitled to such an appointment.

Employees currently in a vice-principal position in a school with 14 or more total FTE teaching staff will be red circled.

4.6 No decrease shall hereafter be made in the salary of a principal or assistant principal in consequence of a reduction in the staff of his or her school, if such principal or assistant principal has been employed continuously in the service of the Board for a period of not less than 20 years nor, in other cases, until such time as it appears to the satisfaction of the Board that such reduction is likely to be of considerable duration.

4.7 Any school administrative officer who is appointed to the responsibilities of a senior position for more than five consecutive school days shall be paid the administrative allowance of the senior position for that period.

4.8 Annual Allowances

Position	Effective Sept 1, 1998	Effective Sept 1, 1999	Effective March 1, 2000	Effective Sept 1, 2000
Vice-principals	$3,051	$3,127	$3,190	$3,278
Department heads	$3,051	$3,127	$3,190	$3,278
Coordinators	$3,051	$3,127	$3,190	$3,278
Curriculum leaders	$1,535	$1,573	$1,605	$1,649

4.9 Teachers who serve concurrently in two or more schools not located on the same campus shall receive, in addition to their applicable regular salaries, an allowance of:

Effective Date	Allowance
September 1, 1998	$728
September 1, 1999	$746
March 1, 2000	$761
Sept 1, 2000	$782

4.10 No teacher shall suffer a loss of administrative allowances and salaries due only to any reorganization taking place during the currency of this agreement. If an administrative appointment is terminated as a result of a reorganization, the salary and allowance of the affected teacher shall be red circled.

Red circling means the maintenance of the teacher's total compensation level, that is, salary plus applicable allowance until such time as compensation paid to the affected teacher under the collective agreement exceeds the red circled total compensation.

5. Allowances - Other Personnel

5.1 In addition to the salary earned as a teacher, incumbents of the following positions shall receive the applicable annual administrative allowance as outlined below:

Position	Effective Sept 1, 1998	Effective Sept 1, 1999	Effective March 1, 2000	Effective Sept 1, 2000
**Consultant	$3,051	$3,127	$3,190	$3,278
Specialist	$9,129	$9,358	$9,545	$9,809
Associate, Community & Continuing Education	$10,738	$11,006	$11,227	$11,537
System Coordinator, Staff Development	$20,063	$20,564	$20,975	$21,555
Supervisor	$15,612	$16,003	$16,323	$16,774

**In addition to this allowance, the current salary of each appointee at the time of appointment shall be fully protected, including any applicable administrative increments.

6. Administrative Appointments

6.1 Tenured Appointments - The Board agrees that administrators appointed to administrative positions prior to April 16, 1991, who have been granted tenure or who are on track for tenure in those positions, shall retain such tenure.

6.2 Three Year Term Renewable Positions - Notwithstanding clauses 6.4 and 6.5, all administrative designations after April 16, 1991, shall be for a three year term renewable.

Refer to Appendix B of this document for criteria for reappointment of a three year term renewable.

When either party deems changes to the criteria are necessary, such changes shall be subject to mutual agreement by the parties. Where changes to the criteria cannot be agreed to by the parties, within a three month time frame, the disagreement will be resolved through article 20 of this agreement.

Where a teacher feels that the Board's decision not to reappoint him or her is inconsistent with the established criteria, the teacher shall have the right to appeal such decision through article 20 of this agreement. Should the matter advance to arbitration, the arbitration board shall rule as to the fair and reasonable application of the criteria.

Upon resignation from or nonrenewal of an administrative designation, the teacher shall be returned to a position no less favorable than that occupied immediately prior to the appointment to the administrative designation.

6.3 Voluntary Leaves of Absence during Three Year Term Renewable Appointments

6.3.1 If a voluntary leave of one year or greater is granted during the first three year term appointment to a new administrative designation, the administrative designation must be relinquished.

6.3.2 If a voluntary leave of less than one year is granted during the first three year term appointment to a new administrative designation, the term will be extended by the length of the leave.

6.3.3 If a voluntary leave of one year or greater is granted during subsequent reappointments to the same administrative designation, the administrative designation will be extended by one year to allow for assessment.

6.4 One Year Term - Subject to Reappointment - Curriculum leaders are appointed for a period of one year and are subject to reappointment on a year-to-year basis.

6.5 Nonrenewable Positions - Consultants are appointed on the basis of three year term appointments which may be extended for one additional year under exceptional circumstances.

6.6 System Principal - A teacher appointed to the position of system principal shall be paid his/her current salary and allowances or his/her current salary plus the allowance of a principal with a staff of less than 30, whichever is greater. Such positions shall be term specific and will not be included in the pupil/teacher ratio calculation.

6.7 System Assistant Principal - A teacher appointed to the position of system assistant principal shall be paid his/her current salary and allowances or his/her salary plus the allowance of an assistant principal with a staff of less than 30, whichever is greater. Such positions shall be term specific and will not be included in the pupil/teacher ratio calculation.

7. Provisions Applicable to Teachers Employed as Substitute Teachers

7.1.1 Effective September 1, 1998, substitute teachers shall be paid 37.5 percent of 1/200 of $31,647 for each half day ($59.34/half day) with four percent vacation pay added for a total of $61.71 per half day.

7.1.1.2 For the 1998-1999 school year, a substitute teacher shall be entitled to a lump sum of money determined by the 3.25 percent of their gross earnings in the 1998-1999 school year.

7.1.2 Effective September 1, 1999 substitute teachers shall be paid 37.5 percent of 1/200 of category D-0 for each half day plus four percent vacation pay.

Effective date	Basic rate per ½ day	Basic rate per ½ day plus four percent vacation pay
September 1, 1999	$62.80	$65.31
March 1, 2000	$64.06	$66.62
September 1, 2000	$65.83	$68.46

7.2 Substitute teachers employed for a period of six consecutive teaching days or more, as a replacement for a specific teacher, shall be placed on the basic salary schedule, according to teacher qualifications and experience, on the sixth and consecutive subsequent days in the same assignment. The application of this provision shall not result in a reduction in earnings for the first five days of the assignment. This 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 break interrupts the teacher's continuity in the classroom.

7.3 By August 1 of each year, a substitute teacher shall be issued a statement of the number of days taught during the past school year.

7.4 The Board agrees to provide a group benefits plan for substitute teachers. The group benefits plan refers to life insurance, accidental death and dismemberment, extended health care benefits (hospitalization and major medical) and basic dental insurance. The cost of the benefit plan premiums shall be 100 percent paid by the substitute teacher. Participation in the plan shall be a condition of employment for all substitutes.

7.5 Substitute teachers who have attained a minimum of 300 days of satisfactory teaching service with the Board in the previous seven years and who have not been placed on the substitute roster at the start of the next school year, shall, upon request, be notified of the reasons in writing.

8. Provisions Applicable to Teachers Employed in Community and Continuing Education Programs, Summer School Programs and Other Calgary Board of Education Sponsored Activities

8.1 By November 1 of each year, all adult academic program (AAP) teachers shall be issued a statement reflecting the number of hours taught during the past school year.

8.2 When a certificate of qualifications as a teacher, as issued under the Department of Education Act, is required as a condition of employment for teachers employed on an hourly basis, the teacher shall be paid the following hourly rates.

Teachers who have less than five years of continuous years of employment with the Board shall receive four percent vacation pay added to the hourly amount. Teachers who have five or more continuous years of employment with the Board shall receive six percent vacation pay.

Five years or more continuous employment means one course taught in each of two semesters each year for five years or more.

Effective Date	Basic Rate	With 4% Vacation Pay	With 6% Vacation Pay
Sept 1, 1998**	$37.74	$39.25	$40.00
Sept 1, 1999	$39.94	$41.54	$42.33
March 1, 2000	$40.74	$42.37	$43.18
Sept 1, 2000	$41.87	$43.54	$44.37

**For the 1998-1999 school year, a teacher affected by clause 8 shall be entitled to a lump sum of money determined by 3.25 percent of their gross earnings in the 1998-1999 school year.

8.2.1 The principal, junior high summer school, shall receive the following sums for each summer session in addition to the annual salary earned as a teacher and any other allowance entitlement.

As of September 1, 1998 - $3,967

As of September 1, 1999 - $4,066

As of March 1, 2000 - $4,147

As of September 1, 2000 - $4,262

8.3 The Board agrees to pay one hour, at the regular rate, to teachers employed in the division of continuing education for each full block of 15 hours instructional time or prorated part thereof, served by such teachers in the employ of the Board. This is unassigned time in recognition of non-instructional duties.

9. Employment

9.1 All new appointees to the teacher staff shall submit, upon request, valid Alberta teaching authority, a birth certificate, evidence of a satisfactory chest x-ray or skin test, a medical certificate of sound health, upon a form to be provided by the chief superintendent of schools or the delegated authority, proof of previous teaching experience from previous employer(s) and any other information which may be required for official record purposes.

9.2 Teachers who change their names during the school year shall provide employee services with appropriate evidence (eg, copy of marriage certificate, at the time of the request for change). Data must be submitted promptly, especially when a change in teaching certificate is applicable.

9.3 Upon employment with the Calgary Board of Education, each teacher shall be given a copy of the current collective agreement.

9.4 Promotion

9.4.1 Seniority will be considered along with other factors in determining promotions but on no account will be considered the most important factor.

9.4.2 Seniority will have greater weight when comparing persons with relatively little service than when comparing persons with many years of service. All persons with 20 years or more service will generally be considered to have equal seniority.

9.4.3 Total teaching experience will be considered as a factor in determining promotions.

9.4.4 Nothing herein shall in any way restrict the Calgary Board of Education from making promotions based on ability and merit.

9.5 Teachers unable to carry on their duties, due to causes covered by the terms of the agreement, shall give, if possible, at least one hour's notice to the central employee services unit before school assembles, so that proper substitutes may be obtained. Before returning to duty, the absent teacher shall notify the central employee services unit of such intended return. If returning for the morning sessions, the notification must be given before 7 am and for afternoon sessions, before 11 am. Failure to observe this regulation shall result in the loss to the teacher of 1/2 day's salary whether the substitute teacher is required or not, provided however, at the discretion of the chief superintendent of schools, after investigations of the circumstances, the charging of a substitute teacher's salary may be waived.

9.6 Teachers will render service for not more than 200 consecutive days, commencing the opening day of school in each school year, exclusive of vacation periods, weekends, holidays and semester breaks. Notwithstanding the above, it is recognized that teachers who are in receipt of an administrative or supervisory allowance, shall accept the professional responsibility of having their schools operational on the opening day of school each school term, semester or other division of the school year. In a like manner, such teachers shall accept the professional responsibility of completing all activities connected with school closing including closing of tracks.

9.6.1 Notwithstanding clause 9.6, a teacher who is not in receipt of an administrative or supervisory allowance who renders service during a vacation period, at the request of the chief superintendent of schools or the delegated authority, shall be paid 1/400 of the teacher's total annual salary for each 1/2 day of work or be given equivalent time off in lieu.

9.6.2 Notwithstanding 9.6, administrators who render service during a vacation period, at the request of the chief superintendent of schools, or the delegated authority, shall receive time off in lieu during the school year for the actual time worked or be paid 1/400 of the administrator's total annual salary and allowances for each half day of work.

9.6.3 Teachers appointed to administrative or supervisory positions on or after 1984 11 16 and assigned to Board administrative offices which operate on a year-round basis shall be entitled to an annual vacation of not less than six weeks, exclusive of the week between Christmas Day and New Year's Day. The length of vacation shall be determined by the workload of the office and the teachers shall be so informed prior to April 30 of each year. Teachers appointed to such positions prior to this time shall continue to receive annual vacation entitlements they have previously enjoyed in those positions.

9.7 When a teacher is transferred pursuant to section 85 of the School Act, or any enactment substituted therefore, the chief superintendent of schools or the delegated authority, shall, upon written request of the teacher, give, in writing, the Board's reason or reasons for the transfer.

9.8 Reduction in Teaching Staff

9.8.1 In the event that a reduction in teaching staff is necessary, the Board will seek to effect this reduction through attrition.

9.8.2 Where a reduction in teaching staff and system program cuts cannot be achieved by attrition, system seniority will be the sole determining factor.

9.8.3 Teachers subject to termination shall be offered involuntary leave based on the agreement between the Alberta Teachers' Association and the Calgary Board of Education included as Appendix E.

9.8.4 Teachers shall be offered involuntary leaves based on seniority. Those teachers who choose not to accept an involuntary leave shall be terminated in accordance with Board policy and the School Act. Employees who take the involuntary leave shall be eligible for recall based on field of employment (as determined by teacher staffing) and secondly on seniority within the field of employment. Refer to Appendix E of this agreement for guidelines relating to involuntary leaves.

9.9 Seniority

9.9.1 The following types of service with the Calgary Board of Education will be used to calculate system seniority for tenured teachers: all service covered by this collective agreement including interim, temporary, probationary, substitute teaching, adult academic program teaching, broken or continuous, paid sick leave, professional improvement leave, exchange teaching, university associate, secondment to other organizations, ATA duty, up to six months maternity leave, DND service, jury duty, authorized leaves of 30 working days or less. A teacher shall only be entitled to accumulate one year of service per school year.

9.9.2 For positions requiring a journeyman's ticket, private sector experience as outlined in article 3, shall be used to calculate additional seniority while employed in such a position.

9.9.3 In the event of a tie, any teaching service within Canada that requires a teaching certificate as a condition of employment shall be counted for seniority.

9.9.4 The Calgary Board of Education will undertake to produce a system seniority list of all teachers covered by this collective agreement. A copy will be given to the Calgary Public Teachers Local No 38, ATA. Individual teachers will receive a statement of accumulated system seniority (years plus months). Teachers will be expected to verify the accuracy of these statements.

9.9.5 Where agreement cannot be reached regarding the accuracy of an employee's system seniority statement, the employee has the right to appeal under the provisions of article 20 of this collective agreement.

9.9.6 Where system seniority is a consideration, the definition of seniority in clause 9.9.1 will be used.

10. General Leave of Absence

10.1 This leave may be granted at no cost to the Board for a period of up to one year, as follows:

10.1.1 For reasons of health. A medical certificate may be requested by the Board to support a general leave of this nature.

10.1.2 To attend university.

10.1.3 Leave may be granted at no cost to the Board for a period of up to two years to pursue a postgraduate degree.

10.1.4 For any other reason which the Board may approve.

10.2 Should the application be refused, the applicant will be given a letter stating the reasons for refusal.

10.2.1 Applications shall be submitted to the chief superintendent of schools or the delegated authority by March 31 of the school year prior to the requested commencement of leave, except with respect to reasons of health or unforeseen circumstances.

10.3 A teacher granted leave shall be on leave from the school district and not from a particular position. Placement upon return from leave shall be in the position held prior to the commencement or if not available, in a position consistent with the previous experience of the teacher or one consistent with the training gained by the teacher while on leave. The applicable salary shall be in accordance with the statement of qualifications issued by the Alberta Teachers' Association Teacher Qualifications Service at the time of recommencement of duties. A teacher who held a continuing administrative designation and who received an allowance just prior to the leave shall be so designated upon return if such a position is available. Only when so designated shall the teacher receive the applicable allowance for that designation.

10.4 Teachers returning from leave may be required to submit a medical certificate.

10.5 Increments will not be credited to a teacher for the period of leave unless the teacher is actively engaged in teaching during the leave period and meets the requirements of the experience increments provisions of this agreement.

10.6 Before proceeding on leave, a teacher shall submit a letter of resignation to the chief superintendent of schools:

(a) dated March 30, when applicable to a leave which expires on June 30, or

(b) dated November 30 of the preceding year, when applicable to a leave which expires on January 31.

This letter of resignation shall be cancelled if the teacher notifies the chief superintendent of schools:

(a) before March 30, of his/her intention to return to teaching duties at the beginning of the next school year, or

(b) before November 30, of his/her intention to return to teaching duties on February 1 of the same school year.

Such letter shall be written on a common form letter which has been approved by the interpretation committee.

10.7 The period of leave may be extended for an additional period upon written application by the teacher and approval by the chief superintendent of schools.

11. Deferred Salary Leave Plan

11.1 The Board in consultation with the Alberta Teachers' Association, shall offer to all teachers on a permanent contract a deferred salary leave plan. For the period of September 1, 1996 to August 31, 1998 the Board will pay any administrative costs in excess of $100 per participant per annum.

11.2 A teacher granted a deferred salary leave shall be on leave from the school district and not from a particular position. Placement, upon return from leave, shall be in the position held prior to commencement or, if not available, in a position consistent with the previous experience of the teacher and/or one consistent with the training gained by the teacher while on deferred salary leave.

11.3 Teachers on the accumulative sick leave system will not accumulate sick leave credits during the year spent on leave.

11.4 It is understood that increments will not be credited to a teacher for the period of leave under this article unless the teacher is actively engaged in teaching during the leave period and meets the requirements of the experience increments provisions of this agreement.

11.5 A teacher's benefits will be maintained by the Board during his/her leave of absence. The teacher shall pay to the Board the full cost of any benefit premiums paid on his/her behalf.

12. Leave - President, the Economic Policy Committee Chair and One Other Local Official of the Calgary Public Teachers Local No 38, Alberta Teachers' Association.

12.1 Upon request for leave, the president, the economic policy committee chair and one other Local official, as designated by the Local, shall be seconded from the Board to the Calgary Public Teachers Local No 38, Alberta Teachers' Association.

12.2 There shall be no cost to the Board during the period of leave.

12.3 The president, the economic policy committee chair and one other Local official, as designated by the Local, shall be entitled to one experience increment for each year of this leave.

12.4 The president, the economic policy committee chair and one other Local official, as designated by the Local, shall be listed as a member of the Board's teaching staff.

12.5 The president, the economic policy committee chair and one other Local official, as designated by the Local, shall receive an applicable salary from the Board according to the collective agreement and shall be subject to its provisions. The Calgary Public Teachers Local No 38, The Alberta Teachers' Association, shall reimburse the Board for the president's and the economic policy committee chairman's salary at such periods as the Board may request.

12.6 The rights and privileges of such group plans as are specified in the collective agreement shall be maintained and continued as for other teachers. All normal deductions such as pension, income tax and professional fees shall be maintained as for any other teacher.

12.7 The president, the economic policy committee chair and one other Local official, as designated by the Local, shall retain such seniority on the Board's staff as has been established prior to accepting the presidency or the economic policy committee chair or other designated position. The president, the economic policy committee chair and one other Local official, as designated by the Local, shall be considered for promotions as if still teaching. The president, the economic policy committee chair and one other Local official, as designated by the Local, shall be returned to the position held prior to the commencement of leave or if not available, to a position consistent with his/her previous experience.

12.8 Where the president, the economic policy committee chair and one other Local official, as designated by the Local, held an administrative designation and received an allowance as per articles 4 and 5 of this agreement, the designation and conditions in effect at the time of secondment and allowance shall be reinstated upon return. Where an administrative position is not available, the president, the economic policy committee chair and one other Local official, as designated by the Local, shall retain the designation and applicable allowance and be provided with the first suitable position available.

12.9 The president and the economic policy committee chair and one other Local official, as designated by the Local, shall advise the chief superintendent of schools, as soon as possible, when an extension is applicable due to re-election or re-appointment.

13. Professional Improvement Fellowship

Professional improvement fellowships shall be granted for the pursuit of university or other formal academic studies. They also shall be granted to enable the teacher to obtain specific skills training or carry out an approved research project. Fellowships are granted in lieu of salary for activities of up to one year's duration subject to the limitations outlined in this article. A portion of the fellowship may be taken as a research grant pursuant to prevailing income tax regulations.

13.1 Eligibility for a Fellowship

13.1.1 Teachers on permanent staff are eligible for and may apply for a professional improvement fellowship for activities of one year's duration provided they have been employed by the Board as a teacher for a period of at least seven consecutive years, immediately preceding the commencement of the fellowship.

13.1.2 Teachers on permanent staff are eligible for and may apply for a professional improvement fellowship for activities of up to ½ year's duration provided they have been employed by the Board as a teacher for a period of at least five consecutive years immediately preceding the commencement of the fellowship.

13.1.3 Fellowships shall be granted to teachers who meet the established criteria and whose applications are deemed by the review committee for professional improvement fellowships, to be for activities which are responsive to the learning needs of students and which will contribute to the professional growth of the teacher.

13.2 Number of Fellowships Available

13.2.1 The total value of the professional improvement fellowships available in any one school year shall not be less than 0.4 percent nor more than 0.8 percent of the salary grid cost calculated on September 30 of the year prior to that in which the fellowships are to be provided. Should the total cost of the fellowships granted by May 1 be less than the amount established as the minimum for that year, the remainder shall be retained in the professional improvement fellowship fund for the subsequent year. The review committee for professional improvement fellowships may recommend to the Calgary Board of Education and the Alberta Teachers' Association Local No 38 that money allocated to the professional improvement fellowship fund be transferred to the staff development fund. Such a transfer shall be made with the approval of the Board and the Local.

13.2.2 The review committee may allocate up to 25 percent of the fund to provide fellowships of ½ year's duration or less.

13.3 Application Procedure

13.3.1 Applications for fellowships shall be submitted to the chief superintendent of schools in the school year prior to the date the activity requiring a fellowship is to commence. Requests for professional improvement fellowships must be submitted by the following dates:

- for activities of 1/2 year's duration or more, December 1;

- for activities of less than 1/2 year's duration, December 1 and also March 1.

The review committee may invite applications at any time during the year for fellowships of less than 1/2 year's duration to be taken in the current school year provided that funds are available and are allocated by the review committee for that purpose.

13.3.2 All applications for a fellowship shall be accompanied by a clear statement of the purposes to be achieved, the expected accomplishments and the documentation by which satisfactory completion of the professional improvement fellowship could be measured.

13.4 Selection Procedure

13.4.1 The review committee for professional improvement fellowships shall be established prior to June 30 each year and shall be composed of two representatives appointed by the Calgary Public Teachers Local No 38, ATA and three representatives appointed by the chief superintendent of schools. The committee shall:

(a) receive, from the Board, criteria of a general nature to be used in selection of the applicants for professional improvement fellowships;

(b) identify candidates to be recommended to the Board for approval.

13.5 Method of Payment

13.5.1 A teacher granted a professional improvement fellowship shall be paid, in lieu of salary, monthly instalments equal to 65 percent of the earnings to which the teacher would have been entitled had the teacher not been engaged in a professional improvement activity and receiving a professional improvement fellowship.

13.5.2 Notwithstanding the provisions of clause 13.5.1, the teacher may apply to receive a portion of the professional improvement fellowship in the form of a Calgary Board of Education professional improvement fellowship research grant. The amount of the grant; not to exceed 25 percent of the value of the fellowship, will be deducted from the total professional improvement fellowship otherwise payable by the Board.

13.6 Conditions of Fellowships

13.6.1 Teachers desiring to be employed in a remunerative occupation while in receipt of a professional improvement fellowship must receive prior approval by the chief superintendent of schools.

13.6.2 The activity for which the professional improvement fellowship is paid shall be deemed to be an assignment. However, the period of time involved shall not count toward the accumulation of teaching experience with the Board for the purpose of awarding increments pursuant to clause 3.2.3.

13.6.3 A staff member granted a professional improvement fellowship shall be on a special assignment from the school district and not from a particular position. Placement, upon return from the fellowship, shall be in the position held prior to commencement or, if not available, in a position consistent with the previous experience of the teacher and/or one consistent with the training gained by the teacher while on professional improvement fellowship. The applicable salary shall be in accordance with verified qualifications at the time of recommencement of duties.

13.6.4 Upon return from a fellowship, teachers who held a continuing administrative designation and who received an allowance as per articles 4 and 5 of this agreement at the time the fellowship was granted, shall be placed in the first suitable position available and shall retain the designation for the remaining portion of the term of the administrative designation.

13.6.5 Should a teacher return to service before the expiry date of the fellowship, clauses 13.6.3 and 13.6.4 of this article shall apply only at the date the fellowship was originally to expire.

13.6.6 Upon return from a professional improvement activity and prior to recommencement of regular duties, a teacher shall provide the chief superintendent of schools with a resume of the activities or studies accomplished during the period of the fellowship as evidence of compliance with the application under which the fellowship was granted.

13.6.7 A teacher granted a full year's professional improvement fellowship shall undertake to return to regular duties at the beginning of the school year following the expiration of the period covered by the professional improvement fellowship and shall further undertake not to resign or retire from the services of the Board for at least two years after recommencement of regular duties.

13.6.8 Teachers granted half-year professional improvement fellowships shall undertake to return to regular duties immediately after termination of the period covered by the professional improvement fellowship and shall not resign or retire from the services of the Board for at least one year after recommencement of regular duties.

13.6.9 Teachers granted professional improvement fellowships for less than 1/2 year's duration shall undertake to return to regular duties immediately after termination of the period covered by the professional improvement fellowship and shall not resign or retire until the end of the school year or until the end of the next full semester, whichever is the later date after recommencement of regular duties.

13.6.10 In the event that a teacher does not achieve the purpose of the fellowship the teacher shall reimburse the Board for the amount of the professional improvement fellowship received. If the teacher resigns or retires at any time before completing the return to service requirements outlined above, the teacher shall pay the Board a percentage of the total value of the professional improvement fellowship equal to the percentage of time remaining in the term of required service.

13.6.11 A teacher may be granted more than one full year's professional improvement fellowship provided that such fellowship is not less than five years from the conclusion of the preceding fellowship.

13.6.12 A teacher may be granted more than 1/2 year's professional improvement fellowship provided that such fellowship is not less than five years from the conclusion of the preceding professional improvement fellowship or of a leave under article 10.

13.6.13 Not more than a combined total of one year's professional improvement fellowship shall be granted for each seven years of service.

13.6.14 Professional improvement fellowships will be recommended only after full consideration has been given to the needs of the school system, to the availability of teacher replacements and to the opportunities for employment upon return from a professional improvement activity. A 1/2 year general leave may be requested by the teacher in combination with a professional improvement activity of 1/2 year's duration.

13.7 Staff Development Fund

13.7.1 A fund in the amount of $250,000 is available annually to teachers or groups of teachers for the purpose of professional development. This fund shall be known as the staff development fund.

13.7.2 Any teacher or group of teachers may make application to the chief superintendent of schools or the delegated authority of the chief superintendent of schools, for funds. Such application shall include a resume of the proposed project.

13.7.3 It is the responsibility of the chief superintendent of schools or the delegated authority, to rule on each application and inform the applicant of the decision. The decision of the chief superintendent of schools or the delegated authority, shall be final.

13.7.4 An advisory committee of four teachers will be appointed to assist the chief superintendent of schools or the delegated authority, in reviewing and revising the guidelines for the fund. The committee will meet as required.

14. Parental Leave of Absence

14.1 Maternity Leave of Absence

14.1.1 A teacher shall be entitled to maternity leave of absence. Maternity leave may be comprised of voluntary (non-health-related) and involuntary (health-related) periods. A teacher shall give the Board at least one month's written notice of her intention to take a maternity leave. Such notice shall be accompanied by a medical statement certifying that the teacher is pregnant and giving the estimated date of birth.

14.1.2 A maternity leave shall commence on the date of disability; ie, the date on which the teacher is unable to work as a consequence of her pregnancy. The maternity leave in no case shall extend beyond six months from the date of birth.

14.1.3 Notwithstanding clause 14.1.2 a teacher may take up to seven weeks of voluntary maternity leave prior to the estimated date of birth. This period of leave will be deducted from the period of maternity leave that would otherwise be available after the birth.

14.1.4 Should a teacher wish to continue participation in the benefit plan during her maternity leave, the premiums shall continue to be shared between the Board and the teacher as per article 18 of this agreement. Notice of such intent must be provided to the Board at the same time the maternity leave is requested.

14.1.5 A teacher may return to duties prior to the expiration of leave granted under clause 14.1.1 providing she submits a medical certificate indicating that the resumption of work will not endanger her health and providing a suitable position is available.

14.1.6 Upon expiration of the leave granted in clause 14.1.1 the teacher shall be reinstated in the position she occupied at the time maternity leave commenced, or be provided with alternative work of a comparable nature, at no less than the salary and other benefits that were applicable at the time maternity leave commenced.

14.1.7 During the health-related period of maternity leave a teacher shall accumulate experience towards the granting of increments. A teacher on the accumulative sick leave system shall not accumulate sick leave during any portion of the maternity leave.

14.1.8 The teacher shall receive supplementary employment benefits which, when combined with employment insurance benefits, are equivalent to 100 percent of salary. The payment of such benefits shall commence on the date of birth and will continue during the health-related (disability) portion of the maternity leave during which the teacher would otherwise be eligible to receive sick leave benefits.

14.1.9 Supplementary employment benefits will be paid without medical documentation other than that required pursuant to clause 14.1.1 for a period of eight weeks following the date of birth.

14.1.10 Eligibility for supplementary employment benefits for disability continuing beyond eight weeks after the date of birth shall require satisfactory medical evidence of disability, as per clause 17.8.

14.1.11 Supplementary employment benefits shall be paid only during the period during which the teacher is in receipt of employment insurance benefits or in the two week waiting period prior to receipt of such benefits.

14.1.12 Teachers on probationary or temporary contracts shall be eligible for maternity leave during the term of their contracts. For the purpose of determining supplementary employment benefits eligibility, such teachers shall be treated the same as teachers on permanent contracts.

14.2 Adoption Leave of Absence

14.2.1 Upon request, a teacher shall be entitled adoption leave without pay for a period of up to six months.

14.2.2 A teacher shall advise the Board, in writing, of his/her acceptance by the appropriate agency as an adoptive parent within 30 days of such notification of acceptance. Such notice shall include any documentation from said agency confirming the applicant's acceptance.

14.2.3 Commencement of leave shall occur the day on which the adopted child comes into full care of the teacher.

14.2.4 Should a teacher wish to continue participation in the benefits plan during adoption leave, as per clause 14.2.1, the premiums shall continue to be shared between the Board and the teacher as per article 18 of this agreement. Notice of such intent must be provided to the Board at the same time the adoption leave is requested.

14.2.5 A teacher may return to duties prior to the expiration of leave granted under clause 14.2.1 providing a suitable position is available.

14.2.6 Upon expiration of the leave granted in clause 14.2.1, a teacher shall be reinstated in the position occupied at the time adoption leave commenced or be provided with alternative work of a comparable nature, at not less than the salary and other benefits that were applicable at the time adoption leave commenced.

14.2.7 During the period of adoption leave a teacher shall not accumulate experience towards the granting of increments and a teacher on the accumulative sick leave system shall not accumulate sick leave.

14.2.8 A teacher may be granted up to a maximum of three days with pay for the purpose of completing necessary documentation and requirements relating to the adoption and receipt of a child.

14.3 Extended Parental Leave of Absence

14.3.1 Upon request a teacher shall be granted parental leave as an extension to maternity leave or adoption leave. Where both parents are members of the teaching staff of the Board, the parental leave may be taken by either the father or the mother. The extended parental leave shall not exceed the balance of the school year in which the extended parental leave commences plus the following school year.

14.3.2 The termination date of the leave granted as per clause 14.3.1 will coincide with the commencement of the applicable school year unless some other date is agreed upon by the teacher and the Board.

14.3.3 The leave granted as per clause 14.3.1 will be at no cost to the Board.

14.3.4 Upon expiration of the leave granted as per clause 14.3.1, the teacher shall be reinstated in the position occupied at the time the leave commenced, or be provided with alternative work of a comparable nature, at not less than the salary and other benefits that were applicable at the time leave commenced.

14.3.5 While on extended parental leave of absence, a teacher may access the Board's benefit plan at no cost to the Board.

14.3.6 For births or adoptions occurring during the summer break and for which no maternity leave or adoption leave is taken, extended parental leave may commence on the first day of the next school year.

14.4 Paternity Leave

14.4.1 A teacher shall be granted, upon request, up to one day's paternity leave with pay at the time of the birth of his child.

15. Temporary Leave of Absence

15.1 Personal Leave - Teachers shall be allowed personal leave up to and including five days in any one school year with the loss of substitutes' pay only and shall be deducted full salary for days absent for personal reasons in excess of five days in any one school year. It is not intended that this leave be used to extend holiday periods. Documentation may be requested for any or all leaves provided for in this clause. Personal leave shall be granted to teachers for the following reasons:

15.1.1 Family emergency - (eg, sudden illness of spouse, dependent parent or dependent child).

15.1.2 Situations in which a person is stranded in a location and is unable to report to work due to circumstances beyond the control of the teacher.

15.1.2.1 Snow storm - extreme enough to prevent the employee from reporting to work all day, effort needs to be made to overcome conditions.

15.1.2.2 Travel complications - (airline) requires supporting documents.

15.1.3 Special Occasions

15.1.3.1 Personal court appearances - for divorce or as parent of a young offender, does not include actions in which the teacher is a party.

15.1.3.2 Attendance at funeral of other than a "near-relative" - one day or less as needed.

15.1.3.3 Marriage of the teacher - day of the marriage plus an additional day for travel if required. Any additional days requested may be at full deduction.

15.1.3.4 Attendance at wedding of family member or in a wedding party - day of the marriage plus an additional day for travel if required. Any additional days requested may be at full deduction.

15.1.3.5 Significant family celebrations - documentation required, maximum of one day (day of the event).

15.1.3.6 Religious Holy Days - maximum of three (3) days. A teacher is entitled to leave for religious holy days the observance of which, as an essential tenet of the religious faith, precludes the teacher form working. The teacher shall be provided with the following options:

(a) to take leave with the loss of substitute's pay only; or

(b) to take leave and, in lieu of the loss of substitute's pay, provide professional service in addition to their assigned duties. The teacher shall, upon application for the leave, arrange with the principle to perform such alternate service. One half day of service is to be provided for each day of absence pursuant to this clause.

15.1.3.7 Direct participation in special events and/or meetings of national service and/or religious organizations - (eg, on executive of Cancer Society, Jaycees, Red Cross, political parties).

15.1.3.8 Participation through qualification in national and international events - (eg, sports, culture and performing arts events), excludes employment as a performer.

15.1.4 Specialist Conference - Having due regard for the professional needs of the system and the teacher, direct participation in or attendance at a specialist conference at the Local, provincial, national or international level will be approved. The Board at its direction, may limit the number of teachers granted leave on any day.

15.1.5 Unspecified - Teachers are eligible to use up to two unspecified personal days at substitute deduction. The two days personal leave constitutes part of the five days as described in clause 15.1. It is not intended that this leave be used during teachers' convention.

15.2 Compassionate Leave - Leave is granted with respect to major surgery, critical illness or death of a near relative. For the purpose of this article, the term "near relative" shall be defined as the spouse of the teacher (including common-law spouse as documented in the employee's personnel record with the Board) and the grandparents, parents, brothers, sisters, children and grandchildren (and their respective spouses) of the teacher and of the teacher's spouse (including common-law spouse as documented in the employee's personnel record with the Board) and such other persons as the chief superintendent of schools or the designate of the chief superintendent, specifies.

15.2.1 In the event of major surgery or critical illness of a near relative or other family emergency, a teacher shall be granted a maximum of five days leave of absence with pay. For the purpose of this clause, a family emergency shall be defined as a situation where the presence of the teacher is required. Additional leave may be granted, when at the discretion of the chief superintendent of schools, circumstances warrant it.

15.2.2 Teachers attending the funeral of a near relative in the city shall be allowed three days leave with pay and if outside the city, five days leave with pay. Where the teacher does not attend the said funeral, reasonable leave may be allowed at the discretion of the chief superintendent of schools.

15.3 Graduate Study Leave - Teachers shall be granted temporary leave of absence with pay for graduate study when they are required to leave before the end of June due to enrolment at educational institutions for a program of summer study, provided the Board is reimbursed for the cost of substitute teachers who are employed due to the absence of the applicable teachers. The costs of substitute teachers employed in these situations shall be shared equally by all teachers who received temporary leaves of absence under the terms of this clause.

15.4 Quarantine Leave - A teacher who is quarantined by order of the medical officer of health for the city or by a provincial authority, shall be granted leave with pay if the absences for quarantine are certified by such qualified medical officer.

15.5 Court Appearance Leave

15.5.1 Teachers shall be granted temporary leave of absence with pay when summonsed or subpoenaed to attend court for the purpose of jury or witness duty or to attend an inquest. Any monies received for the aforementioned duties less actual expenses shall be remitted by the employee to the Board.

15.5.2 Teachers may be granted temporary leave of absence without pay when appearing as a defendant to an indictable offence or a principal in a civil action.

16. Job Sharing

16.1 Where two teachers on continuing contract wish to share one full-time teaching position, they may apply to the chief superintendent of schools or the delegated authority for a shared job assignment. Such application must be made no later than March 31 of the school year immediately preceding the year in which the job sharing is to take place.

16.2 A shared job assignment may be granted by the chief superintendent of schools or the delegated authority in accordance with the following terms:

The proportion of a full-time position taught by each teacher shall be mutually decided by the two teachers and must be agreeable to the chief superintendent of schools or the delegated authority.

For purposes of clause 4.4 of this agreement, the two teachers sharing a teaching position shall be considered as one teacher.

16.3 On approval of the application of the teachers, the chief superintendent of schools or the delegated authority shall grant the shared job assignment for a guaranteed period of one school year. If the teachers involved wish to return to their previous employment status they must advise the chief superintendent of schools or the delegated authority in writing by March 31 of the school year of the shared job assignment, that they wish to return to their previous employment status. If teachers in a shared job assignment do not advise the chief superintendent or the delegated authority in writing by March 31 of the wish to return to their previous employment status, they will continue in the shared job assignment during the subsequent school years.

16.4 At the conclusion of the shared job, the teachers shall return to their previous employment status (eg, full-time to full-time, part-time to part-time).

16.5 In the event that one of the teachers in the shared teaching position ceases to perform his/her teaching duties for any reason whatsoever, the chief superintendent of schools or the delegated authority may, upon 14 days notice in writing, request the other teacher involved to assume the full-time duties of the formerly shared position.

17. Sick Leave with Pay

17.1 A teacher shall, upon commencement of employment under contract, have access to two school days of sick leave per month to a maximum of 20 per school year.

17.2 For the purposes of this article only, a teacher who has completed eight cumulative months under contract with the Board and provided that one of the contracts is for four or more consecutive months, shall upon re-employment under contract within a five year period, be considered to be in his/her second year of employment.

17.3 Effective March 1, 1996, a teacher, upon commencement of a second year of employment under contract, shall have access to 90 calendar days of sick leave.

17.3.1 A teacher in his/her second or any subsequent year of employment as of March 1, 1996, shall have access to 90 calendar days of sick leave.

17.4 Upon return to regular duties following an absence due to illness a teacher shall have access to:

17.4.1 Prior to the second year of employment as defined in clause 17.2, any unused portion of his/her sick leave as per clause 17.1.

17.4.2 In the second and subsequent years of employment as defined in clause 17.2, 90 calendar days of sick leave.

17.4.3 For those teachers on the accumulative sick leave system as per clauses 17.6.4 and 17.6.5, the balance of their accumulated sick leave.

17.5 Notwithstanding clause 17.4.2 a teacher who has been absent due to illness for 30 or more calendar days shall be required to provide a medical certificate verifying that he/she is able to return to work on a continuing basis in order to reinstate the 90 calendar days of sick leave.

17.6 Effective March 1, 1996 after 90 calendar days of continuous absence due to illness no further salary shall be paid and upon approval of the carrier, the extended disability plan shall take effect.

17.6.1 Notwithstanding clause 17.6 a teacher who is on sick leave as of March 1, 1996 and who has in excess of the amount of sick leave required to meet the elimination period under the extended disability plan, shall have access to the balance of their bank of sick leave. Upon return to regular duties, the sick leave bank will be extinguished and they will have access to 90 calendar days of sick leave as per clause 17.4.2.

17.6.2 Sick days accumulated prior to March 1, 1996 shall carry forward only for those teachers covered by clause 17.6.4 and those on sick leave effective March 1, 1996.

17.6.3 A teacher who is in his/her second year of employment and who is on sick leave as of March 1, 1996 but has less than the sick leave required to meet the extended disability elimination period shall have clause 17.3 applied to the extent necessary to provide sick leave with pay for the remainder of the elimination period.

17.6.4 Teachers who opted out of the extended disability plan prior to September 1, 1972 shall remain outside of the extended disability plan, shall retain their previously accumulated sick days and shall continue to accumulate unused sick leave at the rate provided for in the School Act, that is the unused portion of 20 school days per year, to a maximum of 200 school days.

17.6.5 Any remaining teachers who are not required to participate in the extended disability plan as a condition of employment and who do not participate shall retain their previously accumulated sick days and shall continue to accumulate the unused portion of 20 school days of sick leave per year to a maximum of 60 school days.

17.7 Sick leave with pay shall be granted to a teacher for the purpose of obtaining necessary medical or dental treatment, or on account of injury to or the illness or disability of the teacher.

17.8 A certificate of illness from a qualified medical or dental practitioner is required by the Board for sick leave, where the absence is for a period in excess of five teaching days.

17.9 Teachers who have been ill for a period not exceeding five teaching days may dispense with a doctor's certificate, providing they present to the board of education office a teacher's certificate of such illness.

17.10 If deductions are made prior to the accumulation of sick leave, reimbursement, where applicable, shall be paid on the earlier of the last payment or the August payment.

17.11 Personal Injury and Property Protection

17.11.1 Where a teacher is absent from work for reason of a disability resulting from an accident incurred at work and during the performance of the teacher's duties, including participation in work sponsored activities external to the teacher's normal place of work in which the teacher is acting as the school authority, a teacher who is on the accumulative sick leave system shall be eligible to receive additional sick leave so that when added to the teacher's accumulated sick leave ensures there will be no interruption of salary for the remainder of the elimination period for the extended disability plan.

Where, as a result of maintaining order and discipline among students, a teacher suffers damage or destruction to clothing, eye glasses or personal property, the teacher shall be entitled to receive reasonable compensation for financial losses incurred. The Board shall determine the amount of compensation, upon being provided with such documentation as may be required.

18. Group Benefits Plan (The Plan)

18.1 The plan refers to life insurance, accidental death and dismemberment insurance, health benefits (hospitalization, major medical and vision care), dental benefits and long term disability insurance as outlined in the applicable group insurance policies and the Alberta Health Care Insurance Plan.

18.2 Participation in the plan shall be a condition of employment for all teachers commencing employment for a full school year on or after September 1, 1972 and for those other teachers who have chosen to participate in the plan.

18.2.1 Notwithstanding clause 18.2, effective March 1, 1996, participation in the life, accidental death and dismemberment and extended disability plans shall be limited to teachers employed under contracts of 0.2 FTE or more.

18.3 Benefits shall be provided to teachers employed for less than a full school year on the following basis:

(a) for contracts of fewer than five months duration, participation in the benefits plan referred to in clause 7.4 shall be a condition of employment on the same basis as that which applies to substitute teachers.

(b) for contracts of five months duration or more, participation in the group benefits plan outlined in article 18 shall be a condition of employment on the same basis as that which applies to regular teachers.

18.4.1 Subject to clause 18.4.3, effective January 1, 1998 the cost sharing of the plan between the Board and teachers shall be in the following proportions:

	Board	Teachers
Extended disability (Plan D)	100%	0
Supplementary health benefit	75%	25%
Dental plan	75%	25%
Life and accidental death and dismemberment (schedule 2)	0	100%
Alberta Health Care Insurance	0	100%

Any adjustment in contribution percentages will be made first to the supplemental health benefit or dental plan percentages or both.

18.4.2 Subject to clause 18.4.3, effective September 1, 9999, the cost sharing of the plan between the Board and the teachers shall be in the following proportions:

	Board	Teachers
Extended disability (Plan D)	100%	0
Supplementary health benefit	80%	20%
Dental plan	80%	20%
Life and accidental death and dismemberment (schedule 2)	0	100%
Alberta Health Care Insurance	0	100%

Any adjustment in contribution percentages will be made first to the supplemental health benefit or dental plan percentages or both.

18.4.3 The parties agree this cost sharing resolves all outstanding claims pertaining to the tax effectiveness issue.

The parties agree to an overall cost sharing of plan premiums of 63 percent Board paid and 37 percent teacher paid. Annually, on or about August 31, the Board will report the overall premium contributions and the parties will adjust the contribution percentages to maintain the overall cost sharing arrangements in the following year.

Effective September 1, 1999, the premiums shall be shared: 70 percent Board paid and 30 percent teacher paid.

18.4.4 Notwithstanding this cost sharing agreement, teachers who opted out of the extended disability plan prior to September 1, 1972 shall continue to cost share with the Board in the following proportions:

	Board	Teachers
Life and accidental death and dismemberment	85%	15%
Supplementary health benefit	85%	15%
Alberta Health Care Insurance	85%	15%
Dental plan	85%	15%
Extended disability	0	100%

18.4.5 Teachers who began extended disability or long term disability prior to December 31, 1997, shall continue to cost share with the Board on the following basis until they return to regular duties.

	Board	Teachers
Life and accidental death and dismemberment	85%	15%
Supplementary health benefit	85%	15%
Alberta Health Care Insurance	85%	15%
Dental plan	85%	15%
Extended disability	0	100%

Upon return to regular duties, they shall cost share with the Board as per clause 18.4.1, 18.4.2 or 18.4.3, as maybe applicable.

18.5 The Board shall administer the plan in consultation with the benefits advisory committee.

18.6 The Association, upon request, shall be entitled to meet with the superintendent of employee services or the designated representative, for the purpose of reviewing concerns relating to the plans applicable to those covered by this agreement.

18.7 The Board agrees that no reduction in the amounts of benefits will occur without prior approval of the Alberta Teachers' Association.

18.7.1 Any change in the carrier for the life, accidental death and dismemberment and extended disability plans shall be a shared decision by the parties arrived at through collaboration.

18.8 If, during or after the term of this agreement, the premium rates are more or less than the premium rates in effect on the date of signing this agreement, the parties will continue to pay the premiums in the proportions set out in article 18 unless renegotiated.

19. Retired Employee Benefits Package

19.1 The Calgary Board of Education retired employee benefit package is available to all eligible employees covered by this agreement.

19.2 Teachers who have reached 55 years of age, but have not as yet reached 65 years of age and have at least 10 years of service with the Board, shall at the time of retirement, be provided with the option to participate in the Calgary Board of Education retired employee benefit package.

The package includes supplementary health care, dental coverage and life insurance coverage until the employee reaches the age of 65 and a paid up life insurance policy issued following the employee's 65 birthday. It also includes a one year subscription to Foresight Magazine insofar as this publication is available.

The cost sharing of this package, as determined by the retired employee's length of service with the Board at the time of retirement, is as follows:

Length of Service	% of Premiums Paid by Board
25+ years	100%
20 - 24 years	90%
15 - 19 years	80%
10 - 14 years	70%

20. Grievance and Interpretation Procedure

20.1 Individual Grievance

Level I - Where a difference arises between a teacher and the Board as to the interpretation, application, operation or contravention, or alleged contravention of this agreement, or as to whether such difference can be the subject of arbitration, the teacher shall have the right to present a grievance. All grievances must be presented in writing and shall set out the nature of the difference, the article(s) of the agreement which has allegedly been violated and the remedy sought. All such grievances shall be submitted to the director, employee relations services, with a copy to the president, Calgary Public Teachers Local No 38, ATA. If a grievance is denied, the submitting teacher may request consideration by the interpretation committee within the limits of clauses 20.2, 20.4, 20.5 and 20.6.

20.1.1 Any individual grievance must be submitted to the director, employee relations services within 40 working days of the date the teacher first knew of the alleged violation or misapplication. Failure to submit a grievance within the time limits specified shall render the grievance inarbitrable. However, in the event that the submission is presented after the 40 day period, the superintendent, employee services, may consider the merits of the complaint. If the superintendent, employee services disallows the complaint, the teacher may request that the interpretation committee consider the merits of the complaint. The interpretation committee may formally consider a complaint which has been submitted beyond the 40 day time limit for grievances, when the majority of the committee decides to do so. A grievance shall not be defeated solely because a teacher has cited no article or an incorrect article of this agreement, or has sought an inappropriate remedy.

20.2 Level II - If a grievance has not been settled within 15 working days after the date of its submission to the director of employee relations services, the teacher may within 15 working days thereafter, submit the grievance in writing to the secretary of the interpretation committee, requesting consideration of the grievance. Failure to submit a grievance to the interpretation committee within the time limits specified shall render the grievance null and void.

Association/Board Grievance

20.3 Where a difference arises between the Association and the Board as to the interpretation, application, operation or contravention, or alleged contravention of this agreement, or as to whether such difference can be the subject of arbitration, the Association shall have the right to present a grievance. All grievances must be presented in writing and shall set out the nature of the difference, the article(s) of the agreement which has allegedly been violated and the remedy sought. All such grievances shall be submitted to the secretary of the interpretation committee. If a grievance is denied, the submitting party may advance the matter to arbitration within the limits of this article.

20.3.1 An Association/Board grievance must be submitted to the interpretation committee within 40 working days of the date the Association or the Board first knew of the alleged violation or misapplication. Failure to submit a grievance within the time limits specified shall render the grievance inarbitrable. However, in the event that the submission is presented after the 40 day period, the superintendent, employee services, may consider the merits of the complaint. If the superintendent, employee services disallows the complaint, the submitting party may request that the interpretation committee consider the merits of the complaint. The interpretation committee may formally consider a complaint which has been submitted beyond the 40 day time limit for grievances, when the majority of the committee decides to do so. An Association/Board grievance shall not be defeated solely because the submitting party has cited no article or an incorrect article of this agreement or has sought an inappropriate remedy.

20.4 An interpretation committee, consisting of four members appointed by the Association, one of whom shall be a member of the teachers' negotiating committee together with one representative of the Board and three representatives appointed by the chief superintendent of schools, shall meet once per month, if necessary. A quorum of this committee shall consist of all members. The director of employee relations services or delegated authority, shall act as the secretary of this committee.

20.5 When the interpretation committee receives notice of the submission of a grievance, it shall be required to give its decision within 21 days following the receipt of such notice and shall dispose of each grievance before proceeding to another, except whereby unanimous consent of the interpretation committee, the hearing of such a grievance is adjourned for the purpose of obtaining further information.

20.6 After each meeting of the interpretation committee, the secretary shall forward the committee's decision to the submitting party, in writing, with copies to the chief superintendent of schools, the president of the Calgary Public Teachers Local No 38, ATA and the committee members. When a grievance is denied, the reasons for the denial shall be made known to the submitting party in writing.

Arbitration Board

20.7 If the interpretation committee does not reach a decision, either party to this collective agreement may, by written notice served on the party within 10 days after the date on which the committee voted on the disposition of the grievance or within 10 days after the expiration of the said period of 21 days specified in clause 20.5, whichever is shorter, request the establishment of an arbitration board or upon mutual agreement, a single arbitrator as hereinafter provided. If such notice is not served within the time limits specified in this clause, the grievance shall be deemed to be at an end. The parties may, by mutual agreement, consent to postpone the arbitration hearing. Such notice shall contain a statement of the nature of the grievance.

20.8 Where and arbitration board is used, each party shall appoint one member as its representative on the arbitration board within seven days of such notice as specified in clause 20.7 and the two members so appointed shall endeavor to select an independent chair.

20.9 If the two members fail to select a chair within five days after the day on which the last of the two members is appointed or should the parties, after agreeing to utilize a single arbitrator, be unable to agree to a single arbitrator, they shall request the director of mediation services to select a chair or single arbitrator.

20.10 The arbitration board or single arbitrator shall determine their own procedure and shall give full opportunity to all parties to present evidence to be heard.

20.11 The arbitration board shall neither change, modify nor alter any of the terms of this agreement, nor shall the arbitration board make a decision which will be contrary to the terms of this agreement. All grievances or differences submitted shall present an arbitrable issue under this agreement and shall not depend on or involve an issue or contention by either party that is contrary to any provisions of this agreement or that involves the determination of a subject matter not covered by or not arising during the term of this agreement.

20.12 The arbitration board shall give its decision not later than 14 days after the appointment of the chair except that with the consent of both the Calgary Public School Local of the Association and the Board, such limitation of time may be extended. The findings and decisions of a majority of the members of the arbitration board shall be the findings and decisions of the arbitration board and shall be binding on the parties. If there is no majority the decision of the chair shall be the decision of the arbitration board.

20.13 Each party to the grievance shall bear the expense of its respective nominee and the two parties shall bear equally the expenses of the chair or single arbitrator.

20.14 Where any references in this article, grievance and interpretation procedures, are to a period of days, such a period shall be exclusive of Saturdays, Sundays, statutory holidays and summer vacation.

20.15 Notwithstanding that the initial steps of the grievance procedure may be waived and subject to the time limits contained in this article, either party to this agreement may submit through the grievance and interpretation procedures, any differences respecting the interpretation, application, operation, contravention or alleged contravention thereof.

20.16 By mutual agreement between the Board and the Local any of the dates contained in this article may be extended.

21. Working Conditions

21.1 Staff deployment is the responsibility of the principal and his/her staff.

21.2 It is understood that teachers are expected to participate in those aspects of student activities which are normal extensions of the classroom program. Also, it is understood that some parameters for extracurricular activities are necessary in order to ensure both the quality of classroom instruction and a viable workload for teachers. The extent of school involvement in extracurricular activities must be determined by the principal and his/her staff. Teachers who have chosen to undertake a specific extracurricular activity shall be committed to that activity for its duration in that school year, unless an emergent situation prohibits continuance.

21.3 A teacher not in receipt of any administrative allowances will not be assigned duties in excess of 30 hours per week, averaged over the school year. Effective the opening day of the 1980/81 school year, a maximum of 23 hours averaged over the school year, of the above mentioned 30 hours will be devoted to the instruction of students. The remainder of the assignable hours shall be devoted to non-instructional duties, including such functions as marking, lesson preparation, student interviews, supervision and other related professional duties as the principal may deem necessary for the proper and orderly functioning of the school. Teachers may be granted additional non-instructional time in accordance with Board policy related to compensation for exceptional workload.

NOTE: See Letter of Understanding V regarding number of school days in a school year for the purposes of this clause.

21.4 The teachers recognize the right and responsibility of the Board to formulate policy. The Board agrees that it will not make changes in present working conditions which are not covered in this agreement without first having the matter considered by the committee constituted by this clause. This committee shall also consider matters designed to improve the teaching and learning situation or other matters of interest or concern.

This committee shall be composed of four representatives of the Calgary Board of Education, at least one of whom shall be a trustee and four representatives of the Local, at least one of whom shall be an elected member of the Local executive.

The committee shall meet at the request of either party at a mutually agreeable time.

The committee shall not deal with interpretation/grievance matters nor discuss the modification of the collective agreement or any other matter properly left to the normal collective bargaining process. No agreement, decisions or action of the committee shall be construed by any party as an interpretation or modification of this agreement.

21.5 In each year there shall be two non-teaching organizational days, the activities of which shall be determined by the staff of each school. A plan of such activities shall be submitted to the appropriate superintendent who may require, as a condition of approval, that the plan be altered or modified prior to each such organizational day. In addition, there shall, in each year, be three non-teaching professional activity days to be determined by the staff of each school in consultation with the appropriate superintendent and in all cases the staff shall submit a report as to the fulfilment of the plan of activities within a reasonable time after each of the five days.

21.6 NOTE: Clause 21.6 is suspended pursuant to letter of understanding VI.

The pupil/teacher ratio for school-based staff shall be no more than 18.4:1.

Notwithstanding the above, in any one school year the Board may redeploy up to 2.5 percent of the school-based staff in place September 30, 1988, from any one division to another division. Such percentage of redeployment will be non-cumulative.

The ratio includes school-based regular teachers, administrators, librarians and counsellors but does not include project staff who serve the schools, such as: EOF staff, ESL staff, special education and compensatory staff.

21.7 When all schools in the system are closed to students due to inclement weather, teachers will not be required to report for duty.

22. Employment Insurance Premium Reduction

22.1 The Board and the Association agree that the employment insurance premium reduction has been shared, in accordance with the provisions of section 69 of the Employment Insurance Act, through application of the employee share of the savings to offset the cost of other benefits contained in this agreement.

23. Secondment

23.1 Teachers seconded from the Calgary Board of Education shall be subject to the following provisions. The teacher shall be entitled to experience increments for each year of the secondment. The teacher shall be listed as a member of the Calgary Board of Education teaching staff. The teacher shall receive his/her salary cheque from the Calgary Board of Education according to the collective agreement and with the exception of clauses 9.9 and 21.3 shall be subject to its provisions. The rights and privileges of such group plans as specified in the collective agreement shall be maintained and continued as for other teachers. All normal deductions (such as pension, income tax, professional fees) shall be maintained as for any other teacher. The teacher shall retain such seniority on the Calgary Board of Education staff as has been established prior to being seconded.

Placement immediately after the period of secondment shall be in the position held prior to the commencement of leave or, if not available, in a position consistent with the teacher's previous experience. A teacher who held a continuing administrative designation and who received an allowance as per articles 4 and 5 of this agreement, shall be so designated upon return and shall receive the applicable allowance for that designation. Where that designation is not available, the teacher shall retain that designation and applicable allowance and shall be placed in the first suitable position available.

24. General Application

24.1 Teachers employed on a part-time basis shall be paid salaries and applicable allowances as provided in articles 3, 4 and 5 proportionate to the amount of time the teacher is employed as it relates to full-time.

24.2 No individual covered by this agreement shall suffer a reduction in total compensation defined as salary plus applicable allowances only because of agreed to change in the allowances outlined in articles 4 and 5 of this agreement.

24.3 This agreement cancels all former agreements and all provisions appended thereto.

APPENDIX A

to the agreement between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

1. Recognition of Non-University Courses for Salary Purposes

1.1 Teachers shall be permitted to retain previously granted credits.

1.2 Credits for Calgary Board of Education inservice courses shall be recognized for purposes of transfer to salary categories B, C and D on the basis of one course being regarded as the equivalent of 1/2 of a standard university course.

1.2.1 Credit for transfer to category D shall be limited to the equivalent of one university year.

1.3 Teachers shall be allowed one year of additional education upon the provision of evidence of an LTCL, ATCL, ARCT, AMRC, ATCM, LRSM, AMusUA, AMusUS or AMusUM music diploma, provided that: (1) music shall form part of the teaching or supervisory program of the teacher or be included in assignments beyond the specific class to which the teacher is assigned and (2) the requirements of the diploma are not being counted in any other way for salary purposes.

1.4 Inservice courses shall mean those courses which are approved as such by the chief superintendent of schools.

APPENDIX B

to the agreement between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

THREE YEAR TERM RENEWABLE CRITERIA FOR REAPPOINTMENT

Purpose

1. To encourage administrators to perform to their highest level and by so doing create the best possible educational program and environment for students.

2. To establish criteria by which administrator job performance can be assessed.

Guidelines

1. The evaluation of administrators is intended to promote, achieve and maintain a high standard of leadership in support of the mission of the Calgary Board of Education which is "to ensure individual student development through effective education". Therefore, in the case of three year renewable appointments:

1.1 The evaluation of professional performance of administrators shall be a continuous, supportive and collegial process devoted to the maintenance and improvement of instruction and administration.

1.2 This evaluation shall include professional development opportunities with appropriate support to improve the quality of instruction and evaluation.

2. When a decision must be made regarding reappointment, a comprehensive review of an administrator's professional performance shall be undertaken and shall result in a written report which outlines recommendations for reappointment.

3. All assessment will be conducted in accordance with the rules of natural justice and the concept of fairness. These include the following:

- an employee shall know the expectations of him/her

- an employee shall know that he/she is not meeting expectations

- an employee shall be provided with necessary help and sufficient time to remedy deficiencies

- an employee shall know the probable results of a failure to improve performance

- an employee shall be a full participant in the process

- the basis of the process shall be empirical data

Criteria

1. Projected availability of the position or a suitable equivalent position with the Calgary Board of Education.

2. The evaluation of job performance shall be based upon:

--achievement of system, school and unit goals and objectives, as well as professional obligations as defined in the following documents:

- The School Act

- Calgary Board of Education Policy and Regulations

- Calgary Board of Education Position Descriptions

- Alberta Teachers' Association Code of Professional Conduct

- Roles and responsibilities as outlined in position descriptions posted at the time of competition

- Desired expectations for performance in both processes and tasks consistent with system, school and/or department strategic plans.

Process

1. The appropriate superintendent shall be responsible for summative evaluation and shall ensure that an appropriate evaluator conducts each evaluation in the school system.

2. Evaluators shall be those certificated personnel with administrative responsibility for the administrator being evaluated.

3. Feedback based on job performance and developmental work shall be provided prior to the completion of the second year of the term.

4. Written notice of renewal or non-renewal shall be given no later than March 31 of the third year or three full months prior to the end of the term whichever comes first.

5. The evaluation shall reflect the criteria under which the evaluatee accepted the position, however, at the time of reappointment or at any time by mutual agreement, the job description may be changed and subsequent evaluations shall reflect that changed job description.

6. When the process has been applied and the criteria met, a reappointment shall be made.

Appeal

Appeals may be submitted as per article 6.0 and article 20 of the collective agreement.

APPENDIX C

to the agreement between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

LETTER OF INTENT - PUPIL/TEACHER RATIO

The parties agree to establish a committee with an equal number of representatives from the Calgary Public Teachers Local No 38, ATA, the Calgary Board of Education staff association and the Calgary Board of Education. The committee's role is to investigate alternative staffing models, eg, pupil/teacher ratio (PTR), class size or a combination of PTR and class size. In addition, the committee will establish criteria and a process by which a school may apply to pilot a new staffing model.

The committee will develop a communication plan to encourage applications and to report progress.

The committee will submit a report by March 30 of each year to the trustees, the superintendent's council, the council of school representatives and the executive of the Calgary Public Teachers, Local No 38, ATA and the executive of the staff association. Final approval of pilot projects may be vetoed by any of the above named parties. Pilot projects may be in place for up to two years. As a consequence of pilot projects, no teacher will lose employment or be caused to have their FTE reduced or increased without their consent. No more than 10 percent of schools may be piloting projects at any one time without the consent of the committee.

Schools accepted for pilot projects will be removed from the PTR. Divisional and system PTR will be calculated to exclude the schools and their teachers.

The committee shall take into account the following criteria: student needs, flexibility, division PTR, cost, staff deployment, needs/equity, alternative instructional models, staff, community and parental support and any other factor deemed important.

It is recommended that the committee use the collaborative process including an interest analysis.

The committee at its discretion may hire/appoint a researcher to provide assistance to the committee. This position will be cost shared 75 percent by the Calgary Board of Education and 25 percent by the Calgary Public Teachers Local No 38, ATA. The joint committee will select a successful applicant, approve the position description and length of contract.

After evaluation by the Calgary Public Teachers Local No 38, ATA, the Calgary Board of Education and the staff association, the final approved recommendations will be referred for possible inclusion in the collective agreement and/or policy and regulations.

APPENDIX D

NOTE: Suspended until August 31, 2001.

to the agreement between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

LETTER OF INTENT - EARLY RETIREMENT INCENTIVE PLAN

The early retirement incentive plan, as described in this letter of intent, is contingent upon an independent auditor confirming that it is cost neutral or results in a savings to the Board in its first year. Continuation of an ERIP in the collective agreement shall be based on an annual test which confirms cost neutrality or savings to the Board. If the ERIP is not cost neutral in that first year of the plan it shall be renegotiated to make it cost neutral or to result in savings to the Board in its first year by means of a reduction in the formula. If no agreement is reached through negotiations then the ERIP shall be discontinued. Otherwise, this plan will continue as a one year plan from year-to-year.

1. Eligibility Criteria

1.1 Employees who are between 55 and 59 years of age are eligible to apply.

1.2 Employees must be between 55 and 59 years of age on their requested retirement date.

1.3 Employees must have at least 20 years of experience as a teacher with the Calgary Board of Education and other Boards on their requested retirement date, as verified by the employee's personnel file.

1.4 Employees must have been employed by the Calgary Board of Education for the last 10 continuous years.

1.5 Employees must be actively at work with the Calgary Board of Education at the time of their application for ERIP and retirement. Employees who are on leave of absence must return to active duty prior to January 31 in the year in which they are to retire to be eligible.

1.6 Notwithstanding 1.5 above, employees who choose to retire who are on long term disability, sick leave and those employees who have been seconded are eligible.

1.7 Employees must be covered under the Alberta Teachers' Association collective agreement as defined under article 1.

2. Joint Committee

The plan is to be evaluated by a joint committee of the Calgary Board of Education and the Calgary Public Teachers Local No 38, ATA, with the following mandate:

2.1 To monitor the plan.

2.2 To develop a workable model and assumptions to be used to track the plan.

2.3 To have an independent audit performed to assess costs, savings and effectiveness. The committee may request the auditor to provide recommendations.

2.4 The costs incurred by the committee will be shared equally between the parties.

2.5 The committee may make recommendations to the parties for possible inclusion in the collective agreement and/or policy and regulations.

2.6 The committee must submit its report to the bargaining teams no later than June 30 of each year or as early as possible with the agreement of the parties.

3. Application Process

Employees who are eligible for the ERIP and who choose to retire must retire effective June 30 of each year or earlier with agreement of the Board. The application will provide a requested retirement date which will be considered based on operational requirements having due regard for the needs of the system. If the Board postpones the teachers' requested date of retirement the calculation will be based on the employee's age as of the requested date.

Teachers wishing to access this plan must submit a signed application to the superintendent, employee services, Calgary Board of Education. This application must be received by the superintendent, employee services, Calgary Board of Education, no later than 30 days prior to the requested date of retirement. Proposed retirement dates effective between February 28 through to June 30 of each year must be received by January 31 of each year.

4. Pay Out Formula

All payments will be based on the teachers' (as defined in appendix D, item 1.7) current grid placement as per article 3.1 (administrative allowances are not included in the calculation).

Retirement at age 55 - 40 percent of grid placement

Retirement at age 56 - 32 percent of grid placement

Retirement at age 57 - 24 percent of grid placement

Retirement at age 58 - 16 percent of grid placement

Retirement at age 59 - 8 percent of grid placement

The ERIP payments will commence after June 30 of the year in which the retirement took place and will end no later than June 30 of the year after the retirement took place.

APPENDIX E

to the agreement between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

For the purpose of avoiding termination of contract teachers, the Calgary Board of Education and the Alberta Teachers' Association agree as follows:

1. Offer of General Leave of Absence

1.1 Teachers identified for termination pursuant to the clause 9.8 by the Board, will be placed on involuntary leave of absence without compensation under particular circumstances as outlined by this document.

1.2 This leave offer is open only to the teachers identified for termination including those teachers referred to in section 5.2 of this document. No substitutions will be permitted.

1.3 This leave offer is open for a two week period from the date of offer unless the parties to this agreement agree to extend the time lines.

1.4 The general leave of absence for each teacher takes effect on the day following the last day of the school year in which the teacher is being terminated.

1.5 Benefits under the current collective agreement continue until August 31, of the year in which the teacher is being terminated. As of September 1 of the same year, the teacher on leave may purchase regular benefits, except extended disability, through the Board at full cost.

1.6 There shall be no restrictions of any kind on the activity the teacher may undertake while on leave including full or part-time employment of any type with the Calgary Board of Education; or any other Board; or any other employer.

1.7 Teachers declining this offer of a leave of absence will be subject to termination with the opportunity to appeal any decision by the Board to the board of reference.

2. Recall

2.1 The Board undertakes that every teacher granted a leave of absence pursuant to this agreement shall be offered recall to duty for a period of two years.

3. The Recall Process and Scheduling

3.1 Teachers who have accepted a leave of absence under this plan shall be identified on recall lists according to their initial hiring position with the Calgary Board of Education.

3.2 Teachers shall be ranked on a particular list according to seniority and tie breakers as already established by the collective agreement in clauses 9.9.1 and 9.9.3

3.3 A teacher may opt to, by submitting a request in writing to teacher staffing at time of acceptance of the leave, add their name to a second list. Placement on the second list will be conditional upon the Board determining the employee's proven competence (experience and/or training within the past five years).

3.4 A teacher may not be on more than two recall lists.

3.5 Categories for recall, as determined by teacher staffing (ie, the titles of the lists), forms Appendix F to this agreement.

3.6 Beginning with the end of the staffing process or July 4 of the year in which the teacher has been placed on leave, whichever comes first, the teacher staffing department, employee services, will recall to duty the teacher most senior on the appropriate list to fill every teacher vacancy which is identified. Once an offer of recall is made to a teacher, the teacher must accept such offer or lose all other recall rights.

3.7 This process will be followed for each vacancy until each teacher on each list has been recalled to duty or has relinquished the leave of absence and resigned.

3.8 Teachers recalled for permanent positions September 1 of any school year will be expected to assume the position regardless of the location or level, so long as the assignment is consistent with the teacher's placement on the recall list. Failure to accept assignment except for reasons of health attested to by a physician, constitutes a resignation from the service of the Board.

3.9 Teachers recalled for, and accepting, permanent positions during the school year, may request a reasonable delay (up to 30 calendar days) in assuming the assignment to make necessary personal arrangements.

3.10 Teachers recalled for temporary assignments may accept or decline such assignments without affecting future recall rights. Teachers recalled for a permanent position on a date other than the beginning of the school year may decline such a position. In the latter case, the teacher becomes eligible for recall only for the beginning of the school year.

3.11 If there is no teacher on the recall list for a particular subject or position, or if all teachers on the list have declined to accept the assignment, the teacher staffing department will fill the position according to CBE practice or policy.

3.12 Teachers recalled for part-time temporary assignments or part-time continuing assignments, will not be considered for full-time assignments that come up during the term of the assignment, but shall retain their place on the recall list and may be recalled to full-time duty at the beginning of the school year or at the end of the temporary part-time assignment.

4. Rights and Obligations

4.1 Teachers on leave may participate in the benefit plans according to section 1.5 above.

4.2 Upon recall, teachers resume their tenured status with the seniority as of the date of commencement of their leave.

4.3 Teachers on leave are required to file with the Board an accurate and updated record of their address and telephone number.

5. Other Provisions

5.1 This agreement is entered into freely by the parties solely for the purposes expressed in this document and for no other purposes.

5.2 Teachers who receive termination notices due to overstaffing are also entitled to apply to participate in this leave of absence plan.

5.3 Teachers taking advantage of 5.2, will withdraw any appeal to the board of reference arising from their termination of employment and the Board will rescind the motion terminating each such teacher's employment.

5.4 Teachers declining leave under this agreement are not subject to recall except as decided through the appeal process.

5.5 It is the intention of the parties that disputes arising from the application of this agreement shall be resolved through the use of a single arbitrator whose costs shall be borne jointly by the two parties - ATA and CBE. The arbitrator shall be selected jointly by the ATA and CBE within three working days of a dispute arising and the arbitrator shall make his/her ruling within seven working days of accepting the assignment.

APPENDIX F

to the agreement between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

Categories for Recall

The categories for recall for full-time teachers are as follows:

Elementary - ECS

Elementary - Division 1

Elementary - Division 2

Elementary - Grades 1-6

Elementary - Special Education

Elementary - Bilingual

Junior High

Senior High

Institution

The categories for recall for part-time teachers are as follows:

Elementary - ECS

Elementary - Division 1

Elementary - Division 2

Elementary - Grades 1-6

Elementary - Special Education

Elementary - Bilingual

Junior High

Senior High

Institution

LETTER OF UNDERSTANDING III

Between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

STUDY PERTAINING TO WORKING CONDITIONS AND THEIR IMPACT ON SERVICE LEVELS

The above named parties hereby agree that, subject to ratification, the following constitutes mutual agreement between the parties:

The Calgary Board of Education will conduct a study under the direction of the chief superintendent for the purpose of establishing service levels which will ensure that quality education exists within the resources available. The Alberta Teachers' Association agrees to participate in the study which will include research, discussion and recommendations concerning the relationship of pupil/teacher ratio, hours of work/assignable time, complexity of work assignments, class size, reduced system resources and increased workloads. The study will reflect the best knowledge of education as it pertains to learners, teachers and class size parameters.

The Board recognizes that minimizing the pupil/teacher ratio is an important component of the provision of a good quality of education for Calgary students and a good quality of work life for Calgary teachers.

In addition, the study shall consider the appropriateness of the pupil/teacher ratio contained in clause 21.6 and any recommendations to change that ratio and/or the definitions of teacher and pupil may be implemented by agreement of the parties.

LETTER OF UNDERSTANDING IV

Between the Board of Trustees of the Calgary Board of Education and The Alberta Teachers' Association

ATA REPRESENTATION AND MEMBERSHIP

The above named parties hereby agree that, subject to ratification, the following constitutes mutual agreement between the parties:

If, during the life of this collective agreement, expiring August 31, 1998 the government of Alberta amends the legislation so as to remove the Alberta Teachers' Association's exclusive right to represent teachers for the purpose of collective bargaining or to remove the Alberta Teachers' Association's authority to have employers collect membership fees by payroll deduction, the Calgary Board of Education agrees to negotiate provisions for inclusion in the collective agreement.

LETTER OF UNDERSTANDING V

Between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

INSTRUCTIONAL HOURS

The above named parties hereby agree that, subject to ratification, the following constitutes mutual agreement between the parties:

It is the intent of the Calgary Board of Education that a maximum of 23 hours of instruction referred to in clause 21.3 shall be averaged over a maximum of 190 school days in a school year.

LETTER OF UNDERSTANDING VI

Between the Board of Trustees of the Calgary Board of Education and the Alberta Teachers' Association

PERTAINING TO EARLY RETIREMENT INCENTIVE AND PUPIL/TEACHER RATIO LETTERS OF UNDERSTANDING

The parties agree to resolve some of their collective bargaining differences by entering into this letter of understanding.

This letter of understanding shall remain in effect from date of ratification of contract to August 31, 2001 and is specifically intended to remain in force beyond the expiry of the 1996-1998 collective agreement's term.

Context

The Calgary Board of Education and the Alberta Teachers' Association recognized, in their negotiations, the following challenges:

1. The Board operates within limited government funding, an obligation to present balanced budgets and (subject to Ministerial authority) administer its resources within those priorities.

2. Teachers believe, as does the Board, that a reasonable ratio of teachers to students is an important component in a quality learning environment.

3. Provincial policies introduced over the last four years have meant that the Calgary Board of Education has had to manage its operations in the context of uniform province-wide per student funding, without ability to raise revenues through taxation.

4. The level of education and years of service of teachers within the Calgary Board of Education, at the advent of province-wide uniform funding and now, are significantly above the provincial average.

5. The parties believe that, by offering a one time enhanced early retirement incentive, they can achieve a substantial reduction in the average per teacher cost while still maintaining a skilled and experienced teaching service.

6. The parties recognize that the cost of funding this approach is beyond the resources currently available to the Calgary Board of Education. Therefore the parties agree to the accommodations in this letter of understanding to enable sufficient savings to be made. The parties also agree to work together to seek more lasting solutions to these issues.

Early Retirement Incentive Plan

The Calgary Board of Education will offer an incentive to teachers to retire early under the following terms:

1. This is a one time program.

2. Teachers currently employed by the Calgary Board of Education are eligible to apply if:

(a) they are 50 years of age or older as of the date of their proposed resignation. Persons who turn 50 during the months of July or August, 1998 shall be deemed to be 50 on June 30, 1998 for the purposes this plan.

(b) At the date of their application they:

i. Are paid at the maximum level of remuneration for their category on the salary grid.

ii. Have at least 11 years of service with the Calgary Board of Education.

iii. Have not already resigned (except for the purposes of an application under the current (1997/98) ERIP plan).

iv. Have not previously retired from the Calgary Board of Education or received an early retirement incentive from the Calgary Board of Education.

3. Employees must be actively at work with the Calgary Board of Education at the time of their application for early retirement under this plan. Employees who are on leave of absence must return to active duty prior to January 31, 1998.

4. Notwithstanding 3 above, employees who choose to retire who are on long term disability, sick leave or those employees who have been seconded are eligible for the program.

5. Applicants must be covered under the Alberta Teachers' Association collective agreement.

6. Applications must be received by the Calgary Board of Education by January 31, 1998.

7. Employees who have applied for the current (1997-1998) early retirement incentive program but who have not yet retired may:

- Proceed to early retirement under the current (1997-1998) program and take the level of benefits of that program alone or

- Provided they apply and are otherwise eligible, take the benefits under this program, but not both.

8. The Calgary Board of Education is seeking applicants who are willing to resign at dates between now and June 30, 1998 (subject to clauses 9 and 10 below). Applicants must state their preferred date for resignation in their application and submit a resignation effective on that date. This should fall on a natural school break wherever possible.

9. The Calgary Board of Education will attempt to accommodate the dates requested wherever possible, subject to its ability to meet its commitment to providing educational services and its ability, where necessary, to find replacement staff that meet the Board's requirements. In the event the teacher and the Calgary Board of Education cannot agree on a mutually suitable date, any submitted resignation shall be deemed to take effect on June 30, 1998.

10. In exceptional circumstances, where the needs of a specific program cannot be met by a replacement teacher who meets the Board's requirements by the date of a teacher's proposed resignation or June 30, 1998, the teacher and the Calgary Board of Education may agree to defer that teacher's retirement for a period not to exceed one year.

11. All resignations must be submitted on that basis that:

(a) they will be returned, unused, to the teacher if the teacher is not accepted for early retirement.

(b) they will be amended to provide for the agreed date of retirement or June 30, 1998 or any extended date under clause 10, as necessary.

12. Unless specifically approved by the chief superintendent, teachers who resign under this program will not be eligible for rehire under a teaching contract with the Calgary Board of Education for a period of three years from the teacher's date of retirement.

13. Representatives of the Teachers' Retirement Fund will be invited to attend in Calgary to provide advice to those teachers considering their early retirement options.

14. The Calgary Board of Education may establish a maximum number of applications that it will accept. In addition, the Board may establish numerical or percentage limits for specific classifications it considers necessary to protect the delivery of services and the quality of education. The Board acknowledges that it will make every reasonable effort to accept all applications, by implementing if necessary the provisions of clause 10.

15. In the event there are too many applications in a specific classification or in total, the applications will be accepted within each classification and in total in order of seniority as defined in article 9.9 of the collective agreement. In the event a dispute arises as to the seniority or eligibility of any applicant for this program, the parties agree to submit the dispute immediately to expedited arbitration.

16. Applications for teachers working less than a full-time equivalency shall be accepted and paid on a prorated basis.

17. The amounts paid under this incentive plan shall be:

(a) 70 percent of the teacher's annual rate of pay for teachers between the ages of 50 and 55 inclusive;

(b) for teachers over 55 years of age, according to the following scale:

Age 56 - 65%

Age 57 - 60%

Age 58 - 55%

Age 59 - 50%

Age 60 - 45%

Age 61 - 40%

Age 62 - 35%

Age 63 - 30%

Age 64 - 25%

The minimum amount a teacher retiring under this plan shall be paid, regardless of age, shall be $10,000 (prorated for those who work less than one FTE).

18. The rates in clause 17 shall be calculated on the basis of the annual rates of pay in force on August 31, 1998. The rates will be calculated on the grid salary only and will not include administrative allowances or similar provisions.

19. Payments will be made to employees in three equal installments, on the date of the employee's retirement, March 31, 1999 and March 31, 2000. In the event the date of retirement is deferred under clause 10, the installment payments shall be made on the date the teacher retires, March 31, 2000 and March 31, 2001.

20. This program shall be contingent upon the Calgary Board of Education receiving applications amounting to at least 450 full-time equivalencies (FTE's). This clause is for the protection of the Calgary Board of Education and may be waived by the Board.

21. Subject to hiring requirements and the objectives of this program, the Calgary Board of Education agrees to give first consideration in filling vacancies created by this program to persons currently under contract to the Calgary Board of Education.

22. Except as provided above or otherwise agreed to by the parties Appendix D of the collective agreement shall be suspended for the term of this letter of understanding.

23. Employees who retire between the ages of 55 and 64 inclusive shall be entitled to participate in the retired employees benefit plan to the extent provided in article 19 of the collective agreement.

24. Employees who retire between the ages of 50 and 54 inclusive may purchase benefits, from the date of their resignation until age 55, through the retirement benefits plan as amended from time to time. Upon reaching age 55, these employees shall be entitled to participate in the retired employees benefit plan to the extent provided for in article 19 of the collective agreement, but with the employer paying 1/2 of the contribution rates otherwise provided for, as follows:

25+	50%
20 - 24 years	45%
15 - 19 years	40%
10 - 14 years	35%

Pupil/Teacher Ratio

The above named parties hereby agree that, subject to ratification, the following constitute mutual agreement between the parties:

For the duration of this letter of understanding, article 21.6 of the collective agreement shall be suspended. The pupil/teacher ratio shall remain at 18.4:1.

The basis upon which this pupil/teacher ratio shall be calculated shall be as follows:

The calculation of the pupil/teacher ratio shall include all certificated school-based staff covered by the collective agreement and all students except:

(a) certificated staff assigned to collaborative learning communities, school student and parent services and employee services.

(b) returning grade 12 students at Viscount Bennett and their teachers and kindergarten/early childhood services students and their teachers.

(c) students and teachers in the special settings listed below. Amendments to the list of special settings will be subject to agreement by the parties.

- AADAC Adolescent Day Treatment Centre	- Home Education
- Integro Project/Skill Factory	- Bow Park Court
- Project Trust	- Children's Village
- Westview	- Christine Meikle
- William Roper Hull Home	- Dr Gordon Townsend
- Wood's Homes	- Dr Oakley
- Emily Follensbee Centre

Notwithstanding the above, in any one school year the Board may redeploy up to 2.5 percent of the school-based staff in place in any division on September 30, 1996 as described in the 1996-97 certificated staff allocation report from senior high and/or junior high and/or elementary division(s) to another division(s). Such percentage of redeployment will be noncumulative.

LETTER OF UNDERSTANDING VII

Between the Board of Trustees of the Calgary Board of Education No 19 and the Alberta Teachers' Association Local No 38

Parking Fees

The above named parties hereby agree that, subject to ratification, the following constitutes mutual agreement between the parties:

Effective September 1, 1997 the Board agrees that available, unserviced parking will be assigned to teachers without charge.

LETTER OF UNDERSTANDING VIII

between

the Board of Trustees of the Calgary Board of Education

and

the Alberta Teachers' Association

Voluntary Severance Plan for Certificated Staff

1. This voluntary severance plan is offered to certificated staff who hold continuous contracts of employment and are covered by this collective agreement. The plan is designed to:

(a) recognize the service and contributions of our experienced teachers;

(b) attempt to retain the majority of new teachers hired in 1998;

(d) assist the Board in achieving a balanced budget.

2. Eligibility

(a) A teacher must have 11 years of service with the Board, have a continuous contract of employment, and be at the maximum grid placement for the teacher's years of education.

(b) A teacher must be actively at work at the time of application.

(c) notwithstanding (b), a teacher who is on leave of absence for less than 12 months and a teacher on sick leave or long term or extended disability may participate.

(d) A teacher who has been on leave of absence for more than 12 months shall not be eligible to participate unless expressly authorized to the superintendent of employee services.

(e) A teacher who has received any severance or early retirement incentive from the Board previously is not eligible.

(f) The superintendent of employee services shall be entitled to postpone a proposed resignation under this plan for reasons of system need or operational requirements until a suitable replacement is identified (maximum postponement - one year).

(g) In the event a resignation date is postponed by the superintendent of employee services, the severance amount shall be the amount determined at May 31, 1999 or the new resignation date, whichever is greater.

3. Re-employment Limitations

(a) Unless specifically approved by the superintendent of employee services, a teacher who resigns and receives a severance allowance under this plan will not be eligible for rehire under a teaching contract with the Calgary Board of Education for a period of three years from the date of resignation.

(b) A teacher who is re-employed as a teacher by the Calgary Board of Education on full- or part-time basis or on a fee for service basis within a period of three years after receiving a severance allowance, shall repay the full amount of the severance to the Board.

(c) Notwithstanding the conditions set out in (a) and (b), a teacher who accepts a severance allowance under this plan may be employed as a substitute teacher on a day to day basis provided the collective agreement does not require the payment of salary according to the teacher's qualifications and experience.

4. Application

(a) A teacher wishing to access this voluntary severance plan must deliver or fax a written application to the teachers employee services specialist no later than 4:30 pm May 31, 1999.

(b) The application and resignation must be addressed to the superintendent of employee services.

(d) An applicant who is retiring to receive a pension shall resign on June 30, 1999.

(e) All other applications shall include a signed resignation effective August 31, 1999.

(f) the last day of work shall be June 30, 1999.

(g) Each resignation must be submitted on the basis on that:

i. the resignation will be returned unused, subject to 2 (f) to the teacher if the teacher is not accepted for voluntary severance;

ii. if postponed under 2 (f), the resignation date shall be the new date set by the superintendent of employee services in consultation with the teacher;

iii. the resignation is otherwise irrevocable and may be acted upon.

(h) An applicant who does not meet the eligibility criteria may be accepted or rejected at the sole discretion of the superintendent of employee services.

(i) The Board or its delegate may establish a maximum number of applicants that it will accept. Where a maximum number of participants is established, the applications will be accepted in the order the superintendent of employee services received them.

(j) Applications from teachers working less than full-time equivalency shall be accepted and paid on a prorated basis.

(k) Full-time equivalency shall be determined by the average FTE of the teacher over the previous five years.

5. Voluntary Severance Formula

(a) A participating teacher shall be paid a severance payment of $2,000 for each year of service or part thereof on a continuing, probationary, interim or temporary contract with the Calgary Board of Education to a maximum of 25 years of service;

(b) In recognition of growing pension entitlements after age 45, the severance allowance shall be discounted by two percent per year of service above the age of 45 to a maximum discount of 20 percent of the eligible severance payment;

(c) Notwithstanding (a) and (b), the severance allowance shall be established as $20,000 at age 55 and decreased by $2000 for each year beyond age 55;

(d) All severance payments shall be made within 60 days of the date of actual resignation.

6. This plan recognizes the increasing entitlements and participation regulations of the Teachers' Retirement Fund and the Canada Pension Plan.

7. Years of service in 5 (a) shall include:

- professional improvement leaves

- maternity leaves of one year or less

- secondments of one year or less

- general leaves of less than one year in duration

- substitute teaching

- long term or extended disability leaves

8. Years of service in 5 (a) does not include:

- leaves of absence greater than one year for any reason

9. Age referred to in this plan shall be determined on May 31, 1999.

10. A teacher who retires at age 55 or older in entitled to participate in the retired employee benefit plan contained in article 19 of the collective agreement.

The parties to this letter of understanding agree to implement its provisions immediately upon approval by the Board.

LETTER OF AGREEMENT

between

the Board of Trustees of the Calgary Board of Education

and

The Alberta Teachers' Association

6. Administrative Appointments and Designations

6.1 Subject to clauses 6.2, 6.3, 6.4, 6.9, 6.10, 6.11, 6.12 and 6.13 of this agreement, all administrative designations and appointments shall be continuing unless removed by the Board in accordance with this agreement and the School Act (1988 as consolidated September 1998).

6.2 Teachers appointed to an administrative designation after June 30, 2000 shall be appointed to that designation on a probationary basis for up to one year to determine the teacher's suitability for a continuing designation.

6.3 Teachers may be appointed to a second year of an administrative designation on a probationary basis upon mutual consent. Reasons for a second probationary year shall be provided in writing to the teacher by April 30.

6.4 The Chief Superintendent of Schools or delegated authority may recommend the removal of a probationary designation referred to in article 6 provided the removal of this designation adheres to the School Act and processes and criteria described in Appendix "B."

6.5 Removal of a probationary designation or failure to grant a continuing designation referred to in article 6, is subject to the arbitration procedure as outlined in clauses 20.8 to 20.16.

6.6 The evaluation process for administrative designations and appointments will adhere to Appendix "B".

6.7 Teachers with continuing administrative appointments and designations shall, in the event of a termination of designation, refer any appeal to a Board of Reference under the School Act. The provisions of the grievance and arbitration procedure in article 20 shall not apply to continuing administrative appointments.

6.8 Upon resignation or termination of an administrative designation, the teacher shall be returned to a position no less favorable than occupied immediately prior to the appointment to the administrative designation provided the teacher's contract of employment continues in force pursuant to the School Act.

6.9 One Year Term - Subject to Reappointment

Curriculum leaders shall be appointed for one year and are subject to reappointment on a year to year basis.

6.10 Non Renewal Positions

Consultants are appointed on the basis of three year term appointments which may be extended for one year under exceptional circumstances.

6.11 System Principal

A teacher appointed to the position of system principal shall be paid the teacher's current salary and allowances or the teacher's current salary plus the allowance of a Principal of a school with a staff of less than 30 teachers whichever is greater. Such position shall be term specific and will not be included in the pupil/teacher ratio calculation.

6.12 System Assistant Principal

A teacher appointed to the position of system assistant principal shall be paid the teacher's current salary and allowances or the teacher's current salary plus the allowance of an assistant principal in a school with a staff of less than 30 teachers whichever is greater. Such position shall be term specific and will not be included in the pupil/teacher ratio calculation.

6.13 Vacancies in administrative positions created by temporary absences may be filled on an acting basis. An acting designation is limited for a period of no longer than one year. An acting designation becomes subject to clause 6.1 as soon as the position becomes permanently vacant.

6.14 Teachers with acting designations are eligible to apply for available administrative positions.

This Letter of Agreement replaces the provisions of article 6 of the collective agreement between the parties.

LETTER OF AGREEMENT

between

the Board of Trustees of the Calgary Board of Education

and

The Alberta Teachers' Association

APPENDIX "B"

Purpose

1. To assist administrators by giving feedback on their performances with the outcome of providing quality learning experiences for all students.

2. To establish criteria by which administrator job performance will be evaluated.

Guidelines

1. These guidelines will read and apply in a manner consistent with the School Act.

2. The evaluation of administrators is intended to promote continuous growth and achieve and maintain accountability for quality performance.

3. Appointments to continuing administrative designations will be made by the Board on the basis of the administrator's professional performance.

4. Assessment by the Chief Superintendent of Schools or delegated authority will be conducted according to the rules of natural justice. The concepts of fairness and natural justice are fundamental to an effective performance evaluation process and insure that:

• employees have a right to be heard, and

• the evaluation process is free from bias.

The evaluation procedure is based on identifiable data and must ensure the teacher being evaluate:

• knows what performance is expected

• is a full participant in the process

• is informed that the teacher is not meeting expectations

• is given the opportunity including time and assistance to remedy the deficiencies and

• knows the probable result or consequence of not meeting the expectations.

Criteria

1. Projected availability of the position or a suitable equivalent position with the Calgary Board of Education.

2. The evaluation of job performance shall be based upon achievement of system, school and unit goals and objectives, as well as professional obligations as defined in the following documents:

• The School Act

• Chief Superintendent's Operating Policy

• Calgary Board of Education position descriptions

• Alberta Teachers' Association Code of Professional Conduct

• Roles and responsibilities outlined in position descriptions posted at the time of competition

Desired expectations for performance in both processes and tasks consistent with system, school and/or department strategic plans.

Process

1. A director will be responsible for summative evaluations.

2. Evaluators will be certificated personnel with administrative responsibility for the administrator being evaluated.

3. Feedback based on job performance and developmental work will be provided throughout the probationary year.

4. The evaluation shall reflect the criteria under which the evaluatee accepted the position, however, at the completion of an evaluation or at any time by mutual agreement, the job description may be changed and subsequent evaluations shall reflect that changed job description.

5. Once the process has been applied and the criteria met, appointment to a continuing designation shall be made. Written notice to the contrary must be provided before April 30 of the probationary year.

This Letter of Agreement replaces Appendix "B" of the collective agreement between the parties.

LETTER OF AGREEMENT

between

the Board of Trustees of the Calgary Board of Education

and

The Alberta Teachers' Association

4.2.1 In addition to the salary earned as a teacher, each assistant principal shall receive the applicable allowance, according to the following schedule:

Years of Designation	Effective Sept. 1, 1998	Effective Sept. 1, 1999	Effective March 1, 2000	Effective Sept. 1, 2000
During the first three years	7,744	7,938	8,096	8,320
During the fourth and subsequent year	10,325	10,583	10,795	11,093

The contents of this Letter of Agreement replaces the provisions of clause 4.2.1 of the collective agreement and clause 4.2.1 contained in Letter of Agreement dated 2000 05 15.

The Alberta Teachers’ Association

Calgary School District No 19 (1998 - 2001)

The Alberta Teachers' Association

teachers.ab.ca

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