The Alberta Teachers’ Association

(a) superintendent,
(b) deputy or assistant superintendent(s) or associate superintendent(s),
(c) director, curriculum and instruction,
(d) director, special education,
(e) director, technology services.


2. Scope


2.1 The Board retains those residual rights of management not specifically limited by the terms of this agreement.


2.2 The matters negotiated by the parties in respect of the salaries and the terms and conditions of the teachers' employment with the Board are governed by the provisions of this agreement and any statutory provisions relating thereto.


3. Term of Agreement


3.1 This agreement takes effect September 1, 2001 and terminates August 31, 2003. Either party may give to the other not less than 60 days nor more than 180 days prior to the termination of this agreement a notice in writing of its intention to commence collective bargaining.


3.1.1 Not more than 30 days after notice is served the parties to this agreement shall meet:

(a) to establish ground rules;
(b) to set dates for future meetings;
(c) and may exchange proposals.


3.1.2 The two parties may, at any time, upon their mutual consent, negotiate revisions to this agreement. Any such revisions mutually agreed upon shall become effective from such date as determined during the course of negotiations.


3.2 If neither party submits notice as per clause 3.1, this agreement shall continue from year to year thereafter until notification of desire to amend or terminate is given as per clause 3.1.


3.3 The wording and figures contained in the articles and schedules of this agreement shall not be changed by either party, except through mutual agreement.


3.4 The Board shall make available in each school copies of the collective agreement for each teacher. Upon engagement, each new teacher shall be given a copy. Costs shall be shared equally between the Board and Alberta Teachers' Association Local No 17.


4. Salary Schedule


4.1 The Board shall pay all teachers the salaries and allowances herein set forth and computed. All sums mentioned herein are "per annum" unless specifically stated otherwise. One month salary shall be 1/12 part of the annual salary at the rate in effect that month.


4.1.1 Except for substitute teachers, each teacher shall be paid 1/12 of the annual rate of salary as follows:

(a) on the 27 of the month or the Friday prior if the 27 falls on a Saturday or a Sunday;
(b) not later than two clear banking days prior to the Christmas vacation.


4.1.2 Teachers shall have their salary payments electronically deposited to their designated bank account.


4.2 The number of years of teacher education and the years of teaching experience, as computed according to this agreement, shall together determine the basic salary rate of each teacher employed by the Board.


4.3 The following salary schedules shall be effective as indicated:

Schedule "A" – Effective September 1, 2001

	One	Two	Three	Four	Five	Six
0	24,153	27,636	30,705	37,350	39,723	42,169
1	25,323	28,901	32,154	39,691	42,062	44,507
2	26,495	30,165	33,605	42,031	44,402	46,847
3	27,665	31,431	35,054	44,373	46,742	49,184
4	28,837	32,696	36,502	46,714	49,082	51,524
5	30,007	33,960	37,951	49,056	51,422	53,862
6	31,178	35,223	39,400	51,396	53,763	56,202
7	32,348	36,487	40,849	53,738	56,102	58,541
8	33,518	37,751	42,297	56,079	58,443	60,880
9	34,687	39,015	43,745	58,421	60,782	63,218
10	35,857	40,279	45,195	60,760	63,122	65,556
11	37,028	41,543	46,643	63,101	65,461	67,894

Schedule "B" – Effective August 31, 2002

	One	Two	Three	Four	Five	Six
0	25,059	28,672	31,856	38,751	41,213	43,750
1	26,273	29,985	33,360	41,179	43,639	46,176
2	27,489	31,296	34,865	43,607	46,067	48,604
3	28,702	32,610	36,369	46,037	48,495	51,028
4	29,918	33,922	37,871	48,466	50,923	53,456
5	31,132	35,234	39,374	50,896	53,350	55,882
6	32,347	36,544	40,878	53,323	55,779	58,310
7	33,561	37,855	42,381	55,753	58,206	60,736
8	34,775	39,167	43,883	58,182	60,635	63,163
9	35,988	40,478	45,385	60,612	63,061	65,589
10	37,202	41,789	46,890	63,039	65,489	68,014
11	38,417	43,101	48,392	65,467	67,916	70,440

Schedule "C" – Effective September 1, 2002

	One	Two	Three	Four	Five	Six
0-1	26,273	29,985	33,360	41,179	43,639	46,176
2	27,489	31,296	34,865	43,607	46,067	48,604
3	28,702	32,610	36,369	46,037	48,495	51,028
4	29,918	33,922	37,871	48,466	50,923	53,456
5	31,132	35,234	39,374	50,896	53,350	55,882
6	32,347	36,544	40,878	53,323	55,779	58,310
7	33,561	37,855	42,381	55,753	58,206	60,736
8	34,775	39,167	43,883	58,182	60,635	63,163
9	35,988	40,478	45,385	60,612	63,061	65,589
10	37,202	41,789	46,890	63,039	65,489	68,014
11	38,417	43,101	48,392	65,467	67,916	70,440

Schedule "D" – Effective March 1, 2003

	One	Two	Three	Four	Five	Six
0-1	27,193	31,034	34,528	42,620	45,166	47,792
2	28,451	32,391	36,085	45,133	47,679	50,305
3	29,707	33,751	37,642	47,648	50,192	52,814
4	30,965	35,109	39,196	50,162	52,705	55,327
5	32,222	36,467	40,752	52,677	55,217	57,838
6	33,479	37,823	42,309	55,189	57,731	60,351
7	34,736	39,180	43,864	57,704	60,243	62,862
8	35,992	40,538	45,419	60,218	62,757	65,374
9	37,248	41,895	46,973	62,733	65,268	67,885
10	38,504	43,252	48,531	65,245	67,781	70,394
11	39,762	44,610	50,086	67,758	70,293	72,905

4.5 A teacher who is employed to teach on a part-time basis for the full school year or a portion thereof shall be paid that fraction of the annual salary entitlement and group insurance plan premiums which corresponds to the fraction of time taught.

5. Administration and Administrative Allowances

5.1 In addition to the foregoing salary, there shall be paid administrative allowances in accordance with the following schedule:

5.1.1(a) Effective September 1, 2001, principals shall be paid:

0 - 100 students - $94.00 per student
101 - 300 students - $19.26 per student
301 - 500 students - $15.85 per student
501 or more students - $14.72 per student

(b) Effective August 31, 2002, principals shall be paid:

0 - 100 students - $97.52 per student
101 - 300 students - $19.99 per student
301 - 500 students - $16.45 per student
501 or more students - $15.27 per student

(c) Effective March 1, 2003, principals shall be paid:

0 - 100 students - $100.94 per student
101 - 300 students - $20.68 per student
301 - 500 students - $17.02 per student
501 or more students - $15.80 per student

5.1.2(a) Effective September 1, 2001, vice-principals shall be paid:

0 - 100 students - $47.01 per student
101 - 300 students - $9.64 per student
301 - 500 students - $7.94 per student
501 or more students - $7.36 per student

(b) Effective August 31, 2002, vice-principals shall be paid:

0 - 100 students - $48.77 per student
101 - 300 students - $10.00 per student
301 - 500 students - $8.23 per student
501 or more students - $7.64 per student

(c) Effective March 1, 2003, vice-principals shall be paid:

0 - 100 students - $50.47 per student
101 - 300 students - $10.35 per student
301 - 500 students - $8.52 per student
501 or more students - $7.91 per student

Note: Please note that the current principal of Reed Ranch School shall have his September 30, 1997 allowance red circled until such time as the schedule catches up.

5.2 Additional Allowances--In addition to the salary specified in 4.3, there shall be paid additional allowances for other designated administrative positions as follows:

(a) Effective September 1, 2001

Division coordinators - $7,006
Department heads - $2,583
Teachers of Hutterite Colony schools - $2,064
Self-managed team member - $2,064
Curriculum and instruction leaders - $2,064

(b) Effective August 31, 2002

Division coordinators - $7,269
Department heads - $2,679
Teachers of Hutterite Colony schools - $2,141
Self-managed team member - $2,141
Curriculum and instruction leaders - $2,141

(c) Effective March 1, 2003

Division coordinators - $7,523
Department heads - $2,773
Teachers of Hutterite Colony schools - $2,216
Self-managed team member - $2,216
Curriculum and instruction leaders - $2,216

5.3 In a school where there are nine or more teachers including the principal, the Board shall designate one teacher to be vice-principal, unless an alternative administrative designation is deemed to be more practical after consultation and agreement between the Board and the principal and staff of the school concerned.

5.4 Acting Principal

5.4.1 When in the absence of the principal, the vice-principal or other designee acts in his/her place for a period of five or more consecutive school days, the vice-principal or other designee shall be designated as acting principal and shall receive an allowance computed as per 5.1.1 effective the fifth day and every consecutive day thereafter of the period during which he or she is designated.

5.4.2 In schools where there is not a vice-principal, a teacher shall be designated acting principal and will be paid in accordance with the administration formula specified in article 5.1.1 effective the fifth consecutive day of the principals absence and prorated in accordance with the service rendered.

5.4.3 Such designation shall terminate upon the return to duty of the principal or either the principal or vice-principal(s) or upon the appointment of a new principal, who has assumed responsibility within the school, whichever is sooner.

5.5 The pupil count for all administrative allowances to be as of September 30 in each school year and Kindergarten students shall be counted in the same fashion as they are counted for grant purposes by Alberta Learning.

5.6 The Board may create or fill administrative positions other than those specifically enumerated in clause 5.2 hereof, provided that additional allowances are negotiated with the Alberta Teachers' Association Local No 17 economic policy committee's negotiating subcommittee before advertising and filling such position. If after 10 days from the time the notice is given to the committee no agreement is reached, the Board may proceed to fill the position with the understanding that the amount of the allowance will be on the bargaining table at the next round of salary negotiations.

5.7 When a principal is seconded by division office to work on a project basis, the principal will continue to receive the same allowance during the secondment that the principal was receiving just prior to being seconded.

6. Teacher Education

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

6.2 The adjustment dates for changes in the allowance for university education are commencement of the school year and February 1.

6.3 Each teacher claiming additional teacher education and each teacher commencing employment with the Board, shall supply satisfactory evidence of teacher education to the Board within 90 calendar days from commencement of the school year or from the date of commencement of employment or adjustment dates. If satisfactory evidence is not submitted within 90 calendar days, salary shall be adjusted effective the beginning of the month following submission of satisfactory evidence. This clause shall not apply if the teacher submits a copy of the application for evaluation of teacher education to the Board within 45 calendar days of commencement of employment or adjustment dates.

6.4 In the event of an appeal or re-evaluation by a teacher of an aforementioned Teacher Qualifications Service evaluation, salary will be adjusted retroactively to the date of the evaluation being appealed or re-evaluated provided such action is initiated by the teacher within 30 calendar days of the date of the said Teacher Qualifications Service evaluation. Written proof of such an action by the teacher is required by the Board to substantiate a claim under these provisions.

6.4.1 If an appeal or re-evaluation is not launched by a teacher within the said 30 days, salary shall be adjusted effective the beginning of the month following submission of the result of the action by the teacher provided such month is not July or August.

6.5 Until the teacher submits satisfactory evidence of qualifications, the teacher shall be placed on the salary schedule according to the most recent acceptable statement of qualifications or according to the minimum education requirements for their teaching certificate.

7. Experience Increments

7.1 A year of teaching experience shall be earned by teachers providing service for at least the equivalent of 125 school days with the Board. Teaching experience earned by part-time teachers shall be accumulated within four consecutive years. When a year of teaching experience has been accumulated, the teacher shall not begin to earn additional teaching experience until an increment has been granted at the beginning of another school year or February 1.

The number of years of teaching experience earned by a teacher prior to engagement by the Board is granted as if it had been teaching experience in schools under the Board's jurisdiction.

No teacher shall receive increments for experience gained while not holding a valid teaching certificate.

7.2 The adjustment date for changes in the number of increments allowed for teaching experience shall be at the commencement of the school year or February 1.

7.3 Any teacher who substitutes part-time or full-time in the same position on five or more consecutive days shall accumulate those days or part thereof for the purpose of receiving an increment.

7.4 The teacher shall be responsible to submit satisfactory evidence of teaching experience to the Board from other previous employer(s).

7.5 Proof of previous experience, or proof of having applied for same must be submitted to the Board within 45 calendar days of commencement of the school year or the date of commencement of employment or February 1, whichever is applicable.

7.5.1 If such evidence is submitted within the 45 calendar days, salary shall be paid according to this experience effective the date of commencement of the school year or the date of commencement of employment or February 1, whichever is applicable.

7.5.2 If such evidence is not submitted within the aforementioned 45 days, the teacher shall be placed on the salary schedule according to the most recent acceptable statement of experience and years of university education. The salary shall be adjusted effective the beginning of the month following submission of such evidence.

7.6 A teacher shall not receive more than one increment per year regardless of circumstances.

8. Substitute Teachers

8.1 (a) For the 2001-02 school year, substitutes shall be paid an additional lump sum of money equal to 6.25 percent of their gross earnings as substitutes in the 2001-02 school year.

(b) Effective September 1, 2002, substitute teachers shall be paid a per diem rate, the amount of which shall include vacation pay, as follows:
$138.34 per day
$83.23 per half day

(c) Effective March 1, 2003, substitute teachers shall be paid a per diem rate, the amount of which shall include vacation pay, as follows:
$143.18 per day
$86.15 per half day

8.2 A substitute teacher who teaches five or more consecutive days in the same teaching position shall be paid effective the sixth day and every consecutive day thereafter a daily rate equivalent to 1/200 of his/her placement on the salary schedule.

8.3 When a substitute teacher is required for a period in excess of five consecutive teaching days in the same teaching assignment, the same substitute teacher shall be retained unless the substitute teacher is unwilling to continue the assignment.

8.4 Substitute teachers shall be paid not later than the 10 day of the month following, provided the necessary payroll information is submitted no later than three calendar days following the last teaching day of the month in which the days were taught.

9. Sick Leave

9.1 Sick leave benefits are sponsored by the Board and will be granted with pay for the purpose of obtaining necessary medical or dental treatment or on account of injury, illness or disability to the extent hereinafter provided.

9.2 (a) In the first year of employment with the Board, the teacher shall be entitled to statutory sick leave. Should sick leave exceed the number of days of sick leave entitlement, any salary adjustment required shall be made on the last cheque issued to the teacher for the current school year.
(b) During the second and subsequent years under contract, annual sick leave with full salary will be granted for the purpose of obtaining necessary medical or dental treatment or because of accident, sickness or disability for 90 calendar days.
(c) A teacher who has more than one year of service and has been absent due to medical disability shall, upon return to full-time duty, be entitled to an additional sick leave benefit of 90 calendar days.

9.3 A teacher who is absent from school duties to obtain necessary medical or dental treatment or because of accident, disability or sickness for a period of more than three consecutive teaching days may be required to present a medical certificate after resuming normal teaching duties.

9.4 A teacher who is absent from school duties to obtain necessary medical or dental treatment or because of accident, disability or sickness for a period of three teaching days or less may be required to present a signed statement giving the reason for such absence.

9.5 Teachers shall be eligible for sick leave from the onset of illness or disability to the extent of sick leave credited to them but not beyond the date of eligibility for benefit under the Alberta School Employee Benefit Plan.

9.5.1 After 90 continuous calendar days of illness or medical disability, no further salary shall be paid.

9.6 Provisions of this article shall not be applicable when a teacher is on another leave (other than sick leave) without pay, or while on strike.

9.7 When a teacher leaves the employ of the Board, all accumulated sick leave shall be cancelled.

9.7.1 Notwithstanding clause 9.7, in the case of a teacher who has had one or more years of continuous service with the Board and within two years is re-employed by the Board, the teacher shall have entitlement to 90 calendar days of sick leave reinstated.

10. Sabbatical Leave

10.1 Sabbatical leave shall mean any long term leave of absence granted to a teacher for professional development through study.

10.2 Sabbatical leave may be granted at the discretion of the Board.

10.3 The remuneration of a teacher granted sabbatical leave shall be determined by the difference between Category 4 minimum and Category 4 maximum salary rates in effect at the time the leave commences.

10.3.1 Sabbatical leave for the duration of a semester or trimester may be granted by the Board. Remuneration shall be calculated on a prorated basis in accordance with clause 10.3.

10.4 A teacher who is granted sabbatical leave shall give an undertaking in writing to return to his/her duties following the expiry of his/her leave and shall not resign or retire from teaching service other than by mutual agreement between the Board and the teacher, for a period of at least two years after resuming duties.

10.5 Should a teacher, by mutual consent, resign or retire from the service of the Board before completing his/her two years service following such leave, repayment of sabbatical leave salary shall be made to the Board on a prorated basis. Teachers on extended disability shall not have this counted as a repayment period.

10.6 Experience increments will not be granted to teachers for the period of leave.

10.7 A teacher granted sabbatical leave shall enter into an individual written agreement with the Board as to the conditions under which the teacher may return to the school system at the conclusion of the leave provided the individual contract does not contravene the collective agreement.

10.8 For leaves commencing on or after September 1, applications must be made on or before the 30 of April.

10.9 All applicants shall be informed of the Board's decision immediately following the regular May Board meeting.

11. Maternity Leave

11.1 Effective February 5, 1997, teachers are entitled to maternity leave without pay for a period not exceeding 18 weeks.

11.2 When possible, a teacher will notify the Board of her leave requirements three months in advance of the first day of leave. The commencement of and return from, maternity leave shall be determined by the teacher. A medical certificate certifying pregnancy and expected date of delivery shall accompany such notification.

11.3 Any teacher returning from maternity leave is entitled to a teaching position with the Board. Any teacher returning from maternity leave who was employed on a probationary contract immediately prior to the leave may, at the discretion of the Board, be offered a second probationary contract of employment.

11.4 The Board shall continue to contribute the Board's share of group insurance plan premiums during the entire maternity leave where the teacher chooses to continue coverage.

11.5 A teacher who is absent from teaching duties for a health related reason due to pregnancy that is substantiated by a medical certificate from a physician indicating the expected duration of the medical condition and the expected date of next assessment, shall, in lieu of salary provided in this agreement, accept supplementary employment benefits for the actual period of such medical condition pursuant to the medical evidence and a Supplementary Employment Benefits Plan registered by the Board.

11.6 Maternity leave (other than the health related portion due to pregnancy defined in clause 11.5) shall not be considered teaching experience for the purpose of granting salary increments.

Adoption Leave

11.7 Effective February 5, 1997, teachers are entitled to adoption leave without pay for a period not exceeding eight weeks.

11.8 Teachers entitled to adoption leave shall notify the Board, in writing, of leave requirements three months in advance of the leave, if possible, and at the first opportunity to do so afterwards if the three month requirement cannot be met.

11.9 Only one parent of an adopted child shall be entitled to adoption leave under these provisions.

11.10 Any teacher returning from adoption leave is entitled to a teaching position with the Board. Any teacher returning from adoption leave who was employed on a probationary contract immediately prior to such leave may, at the discretion of the Board, be offered a second probationary contract of employment.

11.11 One day leave with pay shall be provided to a teacher to attend the adoption of his/her child.

11.12 The Board shall continue to contribute the Board's share of group insurance plan premiums during the entire adoption leave where the teacher chooses to continue coverage.

11.13 Adoption leave shall not be considered teaching experience for the purposes of granting salary increments.

Child Care Leave

11.14 Child care leave shall be granted to a teacher without pay, allowances and other benefits of this agreement for a period of up to one school year:

(a) to provide care to a teacher's child less than two years of age; or
(b) to care for the teacher's adopted child less than three years of age or the teacher's adopted child who is identified as a special needs child.

11.15 The teacher shall, in consultation with the superintendent, three months in advance of the leave, determine the commencement date of the leave.

11.16 Return from child care leave shall occur at the beginning of a school year or the beginning of a reporting period or at such other time as mutually agreed by the teacher and superintendent.

11.17 Teachers returning from child care leave are entitled to a teaching position with the Board. Any teacher returning from such leave who was employed on a probationary contract immediately prior to the leave may, at the discretion of the Board, be offered a second probationary contract of employment.

11.18 A teacher requesting return prior to the expiry of the leave will be considered for appropriate vacancies.

11.19 Where child care leave is granted in conjunction with maternity or adoption leave, the combined total leave shall not exceed 12 months.

11.20 Leave taken for the purpose of child care shall not be considered teaching experience for the purpose of granting a salary increment.

11.21 One day of paternal leave with pay shall be provided to a teacher occasioned by the birth of his child.

12. Other Leaves of Absence

Leave of absence shall be granted under the following conditions:

12.1 A teacher is entitled to temporary leave of absence with pay and such leave is deemed to be an authorized leave of absence approved by the Board pursuant to section 92(1)(d)(i) of the School Act, 1988.

12.2 A teacher is entitled to not more than five teaching days for each occurrence because of the critical illness or five teaching days for death of spouse, child, parent, legal guardian, brother, sister, parents of spouse, grandparents, grandchildren, grandparents of spouse, brother-in-law, sister-in-law or a relative who is a member of the teacher's household and up to three teaching days to attend the funeral of aunts or uncles of the teacher or spouse or nieces or nephews of the teacher or spouse or close personal friends.

12.3 A teacher is entitled to a leave of absence with pay for one day to attend convocation at a post-secondary institution at which the teacher or the teacher's son, daughter or spouse is graduating.

12.3.1 A teacher is entitled to a leave of absence with pay for one day per calendar year to write an examination related to the teacher's academic studies.

12.4 A teacher who, despite reasonable effort, is unable to travel to his/her school from his/her usual place of residence because of (a) inclement weather, (b) impassable road conditions, or (c) failure of transportation facilities other than his/her own, is entitled to his/her salary for the periods of absence so occasioned.

12.5 Leave of absence for salary negotiations shall be granted without loss of salary, provided that the Board shall be reimbursed by the Alberta Teachers' Association Local No 17 for the cost of a substitute for each day of such leave.

12.6 Upon request to the principal, with two weeks notice where possible, a teacher shall be granted up to three personal leave days per school year except where circumstances put such leave in conflict with the interests of the school. Upon request to the superintendent, with two weeks notice where possible, a principal shall be granted up to three personal leave days per school year except where circumstances put such leave in conflict with the interests of the school.

(a) Effective September 1, 1996, one of these days shall be at no cost to the teacher/principal. If this day is not used at the end of the school year, it will be accumulated at a rate of one day per school year to a maximum of five days.
(b) For each of the other two days the cost of a substitute, including benefits, shall be borne by the teacher.
(c) A teacher/principal may not use more than four personal leave days in one school year, unless approved by the superintendent.

12.6.1 For any teacher under contract for 60 days or less in a school year, the provisions of clause 12.6 do not apply.

12.6.2 Any teacher under contract for 61 to 100 days in a school year shall be granted 1/2 day personal leave per school year.

12.7 When a teacher is required to serve on a jury or is subpoenaed to appear in the courts as a witness, the Board will continue to pay the teacher's full salary provided the full amount of the allowance(s) (excluding reimbursement for authorized expenses) received by the teacher from the courts is remitted to the Board.

12.8 Association Business

The Board shall grant leave of absence with full pay for teachers who are absent to attend to professional business at the local level approved by the Alberta Teachers' Association. The Alberta Teachers' Association Local No 17 will reimburse the Board at the daily rate or, where appropriate, the half-daily rate for substitute teachers under clauses 8.1 and 8.2 of this agreement.

12.8.1 It is recognized that from time to time the Alberta Teachers' Association may request that certain of its members be granted release from duties to serve on Association committees or other bodies or to act as its representative. The Association will reimburse the Board at the daily rate or, where appropriate, the half-daily rate for substitute teachers under clauses 8.1 and 8.2 of this agreement.

12.9 Additional leaves of absence may be granted by the Board with or without pay.

13. Transfers

13.1 Notwithstanding section 104 of the School Act, 2000, no teacher who has been designated a principal, vice principal or assistant principal prior to September, 1993 shall be transferred to another school without the teacher's consent.

13.2 When the Board requests a teacher to transfer to another school, it shall move the teacher or shall pay reasonable moving expenses necessarily incurred due to such transfer.

14. Group Insurance

14.1 When enrolment and other requirements for group participation in various plans have been met, the Board will sponsor such plans to the portion agreed upon and such sponsorship shall not exceed that which is authorized or accepted by the benefit agency.

14.2 Effective September 1, 2001, the Board shall contribute toward the costs of the various premiums as follows:

(a) ASEBP Extended Disability Benefit, Plan D, Life and Accidental Death and Dismemberment Insurance, Schedule 2 - 85 percent of each teacher's monthly premium.
(b) ASEBP Extended Heath Care Plan 1 - 85 percent of each teacher's monthly premium.
(c) ASEBP Dental Care Plan 3 - 85 percent of each teacher's monthly premium.
(d) Alberta Health Care - 85 percent of each teacher's monthly premium.
(e) ASEBP Vision Care Plan 3C - 85 percent of each teacher's monthly premium.

14.3 Subject to the provisions of the master policies, all teachers appointed to the staff of the Board after the signing of this collective agreement shall be required to enrol in the ASEBP Plans and Alberta Health Care. All teachers enrolled in the plans on the signing date of this agreement shall continue to be enrolled in the plans. A teacher may be exempted from participation in the extended health care plan and the dental plan and the vision plan and the Alberta Health Care plan upon submitting proof of participation in these or similar plans through his or her spouse.

14.4 Payments towards group insurance plans by the Board shall permit it to retain and not pass on to teachers, any rebates of premiums otherwise required under the Canada Employment and Immigration Commission (previously Unemployment Insurance Commission) regulations.

14.5 The Board shall deduct from the monthly salary of each teacher enrolled in said insurance plans, the teacher's share of the monthly premiums and shall remit payment for premiums to the appropriate companies.

15. General

15.1 No teacher shall be required to render service for more than 200 days or the equivalent in a school year, exclusive of designated and statutory holidays unless mutually agreed.

15.1.1 A teacher regularly assigned to classroom duties who agrees to render service in excess of 200 days shall be paid at the rate of 1/200 of the rate of his/her total salary for each day he/she is so employed in excess of 200 days.

15.1.2 Notwithstanding 15.1.1, it is recognized that teachers who are in receipt of an administrative or supervisory allowance, shall accept the professional responsibility of having their units 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 opening and closing.

15.2 Newly appointed teachers may be required to present a medical certificate of good health and evidence of teaching experience.

16. Grievance Procedure

16.1 Any difference (hereinafter called "a grievance") between any employee covered by this agreement and the Board or in a proper case between Local No 17 of the Alberta Teachers' Association and the Board concerning the interpretation, application, operation or alleged violation of this agreement and further including any dispute as to whether the difference is arbitrable, shall be dealt with as follows, without stoppage of work or refusal to perform work.

16.1.1 Step A - The grievance shall be in writing and must include a statement of the following:

(a) the name(s) of the aggrieved;
(b) the nature of the grievance and the circumstances which gave rise to the grievance;
(c) the remedy or correction the Board is requested to make;
(d) the section(s) where the agreement is claimed to be violated.

Such written grievance shall be submitted to the corporate secretary of the Board and to the secretary of the Alberta Teachers' Association Local No 17 within 20 teaching days following the date of the occurrence giving rise to the grievance or when the grievant first became aware of the occurrence giving rise to the grievance.

The corporate secretary of the Board shall have 15 teaching days in which to communicate a decision in writing to the grievor.

The Board or a committee of the Board and the grievant(s), with or without an Alberta Teachers' Association representative, may request a meeting within 15 days in an attempt to resolve the dispute.

16.1.2 Step B - In the event the grievance is not settled within 30 teaching days after the date of submission of the grievance in accordance with Step A, then on or before a further 10 teaching days have elapsed from the time the written decision is received, the grievance shall be referred in writing by the grievant to the corporate secretary of Chinook's Edge School Division No 73, chairman of the Board's grievance committee and the chairman of the teacher's grievance committee.

The grievance committee shall be composed of two representatives of the Board and two representatives of Local No 17 of the Alberta Teachers' Association. The chairman of the Board's grievance committee shall contact the chairman of the teacher's grievance committee to set an appropriate date, place and time to meet in order to attempt to resolve the dispute.

The grievance committee shall render its decision in respect of the grievance within 21 days following the receipt of the submission. If the grievance committee reaches a majority decision as to the disposition of the grievance, that decision shall be final and binding.

16.1.3 Step C - In the event the grievance committee does not meet within 21 days following the receipt of the submission or in the event the said committee does not reach a majority decision within the said time, then either party may by written notice require the establishment of an arbitration board as hereinafter provided. Such notice must be given within 10 days after the aforesaid 21 day time limit expires or if the grievance committee fails to render a majority decision.

16.2 Each party shall appoint one member as its representative on the arbitration board within seven days of such notice and the two members shall endeavor to select an independent chairman.

16.3 If the two members fail to select a chairman within five days after the day on which the latter of the two members is appointed, they shall request the director of mediation services to select a chairman.

16.4 The arbitration board shall determine its own procedure but shall give full opportunity to all parties to present evidence and to be heard.

16.5 The arbitration board shall not change, modify or alter any of the terms of this agreement.

16.6 The arbitration board shall give its decision not later than 14 days after the appointment of the chairman except with the consent of the Board and the Association, by whose joint consent only shall such limitations of time be extended. The findings and decisions of a majority of an arbitration board shall be the findings and decisions of the arbitration board and shall be binding on the parties.

16.7 Each party to a grievance shall bear the expenses of its respective nominee and the two parties shall bear equally the expenses of the chairman.

16.8 Where any reference in clauses 16.1 to 16.6 inclusive are to a period of days, such period shall be exclusive of Saturdays, Sundays, statutory and Board declared holidays and vacation periods.

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

17. Special Needs Students

17.1 When a student with special needs is placed in a regular class setting, the teacher will:

(a) be invited to participate in education related case conferences prior to the placement with personnel associated with the placement of the student;
(b) have access to information that in the opinion of the Board or its designee is pertinent to the placement; and
(c) be provided inservice training to meet the needs of the student provided the Board or its designee deem the training necessary.

18. Year Round Schooling

In order to implement year round schooling the following criteria shall apply.

18.1 Year round schooling means the organization of a school year in which students are provided instruction for a maximum of 200 days as per the School Act 2000 and clauses 15.1 and 15.1.1 of the collective agreement. The school year shall be divided into four instructional periods of roughly equal duration, separated by vacation or intercessional period(s).

18.2 The school year (year round schooling) shall begin on or about August 1 and end on or about June 30 of each year.

18.3 The total length of instruction per year shall be comparable to that of a traditional school year.

18.4 The traditional school year is premised on or about a September 1 "commencement of schooling" and a June 30 closing. The collective agreement is organized to reflect this premise. For the purposes of a school authorized to follow the year round schooling calendar, the annual salary of its teachers shall be computed on the same basis as for all teachers covered by this collective agreement and paid in 12 monthly intervals as computed from the beginning of the year round schooling calendar, consistent with clauses 4.1, 4.1.1 and 4.1.2.

(a) The salary schedule, allowances and substitute teachers salary of staff designated to teach in a school authorized to use the year round schooling calendar that reflects an on or about August 1 commencement of class shall be computed in a manner consistent with the collective agreement.
(b) More specifically, for a school authorized to follow a Year Round Schooling calendar, the following clauses shall be applied as though they read August 1, instead of September 1.
a. Clause 4.3 - Salary Schedule
b. Clause 5.1 & 5.1.1 & 5.1.2 - Administration and Administrative Allowances
c. Clause 5.2 - Additional Allowances
d. Clause 6.2 - Teacher Education
e. Clause 8.1 - Substitute Teachers

18.5 Whenever time specific days are stipulated in the collective agreement, the commencement of the school year shall be deemed to be on or about August 1 for the Year Round Schooling or on or about September 1 for Traditional Schooling.

18.6 The intersession and activities instruction periods shall be deemed as non-instruction periods for teachers assigned to the Year Round Schooling calendar. This non-instruction portion shall be deemed to be the vacation period for all certificated personnel.

18.7 In a school authorized to follow a Year Round Schooling calendar, Kindergarten may be offered concurrently with the Grades 1-6 classes.

19. Other

19.1 This agreement shall be applicable to all teachers under the employ of the Board during the currency of the agreement.

19.2 Except where provisions of the agreement are made with reference to specific provisions in previous agreements, all previous agreements and salary schedules between or affecting the parties are hereby cancelled.

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

20. Date of Agreement

In witness thereof, the parties hereto execute this agreement by affixing hereto the signatures of their proper officers on their behalf.

Award issued by Arbitration Tribunal 2002 07 23.

ADDENDUM 1

All teachers employed part-time and receiving full group insurance plan premium contributions from the Board under the 1993-95 Bow Valley Agreement shall continue to receive said benefits while under the continuous employ of the Board.

MATERNITY LEAVE SUPPLEMENTATION PLAN

1. Purpose--The purpose of the plan is to supplement the employment insurance benefits received by female employees of the Chinook's Edge School Division No 73 for temporary unemployment caused by the health related portion of the employee's maternity leave.

2. Coverage--The group of employees covered by this particular maternity leave supplementation plan include all female staff of the Chinook's Edge School Division No 73 who are paid in accordance with the provisions of the collective agreement between the Alberta Teachers' Association No 17 and Chinook's Edge School Division No 73, and who have served continuously for at least 12 months prior to the commencement date of the maternity leave.

3. The Plan--The employee agrees to apply for employment insurance benefits when she becomes eligible for the same. The Board agrees to supplement the employment insurance benefits received by the employee equal to the employee's normal weekly earnings during the health related portion of the leave, falling within the employment insurance entitlement period.

The supplemental benefit shall replace sick leave benefits and the teacher shall have no access to sick leave benefits during maternity leave with the exception of illness claims occurring prior to the commencement of the employee's employment insurance entitlement period.

4. Terms and Conditions of Payment--To be eligible for payments under the plan, an employee must apply for and be in receipt of employment insurance benefits except in the circumstance that the employee is serving the two week employment insurance waiting period.

The employee must verify for the employer the receipt of such benefits by providing to the employer, forthwith, a copy of each employment insurance cheque stub.

The employee shall not be entitled to payment under the supplementation plan until such time as:

- the employer has verified the receipt of the employment insurance benefit, and
- the employee has provided medical evidence confirming the health related reason for absence from work during the maternity leave.

The Board shall pay its portion of each employee's group insurance plan premiums during the health related portion of her maternity leave. The remainder of the maternity leave not covered by the health related portion shall be without pay and without Board contributions to group insurance plan premiums.

5. Benefit Duration--The Board agrees to supplement employment insurance benefits for a maximum of 17 weeks or for a period covered by accumulated sick leave, whichever is less. The employee shall not be entitled to any supplementation of employment insurance benefits for any period during which the employee would not have taught but for being on maternity leave.

6. Extended Disability--The Board shall advise each teacher to apply for extended disability benefits at least 30 days in advance of her expected eligibility for such benefit. After 90 consecutive calendar days of disability, the teacher shall apply for extended disability benefits and no further salary, group insurance plan premiums or supplementation of employment insurance benefits shall be payable by the Board.

7. Plan Duration--This plan will come into effect as of September 1, 1995 and will continue in effect for the duration of this collective agreement.

8. Accumulated Benefits--Payments received under the supplementation plan will not reduce the claimant's accumulated sick leave, vacation leave, severance pay or any other accumulated credits from employment.