The Alberta Teachers’ Association

This Collective Agreement is made this 22 day of September, 2011.

Between The Calgary Islamic School Board of the Muslim Community Foundation Calgary (the “Employer”) and the Alberta Teachers’ Association Acting on behalf of certificated teachers employed by the Calgary Islamic School (the “Association”)

Preamble

Whereas the Employer operates the Calgary Islamic School, and
Whereas, the Association is the duly certified bargaining agent for the teachers employed by the Calgary Islamic School 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, and
Whereas, this Collective Agreement is made pursuant to the Labour Relations Code,

The Employer and the Association agree as follows:

1.   Application

1.1   This Collective Agreement shall be applicable to all persons who require a teacher’s certificate as a condition of their employment in the Calgary Islamic School with the Employer with the exception of the Principal, Vice-Principal and Academic Coordinator.

2.   Term

2.1   Unless stated otherwise, this Collective Agreement shall take effect on September 1, 2011 and shall continue in full force and effect through August 31, 2014.

2.2   Either party wishing to amend or to terminate this Collective Agreement shall give to the other party notice of such desire, in writing, not less than 60 days and not more than 180 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 Employer 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   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   Effective September 1, 2011

Effective September 1, 2012

Effective September 1, 2013

The salary schedule is inclusive of vacation pay

3.2   The Employer shall make the required deductions for the Alberta Teachers’ Retirement Fund from each pay period and make every reasonable effort to remit both the teacher and employer contributions to ATRF within 60 days of the deduction.

3.3   Subject to 3.3.1, upon hire, each teacher’s salary shall be placed at the lowest step on the grid.

3.3.1   Upon hire each teacher shall submit a statement of their qualifications to the Employer. Only qualifications from accredited universities that meet the Canadian designation standards will be accepted.

3.3.2   New teachers are required to submit their statement of qualifications within 25 school days of date of hire. If proof of application for the statement of qualifications is submitted within 25 school days of the date of hire, then any salary increase will be paid retroactively to the date of hire. If the statement or proof of application is not submitted within 25 school days from the date of hire, any increase will be applied the first of the month following the submission of the statement of qualifications.

3.3.3   A teacher who achieves additional teacher education shall submit proof of such achievement to the Employer. Any resulting salary increase will be applied on the first of the month following the month in which the proof of application was submitted to the Employer.

3.4   A teacher will progress down the grid every year when a year of experience is earned. Salary adjustments will take place at the beginning of the school year or January 1.

3.4.1   For full time teachers, a year of experience shall be a school year. In the case of a teacher teaching less than the school year, the days taught will be cumulative until 150 full-time equivalent days have been reached. The salary adjustment for experience will take place on January 1 or September 1 immediately following the accumulation of 150 days.

3.4.2   Whenever a year of teaching experience has been earned, the teacher shall not begin to earn credit toward another year of experience until commencement of another school year or January 1, whichever occurs earlier. A teacher shall earn only one experience increment per school year.

3.4.3   Prior experience in any Canadian accredited school shall be recognized for teaching experience to a maximum of five years. Full years shall count as one. Partial years of experience shall be counted as per 3.4.1.

3.5   Salary Payment

3.5.1   Teachers shall be paid 1/12 of the annual amount each month paid through direct bank deposit to the teacher’s designated bank account paid twice a month no later than the 15th and the 30th of each month except February, where the second payment will be made no later than the 28th. A teacher may choose to receive payment by cheque upon written notice to the employer no later than 10 days prior to the date of pay.

3.5.1.1   For teachers employed less than a full school year, salary will be paid at a daily rate calculated at 1/x times annual salary in effect for each day, where x represents the total number of operational days teachers are required to be in attendance in that school year.

3.5.1.2   When a teacher’s contract terminates, the final salary reconciliation based on the daily rate as calculated in 3.5.1.1 will be paid to the teacher within 10 weekdays of the date of termination.

3.6   Allowance for Team Leaders and Division Heads

3.6.1   In addition to the salary payable under article 3.1, a team leader shall be paid an allowance of $1,000 per year and a division head shall be paid an allowance of $2,000 per year.

4.   Substitute Teachers

4.1   Substitute teachers shall be paid (including 4 percent vacation pay) per day worked as follows:

Effective September 1, 2011 - $200
Effective September 1, 2012 - $207
Effective September 1, 2013 - $214

Half days will be paid at 50 percent of the full-day rate.

5.   Unpaid Leave of Absence

5.1   A full-time teacher with three or more years of service with the Employer may apply in writing for an unpaid leave of absence for a period of up to one year.  All leave requests are subject to approval by the Employer and will be at no cost to the Employer.

5.2   Should the application be refused, the applicant will be given the reason(s) for refusal.

5.3   An unpaid leave may be extended for an additional period upon written application by the teacher and upon approval by the Employer.

5.4   Days on unpaid leave under this article shall not count as experience for purposes of determining salary under Article 3.4.

6.   Leave for Association Business

6.1   Upon request and subject to operational requirements, the Employer shall grant leave to up to three bargaining unit members at a time for Association business to a maximum of three days per school year per member.  The Association shall reimburse the Employer the salary of a substitute teacher for each day of leave taken.

7.   Maternity, Parental and Adoption Leave of Absence

7.1   Maternity Leave

7.1.1   Upon written request, a pregnant teacher who has at least 52 weeks of continuous employment with the Employer shall be entitled to maternity leave of absence without pay for a period of up to 15 weeks. Maternity leave may be comprised of health-related and non-health-related periods. Maternity leave may be combined with up to 37 weeks of parental leave. Maternity and parental leave shall be taken consecutively.

7.1.2   A pregnant teacher shall endeavour to give the Employer three months’ notice, but in any event, not less than six weeks’ written notice of the teacher’s intention to take a maternity leave. Such notice shall provide the intended start date of the leave. The notice shall also be accompanied by a medical certificate indicating that the teacher is pregnant and giving the estimated date of birth.

7.1.3   A teacher shall provide at least four weeks’ notice of intent to return from maternity leave. Upon expiration of the leave provided pursuant to clause 7.1.1, the teacher shall be returned to a teaching position at not less than the salary and other benefits that were applicable at the time the maternity leave commenced.

7.1.4   Days on maternity leave shall count towards an experience increment as per article 3.4.

7.1.5   A probationary or temporary contract teacher who does not qualify for maternity leave shall be eligible for an unpaid leave of absence.

7.1.6   During the health-related period of maternity leave, a teacher shall receive supplementary employment benefits which, when combined with employment insurance benefits, are equivalent to the net salary a teacher would have earned if the teacher was ill and not on maternity leave. The payment of such benefits shall commence on the date of birth of the teacher’s child and will continue during the health-related portion of the maternity leave subject to Article 9.

7.1.7   During the maternity leave, should the teacher wish to continue participation in the benefit plans, the premiums shall continue to be shared between the Employer and the teacher pursuant to Article 10 of this Collective Agreement.  Notice of the teacher’s intention to continue participation in the benefit plans must be provided to the Employer at the same time the maternity leave is requested.

7.2   Adoption Leave

7.2.1   Upon written request, a teacher who has at least 52 weeks of continuous employment with the Employer shall be entitled to adoption leave of absence without pay for a period of up to 37 weeks if the teacher is adopting a child commencing on the date the child is placed with the teacher for the purposes of adoption.

7.2.2   A teacher shall endeavour to give the Employer, three months’ notice, but in any event, not less than six weeks’ written notice of the teacher’s intention to take an adoption leave unless the date of the child's placement with the teacher was not foreseeable. If the teacher cannot comply with the written notice requirement, the teacher must give the Employer written notice at the earliest possible date that the teacher will start or has started adoption leave. The notice shall also be accompanied by a certificate indicating the date of adoption.

7.2.3   A teacher shall provide at least four weeks’ notice of intent to return from adoption leave. Upon expiration of the leave provided pursuant to clause 7.2.1, the teacher shall be returned to a teaching position at not less than the salary and other benefits that were applicable at the time the adoption leave commenced.

7.2.4   Days on adoption leave shall not count as experience under article 3.4.

7.2.5   During adoption leave, subject to the Insurer’s requirements, should a teacher wish to continue participation in the benefit plans, the teacher shall make arrangements for the payment of the full Employer and teacher share of the premiums for the teacher’s adoption or parental leave.  Notice of the teacher's intention to continue participation in the benefit plans must be provided to the Employer at the same time the maternity leave is requested.

7.2.6   A teacher will be granted up to two days off with pay to be present when the adopted child is received into the teacher’s home, to attend to the birth of the adopted child or to attend legal proceedings pertaining to the adoption.

7.3   Parental Leave

7.3.1   Upon written request, a teacher who has at least 52 weeks of continuous employment with the Employer and who has not accessed adoption leave shall be entitled to parental leave of absence without pay for a period of up to 37 weeks within 52 weeks after the birth of the teacher’s child.  Parental leave may be combined with maternity leave. Maternity and parental leave shall be taken consecutively.

7.3.2   A teacher shall endeavour to give the Employer three months’ notice, but in any event, not less than six weeks’ written notice of the teacher’s intention to take a parental leave. Such notice shall note the intended start date of the leave. The notice shall also be accompanied by a medical certificate (if applicable) indicating the estimated date of birth.

7.3.3   A teacher shall provide at least four weeks’ notice of intent to return from parental leave. Upon expiration of the leave provided pursuant to clause 7.3.1, the teacher shall be returned to a teaching position at not less than the salary and other benefits that were applicable at the time the parental leave commenced.

7.3.4   Days on parental leave shall not count as experience under article 3.4

7.3.5   During parental leave, subject to the Insurer’s requirements, should a teacher wish to continue participation in the benefit plans, the teacher shall make arrangements for the payment of the full Employer and teacher share of the premiums for the teacher’s adoption or parental leave.  Notice of the teacher's intention to continue participation in the benefit plans must be provided to the Employer at the same time the maternity leave is requested.

7.3.6   Where both parents are teachers employed with the Employer, either parent may take the parental leave but the Employer is under no obligation to allow both parents to be on leave at the same time.

7.4   Additional Leave

7.4.1   At the discretion of the Principal, additional leave may be granted to a teacher requesting an extension to parental or adoption leave provided that the additional leave is requested at least four weeks prior to the end of the parental or adoption leave.  The terms of the leave, if granted, shall be determined by the mutual agreement of the teacher and the Principal prior to the commencement of the extended leave.

7.5   Paternity Leave

7.5.1   Upon request, a teacher shall be granted one day paternity leave with pay at the time of the birth of the teacher's child.

8.   Other Leaves

8.1   Personal Leave

8.1.1   Teachers shall be allowed personal leave up to and including two (2) days in any one school year with pay.  It is not intended that this leave be used to extend holiday periods.  A holiday period in this clause shall mean any scheduled break in operational days greater than two. Under extenuating circumstances, the Principal may allow the use of personal leave on a day attached to a holiday period.

8.2   Compassionate Leave

8.2.1   A teacher may take up to three (3) days of paid bereavement leave in the event of the death of a spouse, partner, parent, guardian, child, grandparent, grandchild, brother or sister.

8.2.2   A teacher may, with approval of the principal, be granted up to one (1) day of unpaid bereavement leave to attend the funeral of any other relative of the teacher’s, or the teacher’s spouse or partner.    

8.2.3   A teacher may, with approval of the principal, be granted up to one (1) day of unpaid bereavement leave to attend any other funeral.

8.2.4   A teacher may, with approval of the principal, take up to two (2) additional days of paid bereavement leave in the event extensive travel is required to attend the funeral of a relative in article 8.2.1 or if there are extraordinary circumstances.

8.3   Court Appearance Leave

8.3.1   A teacher required to attend court by summons or subpoena shall be granted leave without loss of pay provided the teacher remits to the Employer any stipend received for attending court.

8.3.2   A teacher required to attend court for personal reasons or as a result of actions initiated by the teacher shall be granted leave without pay.

8.3.3   A teacher shall give the Employer as much notice as possible and in any event shall give at least twenty-four (24) hours notice of court appearance leave and advise the Employer of the likely duration of the leave. A teacher may be required to provide a copy of the summons or subpoena.

8.4   Jury Duty

8.4.1   A teacher required to serve as a member of a jury shall be granted leave without loss of pay provided the teacher remits to the Employer any stipend received for jury service.

8.4.2   A teacher shall give the Employer as much notice as possible and in any event shall give at least twenty-four (24) hours notice of jury duty and advise the Employer of the likely duration of the leave. A teacher may be required to provide proof of jury duty.

8.5   All leaves in article 8 may be taken in half day or full day increments.

9.   Sick Leave with Pay

9.1   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, illness or disability of the teacher.

9.2.1   Full-time and part-time teachers shall accrue one sick leave day with pay per month. Full-time teachers may accrue a maximum of eight sick leave days per year, prorated for part-time teachers. Sick leave days are to be used during the school year when illness or disability prevents the teacher from carrying out their teaching responsibilities and may be taken in half day or full day increments. A teacher who resigns or whose contract is terminated part way through the school year will reimburse the Employer for used but unearned sick leave days.

9.2.2   At the end of each school year, any unused sick days shall be credited to the teacher’s sick leave bank for the next school year. The teacher shall continue to earn additional days as per article 9.2.1 to a maximum of 30 days, prorated for part-time teachers.

9.2.3   When a teacher is eligible for benefits under the short term disability plan, they shall access the benefit plan and are no longer entitled to use sick leave.

9.2.4   When a teacher leaves the employ of the board, all unused sick leave will be cancelled.

9.2.5   A certificate of illness from a qualified medical or dental practitioner is required as follows:

(a) for a period of illness of one to five teaching days – at the request of the principal. Such request must be made prior to the teacher’s return to work.

(b) In excess of five teaching days – medical certificate is required.

9.2.6   The medical certificate attached in Appendix A will be the only certificate required.

9.3   Medical and Dental Appointments

9.3.1   Where a teacher is unable to schedule a medical or dental appointment outside of work hours, a teacher may access earned sick leave to attend medical or dental appointments or to take an immediate family member to a medical or dental appointment. 

9.4   Illness or Injury of Immediate Family Members

9.4.1   A teacher may access earned sick leave if the teacher is absent from work in order to attend to the illness or injury of an immediate family member.  A teacher may use a maximum of two days per occurrence.

10.   Group Benefits Plan and Alberta Health Care

10.1   The plans available to teachers shall be Extended Health Care, Dental Care, Short and Long Term Disability, Life Insurance, Vision and Alberta Health Care plan.

10.2   Participation in the plans shall be a condition of employment for all teachers commencing employment under a contract of three months or more. However teachers may choose to opt out only if they are covered through a spousal plan.

10.3   The Employer shall contribute 100 per cent of the premium costs for the following benefit plans:

(a) Extended Health Care
(b) Dental Plan
(c) Vision Plan, which pays $250 per person, every 24 months
(d) Alberta Health Care.

Part time teachers working 0.75 FTE or higher receive the same premium contribution as full time teachers. Part time teachers below 0.75 FTE will receive a prorated Employer contribution at the same rate as their FTE, but no lower than 50 per cent of a full time teacher’s contribution.

10.3.1   Teachers shall contribute 100 per cent of the premium for Short and Long Term Disability and Life Insurance. This plan may only be amended with the approval of The Alberta Teachers’ Association.

10.4   The Employer agrees that no reduction in the amounts of benefits will occur without prior approval of The Alberta Teachers’ Association.

10.5   Teachers on a leave of absence may continue to participate in the benefit plan; however they are responsible for 100 per cent of the premium with the exception of the 15 week maternity leave period where the Employer shall continue cost sharing.

10.6   The Employer 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.

11.   Bargaining Unit Dues and Fees

11.1   All teachers shall pay monthly to the Association monies equal to the established fees or dues of the Association.  Such dues and fees shall be deducted by the Employer from each teacher’s pay and remitted to the Association monthly following the deduction.

11.2   The Employer agrees to provide the Association with a list of teachers for whom Association dues and fees are deducted.

11.3   The Employer agrees to provide the Association with a service list of its teachers on September 30 indicating date of hire and length of service.

11.4   Any dispute between a teacher and the Association related to dues or membership fees shall be referred to the Association for resolution.  The Employer shall not be held liable for any costs arising from the resolution of any dispute.

12.   Professional Development Fund

12.1   The Employer shall pay the registration fee to a maximum of $100 for each teacher to attend the Calgary City Teachers’ Convention.

13.   School Year and Day

13.1   Unless the teacher agrees, the Employer may not require a teacher to provide services for more than 200 days in a school year. The 200 days shall include:

(a) a day on which services are provided or duties performed by a teacher
(b) a day on which the program is closed due to an emergency
(c) a day on which the program is closed by an order of the Minister
(d) 2 days on which a teachers' convention authorized by the Association is held
(e) holidays declared by the Employer, and
(f) any other days that are approved by the Minister.

13.2   School Year

13.2.1   The Employer shall, no later than the last school day in June in each year, give notice to the Association of the opening and closing dates of the program for the 12-month period next following and the dates of the vacation periods in the school year.

13.2.2   The Employer shall specify the vacation periods in a school year, which shall, as a minimum, include a vacation period that extends at least from December 24 to January 2 and up to two days at each Eid.

13.3   School Day

13.3.1   The Employer may assign teachers duties between 8:00 AM and 4:00 PM on Monday to Friday.  Where the Employer requires teachers to provide services outside the hours specified, a teacher shall be entitled to a commensurate period of time free of assigned duties in lieu within two months unless mutually agreed otherwise.  Teachers shall not be assigned duties on weekends or during vacation periods.

13.3.2           A full time teacher will not be assigned more than an average of:

- 1,350 minutes of instruction per week for teachers in Division I, II, III, and IV
- 155 minutes of prayer supervision per week, and
- 230 minutes of supervision and transition time per week, which includes the time supervising students eating lunch.

This will be averaged over the instructional days in the school year.  This shall be prorated for part-time teachers according to their FTE.

As much as possible, teachers will only be assigned outside supervision at lunch if they have a preparation period immediately prior to or immediately following the lunch period, not including prayer.

13.3.3   Teachers shall notify the Employer upon arrival and departure from the school, including when leaving the school during the school day.

13.3.3   If the Principal or designate has noted that a teacher has been consistently late without good reason, the Principal may, by written notice copied to the Association, inform the teacher that their attendance is being monitored in accordance with this clause.

If the teacher continues to arrive late, the Principal may, by written notice copied to the Association, inform the teacher they are subject to loss of salary.  Following this second notice, the Employer may deduct $100 per day that the teacher arrives late.

Meetings to discuss, correct and warn about late attendance shall not require Association representation unless discipline beyond that allowed by this clause is likely.  The teacher may access the grievance procedure if this clause is enacted by the Employer.

14.   Contracts of Employment

14.1   Upon employment with the Employer, each teacher shall be given a copy of the current Collective Agreement. 

14.2   The Employer shall employ as a teacher only an individual who holds a certificate of qualification as a teacher issued under the School Act, with the exception of those hired to instruct Arabic and Islamic studies and are not covered by the terms of this Collective Agreement.

14.2.1   The Employer shall notify current teachers about their employment status for the next school year by the last school day in June.

14.2.2   The Employer shall only offer probationary, temporary and continuous contracts to a teacher consistent with this Collective Agreement.

14.2.3   The Employer shall use as contracts the individual contract templates found in Appendix B to this agreement. If the Employer desires to make amendments to the contracts, the Association will meet with the Employer to commence discussions on amendments to Appendix B only.

14.3   General

14.3.1   Every contract of employment between the Employer and a teacher shall

(a) be in writing,
(b) be offered to a teacher by a person acting on behalf of the Employer, and
(c) be accepted by the teacher.

14.3.2   For the purposes of this Collective Agreement, an offer, acceptance, confirmation, statement or notification shall be in writing and shall be

(a) sent by registered or ordinary mail or by courier to
(b) personally served on, or
(c) sent by fax or electronic mail to the person to whom it is addressed.

14.4   Probationary contract

14.4.1   The Employer may employ a teacher under a probationary contract of employment for a complete school year if that teacher:

(a) was not employed by the Employer as a teacher in the school year prior to the school year in which the contract was entered into, or
(b) was employed by the Employer in the school year prior to the school year in which the contract was entered into under a temporary contract.

14.4.2   A probationary contract of employment shall terminate on the Aug 31 next following the commencement date specified in the contract. However, the teacher is not required to provide service during July and August unless they have signed a new contract for the subsequent school year.

14.4.3   A newly hired teacher working under a probationary contract shall serve a probation period of six months worked. A newly hired teacher working under a probationary contract may be terminated during the probation period. A teacher shall not be entitled to notice or pay in lieu of notice if the teacher’s employment is terminated during the first six months of employment. The probation period shall be suspended during periods of lay off, disability or other leaves of absence. The probation period may be extended by mutual agreement of the parties.

14.4.4   Notwithstanding 14.4.1, 14.4.2 and 14.2.1, the probationary contract of employment may be extended by the Employer for a further period ending no later than the August 31 next following the date of the renewal of the contract.

14.4.5   At the end of the second probationary contract, if the employer intends to offer the teacher another contract, it will be a continuous contract.

14.5   Temporary contract

14.5.1   A teacher may be employed by the Employer under a temporary contract of employment when that teacher is employed for the purpose of replacing a teacher who is absent from the teacher's duties for a period of 10 or more consecutive teaching days.

14.5.2   A temporary contract of employment entered into under 14.5.1 shall

(a) specify the date on which the teacher commences employment with the Employer, and
(b) terminate
(i) on the June 30 next following the commencement date specified in the contract, or
(ii) on a date provided for in the contract, whichever is earlier.

14.5.3   Notwithstanding anything contained in a temporary contract of employment, a party to a temporary contract of employment may terminate that contract by giving as much written notice of the termination as is practical in the circumstance to the other party to the contract. Where possible, 30 days’ notice shall be provided. When less than 30 days’ notice is provided the Employer shall pay one week of the teacher’s grid position.

14.5.4   Article 14.2.1 does not apply to a teacher who has been employed on a temporary contract for the purpose of 14.5.1

14.6   Continuing contract

14.6.1   A continuing contract of employment between the Employer and a teacher continues in force from year to year and cannot be terminated by the Employer without just cause.

14.7   Termination

14.7.1   A teacher’s employment with the Employer shall automatically terminate without notice or recourse to the grievance procedure if the certificate of qualification of the teacher is suspended or cancelled or the certificate of qualification expires.

15   Resignation

15.1   A teacher shall provide at least 30 days’ notice in writing of the teacher’s resignation of employment from the Employer.

15.1.2   Notwithstanding 3.5.1.2, if a teacher does not provide 30 days’ notice, the Employer may withhold the teacher’s last pay until such time as all school owned material is returned to the school, but in no case for longer than 30 days beyond their last day worked.

Notwithstanding the above, if school owned materials remain outstanding after 30 days, the Employer may withhold reasonable costs for such items, provided a list, including value, is provided to the Association.

16.   Review of Personnel File

16.1   By written request, a teacher will be entitled to examine the contents of the teacher’s personnel file during regular working hours and in the presence of an authorized representative of the Employer.  By teacher written request, adverse reports and disciplinary actions more than 36 months old will be removed from the teacher’s personnel file if no further adverse reports or disciplinary actions have occurred.

16.2   Notwithstanding 16.1, performance appraisals are not subject to removal from the personnel file.

17.   Discipline, Dismissal and Termination

17.1   Discipline and Dismissal

17.1.1   A Principal may request a meeting with a teacher to discuss issues with respect to the growth, supervision and evaluation of a teacher and the teacher will attend where the objective of the meeting is corrective, not punitive. A teacher may request Association representation for a subsequent meeting if the meeting may progress to the formal discipline process below.

17.1.2   Except for the dismissal of a teacher serving a probation period, no disciplinary measure, including discharge, shall be imposed on any teacher without just cause and without the teacher receiving a written notice showing the grounds on which the disciplinary measure is imposed. A copy of the written notice of suspension or dismissal shall be sent to the Association.

17.1.3   Discipline should be administered in a timely manner and maintain the teacher’s dignity and self-respect. Therefore, the Principal should first meet with a teacher to communicate concerns about a teacher’s performance or conduct. Written correspondence in any form may be used as a follow up to this meeting.

17.1.4   A teacher may be relieved of duty during an investigation that may lead to discipline and where the attendance of the teacher at work would hinder the investigation or is otherwise not advisable in the Employer’s opinion.

17.1.5   A teacher shall have the right to have an Association representative present during any disciplinary meeting or a formal investigation interview. The Employer agrees to provide a teacher with at least 24 hours advance notice of any disciplinary meeting or a formal investigation interview and to indicate the purpose of the meeting.

17.2   Actions and Due Process

17.2.1   The progressive discipline process outlined below provides for increasingly serious actions to be taken by the Employer if a problem with a teacher’s conduct or performance is not resolved after using the appropriate non-disciplinary actions. The Employer will follow this process in sequential order, except when the particular circumstances of a case justify moving immediately to a more serious action.

(a) Disciplinary Meeting
(i) When the Employer has made a determination that a teacher will be disciplined, the teacher will be notified that a meeting will be convened specifically for that purpose. The Employer will also advise the teacher of his/her right to ATA representation.
(ii) Prior to taking any disciplinary action, the Employer will discuss the proposed action with the ATA Representative.
(iii) The Employer will hold a disciplinary meeting with the teacher.

(b) Written Reprimand
A written reprimand given to a teacher by the Employer will include reasons for the reprimand and expectations for future performance or conduct.

(c) Suspension
Where a suspension is given to a teacher, the Employer will provide written reasons to the teacher including the length and time of the suspension, and expectations for future performance or conduct.

(d) Demotion
Where a teacher is demoted, the Employer will provide written reasons to the teacher including expectations for future performance or conduct.

(e) Dismissal
Where a teacher is dismissed, the Employer will provide written reasons to the teacher.

(f) Teacher Written Rebuttal
The teacher may provide a written rebuttal to the Employer of any disciplinary action taken.

17.3   Notification If Teacher Unavailable For Disciplinary Meeting

17.3.1   If the teacher is unavailable for a disciplinary meeting, the notification of discipline will be deemed received if personally delivered or mailed by prepaid registered mail. When the notice is mailed, it will be deemed received within five days of the date of mailing.

17.4   Access to Dispute Resolution Process

17.4.1   The teacher will have the right to apply the dispute resolution process to any disciplinary action, proceeding directly to Step 2 of article 19.3.

18.   Redundancy and Recall Procedures--Other Options

18.1   Redundancy

18.1.1   Should a reduction in teaching staff become necessary, the Employer shall use attrition to the extent possible.

18.1.2   Should a reduction in teaching staff beyond attrition become necessary, a teacher impacted by the reduction shall be informed of the redundancy in writing by the Employer no later than May 31, if possible. Such notification is to be preceded by a meeting with the teacher.

18.1.3   The Association shall be provided with all relevant information prior to declaration of redundancy.

18.1.4   The Employer shall continue to pay the Employer portion of the cost of benefits until the redundant teacher’s last day of employment.

18.2   Recall

18.2.1   The Employer shall establish and maintain a recall list of all teachers declared redundant.

18.2.2   Teachers who have been declared redundant shall, for a period no longer than one school year, be recalled to vacancies based on their education and experience and be reinstated as though there had been no interruption in service.

18.2.3   A teacher who is being recalled must be qualified for the position for which the teacher is being recalled.

18.2.4   A teacher who refuses a recall to a position for which they are qualified shall be removed from the Recall List and shall have no further right to recall.

18.2.5   Teachers who are eligible for recall shall file with the Employer their most recent address and telephone number.

18.2.6   Teachers who change their address and/or telephone number must advise the Employer within seven calendar days of the change in order to continue to be eligible for recall.

18.2.7   When a position becomes available, the Employer shall contact the teacher being recalled by telephone and shall offer the position by registered mail.

18.2.8   The teacher must respond within five calendar days of the telephone call or date of the registered mail, whichever comes first.

18.3   Other Options

18.3.1   Redundant teachers shall have the right to become supply teachers without losing recall rights.

18.3.2   Redundant teachers shall have the right to severance pay of one week’s salary (calculated at 1/200 of annual salary times 5) for each year of service to a maximum of five years of service.

18.3.3   The redundant teacher shall decide whether to go on the Recall List or accept the severance pay and communicate his/her decision in writing to the Employer within four weeks of being declared redundant.

18.3.4   The Parties agree that the acceptance of a severance allowance terminates all Employer-teacher obligations.

18.3.5   Should the redundant teacher decide to accept the severance pay outlined in Article 18.3.2, it shall be paid within two weeks of advising the Employer in writing.

19.   Dispute Resolution Process

19.1   General Principles

(a) Recognition

The Employer and the Association share a desire to resolve disputes or disagreements wherever possible through co-operative processes characterized by prompt and open discussion and creative problem-solving.  These processes include informal discussion between teachers and their supervisor or Principal and between Association and the Employer.

(b) Grievance Application

It is the intent of the parties that only one grievance be dealt with on a particular matter and that the matter be grieved under the appropriate defined grievance type. 

(c) Grievance Replies

All grievances will have replies in writing stating reasons with copies to the teacher(s), the Association, and the affected supervisors.

(d) Time Limits

Any of the time limits outlined in this Article may be extended or placed in abeyance upon mutual agreement in writing of the parties.  All of the time limits referred to in this Article will be days the school is in operation.

In the event that the initiating party fails to comply with the time limits herein, the grievance will be deemed to be at an end.

Notwithstanding any of the provisions in this Article, the initiating party may discontinue the grievance at any stage in writing and, therefore, such will be deemed wholly at an end.

19.2   Definition of Grievance Types

(a) Individual Grievance

An individual grievance will be defined as any difference arising out of the interpretation, application, operation, administration, or alleged violation of the Collective Agreement, and including any dispute as to whether the difference is arbitrable.

(b) Group Grievance

A group grievance will be defined as any difference arising out of the interpretation, application, operation, administration, or alleged violation of the Collective Agreement, and including any dispute as to whether the difference is arbitrable, and concerning two or more teachers.  Such grievance will be initiated at Step 2 of the Grievance Procedure.

(c) Policy Grievance

A policy grievance will be defined as any difference arising out of the interpretation, application, operation, administration, or any contravention or alleged contravention of this Collective Agreement, and affecting either party and/or more than one teacher.  Such grievance will be initiated at Step 2 of the Grievance Procedure.

(d) Written Grievance Information

A formal written grievance will include the following information:

(i) the date of the grievance
(ii) the nature, type and details of the grievance
(iii) where applicable, the name(s) of the grievor(s) and their department(s)
(iv) the remedy sought
(v) the Article(s) of the Collective Agreement allegedly violated
(vi) signature of the Association or in the case of the Employer, a signature of the Employer.

19.3   Procedure

Teacher’s Right to Representation

If a teacher so desires, the teacher may be assisted and/or represented by the Association when using the grievance procedure as described in this Article.

Facilitation

At any step in this procedure the Association and/or the Employer may be asked to assist in achieving a resolution.

Expectations

The parties to this Collective Agreement are committed to resolving problems informally and at the earliest possible step in the procedure.

Teacher-Principal Meeting

Prior to filing a formal grievance, the parties to this Collective Agreement encourage informal discussion between teachers and the Principal to resolve problems.  The parties may, where appropriate and when requested, provide assistance to help facilitate a resolution of the problem acceptable to the teacher and the Principal. 

Within 10 days of the time a teacher should reasonably have become aware of the action or matters giving rise to a dispute, a teacher shall first provide written notice to the Principal that they have a possible grievance.  Once this notice has been received, the teacher and the Principal will meet to attempt to resolve the issue.  Either party to the dispute may, at any time, notify the other party in writing that the informal resolution process has ended at which time the process may proceed to Step 1. 

This informal process will automatically end five days after it is initiated unless this process is extended in writing by the parties to the dispute.

Step 1       Principal

Following the problem solving discussion with the Principal as provided for above, the teacher may file a formal grievance with the Principal within 5 days following the conclusion of the informal process above. A discussion will be held within 5 days of the teacher’s formal application. The Principal’s response will be provided to the teacher in writing within 5 days of the discussion.  If the dispute is not resolved satisfactorily, it may then be advanced to Step 2 within 10 days of receipt of the Principal’s response.

Where it appears that the nature of the grievance is such that a decision cannot be given below Step 2, the first level may be eliminated by agreement of the Employer and teacher and, where applicable, the Association.

Step 2       Employer Grievance Committee

If a dispute has been advanced to Step 2, the grievance will be submitted in writing to the chair of the Board. The Association, Employer Grievance Committee and any affected party will hold a problem solving meeting to attempt to resolve the grievance.  The meeting will be held within 10 days of receipt of the grievance by the chair of the Board.  Where a resolution has been reached the agreement will be committed to writing and circulated to all parties involved.  If the grievance cannot be resolved through discussion, the Grievance Committee will, after considering all relevant facts, make a determination regarding the outcome of the grievance.  This determination will be communicated to the Association in writing within 5 days of the meeting.  If the grievance is not resolved to the satisfaction of the Association, it may be advanced to Step 3 within 30 days of receipt of the response.

Step 3       Arbitration

Either party may submit a grievance to arbitration (clause 19.5).  After having submitted the grievance to arbitration, the parties may agree to further attempts to resolve the issue through mediation (clause 19.4).

19.4   Mediation

The purpose of mediation in the grievance process is to assist the parties in reaching a resolution of the grievance and anything said, proposed, generated or prepared for the purpose of trying to achieve a settlement is to be considered privileged and will not be used for any other purpose including any subsequent arbitration proceeding.  The mediator will be confined to the issue in dispute.  The mediator will be chosen by mutual agreement and all expenses of the mediator will be borne equally by both parties.

19.5   Arbitration

(a) Either party may advance the dispute to arbitration, and notify the other party in writing of its intention to do so, and state its desire to consider the appointment of a single arbitrator.

(b) Within 5 days after receipt of notification provided for in this clause, the party receiving such notice will arrange to discuss with the other party the selection of a single arbitrator.

(c) Where agreement cannot be reached on a single arbitrator, the Director of Mediation Services shall be asked to appoint a single arbitrator.

(d) The following conditions will apply to the powers of the arbitrator.  The arbitrator may:

(i) require production, in advance of the hearing, of documents deemed relevant to the grievance;
(ii) examine any witnesses deemed relevant to the grievance;
(iii) assist the parties in mediating a resolution of the grievance;
(iv) not change, amend, alter or modify any of the terms of this Collective Agreement;
(vi) in matters relating to disciplinary action, uphold the termination, reinstate  the teacher with or without compensation for wages and/or benefits, and/or make any other award s/he may deem just and reasonable that would be consistent with the terms of the Collective Agreement.

(e) The arbitrator will have the responsibility to:

(i) arbitrate the matter and confine the decision to the issues in dispute;
(ii) determine his/her own procedure and give full opportunity to the parties to present evidence and to be heard;
(iii) hear and determine the merits of the grievance and issue an award in writing to the parties within 30 days of the conclusion of the hearing;
(iv) where requested, determine whether a particular matter is arbitrable under this Collective Agreement.

Any arbitration decision will be final and binding upon the parties and upon any teacher affected by the decision.

(f) Each party will equally share the fees and expenses of the arbitrator.

(g) The parties will be responsible for informing any third party likely to be adversely affected:

(i) of the time and place of the sitting of the board of arbitration;
(ii) of the grievance to be placed before the board of arbitration; and
(iii) of the right of that third party to be present and represented.

20.   General Conditions

20.1   All previous collective agreements between the parties are hereby cancelled.

20.2   This Collective Agreement shall be binding upon the parties and their successors.

20.3   The provisions of this Collective Agreement do not apply to a Substitute teacher unless specifically noted.

20.4   A teacher working 0.75 FTE or higher, who chooses to enrol their children in CIS will pay 50 per cent of the tuition payable. A part-time teacher working below 0.75 FTE who chooses to enrol their children in CIS will pay 75 per cent of the tuition payable.

21.   Teacher-Management Liaison Committee

21.1   The parties agree to establish a teacher-management liaison committee. The committee shall consist of two teachers elected by the teachers, two Islamic/Arabic teachers and two representatives of the administration, one of whom would be a CIS Board member.

The committee will meet at least two times per year. Agenda items will be provided to the principal at least one week prior to the meeting. The principal will issue the agenda at least two days prior to the meeting. Each teacher group will elect a chair, one of which will chair each meeting on a rotational basis. Parties may bring additional representatives with prior notification to the principal.

The purpose of the committee will be to discuss issues related to the school but not bargaining items covered by the collective agreement.

Letter of Intent

Between the Alberta Teachers’ Association (hereinafter called the “ATA”) and The Calgary Islamic School (hereinafter called the “Employer”)

During collective bargaining between the parties in June 2011 the issue of improvements to current employee benefits and potential cost savins were discussed.

During the term of the new agreement and with a target implementation date on or before September 1, 2012, the Employer agrees to obtain proposals from alternate suppliers with the goal to replicate or improve current benefits, at the same or lower cost. The Employer agrees to share this information with the ATA. The parties agree to work together to review proposals for mutual benefit.

Any decision to change the benefits program and/or supplier must be agreed upon by both parties.

Appendix A

Medical Certificate

1. Teacher’s Name: ____________________________________________________________________________

2. Job Title/Occupation __________________________________________________________________________

3. Current Work Capacity

□            Pre-accident/illness work without job modifications

□            Modified work (please outline limitations below)

□            Not capable of any work, from  _______________________ to

                                                                                         Year/Month/Day

_______________________

(if known)Year/Month/Day

4. Next medical review: _________________________________________________________________________

5. Additional Comments:

_____________________________________________________________________________________________

_____________________________________________________________________________________________

_____________________________________________________________________________________________

_____________________________________________________________________________________________

Attending Physician: ____________________________________________________________________________

Date: _________________________

Appendix B

CONTINUING FULL-TIME TEACHING CONTRACT

<<NAME>>

<<ADDRESS>>

<<CITY>>

1. You have been appointed to the teaching staff of the Calgary Islamic School on a continuing full-time teaching contract.
2. This offer of employment and your acceptance hereof, is subject to ratification by the Calgary Islamic School Board.  Failure to ratify will nullify this appointment.
3. Your employment is subject to the provisions of all applicable statutes of the Province of Alberta and regulations passed thereunder, such rules as may be made from time to time by the Employer for the administration, management and operation of the school and school building under its jurisdiction and the applicable provisions of the Employer’s collective agreement with the Alberta Teachers’ Association.
4. Specific assignment to a grade(s) level shall be made by the Employer and its duly authorized Officers from time to time.
5. This contract contains the entire Agreement between the parties hereto and there are no representations, warranties or collateral agreements other than those as are expressed herein.
6. 30 days notice of contract termination by either party must be stated in writing.
7. The teacher attests that s/he is in good health.
8. OVERPAYMENT:  The teacher agrees that if at any time the teacher was paid wages in excess of the amount due to the teacher at the time of payment, the Employer may deduct an amount equal to the overpayment from any money owing to the teacher by the Employer and the teacher hereby irrevocably authorizes the Employer to deduct such amounts.
9. NO UNTRUTHS:  The teacher expressly promises that the teacher’s application form is truthful in all respects, and the teacher has not intentionally failed to provide School Officials with any information pertinent to the decision to make this offer of employment.
10. CRIMINAL RECORDS:  The teacher expressly promises that the teacher has never been convicted under the Criminal Code of Canada, or similar legislation of any jurisdiction, of an offence relating to sexual misconduct, fraud, theft or physical violence.  The teacher agrees to notify the Employer as to the laying of criminal charges against the teacher forthwith upon the happening of the same.  The teacher also agrees to notify the Employer as to the entering of a conviction against the teacher under the Criminal Code of Canada or the Controlled Drugs and Substances Act forthwith upon the happening of the same.  Failure to notify the Employer could lead to disciplinary action up to and including termination of this agreement.
11. DUTY OF FIDELITY:  The teacher agrees that by accepting employment with the Employer, the teacher assumes a responsibility to at all times display conduct that is appropriate to the role of a teacher, that does not harm in any way the reputation of the School and that serves as an appropriate role model for students.
12. EFFECT OF NONCOMPLIANCE:  This offer of Employment is conditional.  If the teacher does not strictly comply with all terms and conditions, this offer is null and void and the teacher’s acceptance is of no force or effect. Failure to respond by _____________________ (date), will nullify this offer.

DATED at the City of Calgary,

 in the Province of Alberta,

 this __________________ (date).                                           Accepted this _____ day of _______________, 20___

____________________________________                          ___________________________________________

Chair of the Board                                                                    Appointee

                                                                                                  ___________________________________________

Witness
CONTINUING PART-TIME TEACHING CONTRACT

<<NAME>>

<<ADDRESS>>

<<CITY>>

1.     You have been appointed to the teaching staff of the Calgary Islamic School on a continuing part-time teaching contract.

2.     This offer of employment and your acceptance hereof, is subject to ratification by the Calgary Islamic School Board.  Failure to ratify will nullify this appointment.

1. Your employment is subject to the provisions of all applicable statutes of the Province of Alberta and regulations passed thereunder, such rules as may be made from time to time by the Employer for the administration, management and operation of the school and school building under its jurisdiction and the applicable provisions of the Employer’s collective agreement with the Alberta Teacher’s Association.
2. Specific assignment to a grade(s) level shall be made by the Employer and its duly authorized Officers from time to time.
3. This contract contains the entire Agreement between the parties hereto and there are no representations, warranties or collateral agreements other than those as are expressed herein.
4. 30 days notice of contract termination by either party must be stated in writing.
5. The teacher attests that s/he is in good health.
6. OVERPAYMENT:  The teacher agrees that if at any time the teacher was paid wages in excess of the amount due to the teacher at the time of payment, the Employer may deduct an amount equal to the overpayment from any money owing to the teacher by the Employer and the teacher hereby irrevocably authorizes the Employer to deduct such amounts.
7. NO UNTRUTHS:  The teacher expressly promises that the teacher’s application form is truthful in all respects and the teacher has not intentionally failed to provide the School Officials with any information pertinent to the decision to make this offer of employment.
8. CRIMINAL RECORDS:  The teacher expressly promises that the teacher has never been convicted under the Criminal Code of Canada, or similar legislation of any jurisdiction, of an offence relating to sexual misconduct, fraud, theft or physical violence.  The teacher agrees to notify the Employer as to the laying of criminal charges against the teacher forthwith upon the happening of the same.  The teacher also agrees to notify the Employer as to the entering of a conviction against the teacher under the Criminal Code of Canada or the Controlled Drugs and Substances Act forthwith upon the happening of the same.  Failure to notify the Employer could lead to disciplinary action up to and including termination of this agreement.
9. DUTY OF FIDELITY:  The teacher agrees that by accepting employment with the Employer, the teacher assumes a responsibility to at all times display conduct that is appropriate to the role of a teacher, that does not harm in any way the reputation of the School and that serves as an appropriate role model for students.
10. EFFECT OF NONCOMPLIANCE:  This offer of Employment is conditional. If the teacher does not strictly comply with all terms and conditions, this offer is null and void and the teacher’s acceptance is of no force or effect.  Failure to respond by _____________________ (date), will nullify this offer.

DATED at the City of Calgary,

 in the Province of Alberta,

 this __________________ (date).                                           Accepted this _____ day of _______________, 20___

____________________________________                          ___________________________________________

Chair of the Board                                                                    Appointee

                                                                                                  ___________________________________________

                                                                                                  Witness

PROBATIONARY TEACHING CONTRACT

<<NAME>>

<<ADDRESS>>

<<CITY>>

1.     You have been appointed to the teaching staff of the Calgary Islamic School on a probationary teaching contract. Your duties will commence on _____________________, and as this is a probationary appointment, it is provided that your duties will terminate on _____________________.

2.     This offer of employment and your acceptance hereof, is subject to ratification by the Calgary Islamic School Board.  Failure to ratify will nullify this appointment.

3.     Your employment is subject to the provisions of all applicable statutes of the Province of Alberta and regulations passed thereunder, such rules as may be made from time to time by the Employer for the administration, management and operation of the school and school building under its jurisdiction and the applicable provisions of the Employer’s collective agreement with the Alberta Teachers’ Association.

4.     Specific assignment to a grade(s) level shall be made by the Employer and its duly authorized Officers from time to time.

5.     This contract contains the entire Agreement between the parties hereto and there are no representations, warranties or collateral agreements other than those as are expressed herein.

6.     This contract may be extended by mutual agreement, in writing, by the Employer and the teacher, in accordance with the collective Agreement.

7.     30 days notice of contract termination by either party must be stated in writing with the exception of the probationary period in article 14.4.3 where no notice is required.

8.     The teacher attests that s/he is in good health.

9.     OVERPAYMENT:  The teacher agrees that if at any time the teacher was paid wages in excess of the amount due to the teacher at the time of payment, the Employer may deduct an amount equal to the overpayment from any money owing to the teacher by the Employer and the teacher hereby irrevocably authorizes the Employer to deduct such amounts.

10.   NO UNTRUTHS:  The teacher expressly promises that the teacher’s application form is truthful in all respects and the teacher has not intentionally failed to provide the School Officials with any information pertinent to the decision to make this offer of employment.

11.   CRIMINAL RECORDS:  The teacher expressly promises that the teacher has never been convicted under the Criminal Code of Canada, or similar legislation of any jurisdiction, of an offence relating to sexual misconduct, fraud, theft or physical violence.  The teacher agrees to notify the Employer as to the laying of criminal charges against the teacher forthwith upon the happening of the same.  The teacher also agrees to notify the Employer as to the entering of a conviction against the teacher under the Criminal Code of Canada or the Controlled Drugs and Substances Act forthwith upon the happening of the same.  Failure to notify the Employer could lead to disciplinary action up to and including termination of this agreement.

12.   DUTY OF FIDELITY:  The teacher agrees that by accepting employment with the Employer, the teacher assumes a responsibility to at all times display conduct that is appropriate to the role of a teacher, that does not harm in any way the reputation of the School and that serves as an appropriate role model for students.

13.   EFFECT OF NONCOMPLIANCE:  This offer of Employment is conditional. If the teacher does not strictly comply with all terms and conditions, this offer is null and void and the teacher’s acceptance is of no force or effect.  Failure to respond by _____________________ (date), will nullify this offer.

DATED at the City of Calgary,

 in the Province of Alberta,

 this __________________ (date).                                           Accepted this _____ day of _______________, 20___

____________________________________                          ___________________________________________

Chair of the Board                                                                    Appointee

                                                                                                  ___________________________________________

Witness
TEMPORARY TEACHING CONTRACT

<<NAME>>

<<ADDRESS>>

<<CITY>>

1. You have been appointed to the teaching staff of the Calgary Islamic School on a temporary teaching contract.
2. This offer of employment and your acceptance hereof, is subject to ratification by the Calgary Islamic School Board.  Failure to ratify will nullify this appointment.
3. Your employment is for the purpose of replacing a teacher employed by the Employer who is absent from his/her teaching duties with the School. Your duties will commence on __________________ and shall terminate on ___________________.
4. Your employment is subject to the provisions of all applicable statutes of the Province of Alberta and regulations passed thereunder, such rules as may be made from time to time by the Employer for the administration, management and operation of the school and school building under its jurisdiction and the applicable provisions of the Employer’s collective agreement with the Alberta Teachers’ Association.
5. This contract contains the entire Agreement between the parties hereto and there are no representations, warranties or collateral agreements other than those as are expressed herein.
6. Where possible and in accordance with article 14.5.3, 30 days notice of contract termination by either party must be stated in writing.
7. The teacher attests that s/he is in good health.
8. OVERPAYMENT:  The teacher agrees that if at any time the teacher was paid wages in excess of the amount due to the teacher at the time of payment, the Employer may deduct an amount equal to the overpayment from any money owing to the teacher by the Employer and the teacher hereby irrevocably authorizes the Employer to deduct such amounts.
9. NO UNTRUTHS:  The teacher expressly promises that the teacher’s application form is truthful in all respects and the teacher has not intentionally failed to provide the School Officials with any information pertinent to the decision to make this offer of employment.
10. CRIMINAL RECORDS:  The teacher expressly promises that the teacher has never been convicted under the Criminal Code of Canada, or similar legislation of any jurisdiction, of an offense relating to sexual misconduct, fraud, theft or physical violence.  The teacher agrees to notify the Employer as to the laying of criminal charges against the teacher forthwith upon the happening of the same.  The teacher also agrees to notify the Employer as to the entering of a conviction against the teacher under the Criminal Code of Canada or the Controlled Drugs and Substances Act forthwith upon the happening of the same.  Failure to notify the Employer could lead to disciplinary action up to and including termination of this agreement.
11. DUTY OF FIDELITY:  The teacher agrees that by accepting employment with the Employer, the teacher assumes a responsibility to at all times display conduct that is appropriate to the role of a teacher, that does not harm in any way the reputation of the School and that serves as an appropriate role model for students.
12. EFFECT OF NONCOMPLIANCE:  This offer of employment is conditional.  If the teacher does not strictly comply with all terms and conditions, this offer is null and void and the teacher’s acceptance is of no force or effect.  Failure to respond by _____________________ (date), will nullify this offer.

DATED at the City of Calgary,

 in the Province of Alberta,

 this __________________ (date).                                           Accepted this _____ day of _______________, 20___

____________________________________                          ___________________________________________

Chair of the Board                                                                    Appointee

                                                                                                  ___________________________________________

                                                                                                  Witness

MEMORANDUM OF UNDERSTANDING

Between Calgary Islamic School Board (CISB) and The Alberta Teachers’ Association (ATA)

Whereas The Calgary Islamic School Board and the ATA have negotiated a renewal Collective Agreement with a term of September 1, 2011 to August 31, 2014;

And whereas the negotiators for the CISB and the ATA have reached agreement on an additional term for this Collective Agreement, the parties hereby agree to add the following clause to the Collective Agreement.

3.7          Allowance for Assistant Principal

3.7.1       In addition to the salary payable under article 3.1, the Assistant Principal shall be paid an allowance of $5,000 per year.

This clause will take effect on January 9, 2012.