The Alberta Teachers’ Association

COLLECTIVE AGREEMENT

BETWEEN

THE CLEARVIEW SCHOOL DIVISION #71

AND

THE ALBERTA TEACHERS' ASSOCIATION

September 1, 2012 - August 31, 2016

COLLECTIVE AGREEMENT

Between The Clearview School Division No. 71, (hereinafter referred to as “the Board”) of the first part, and The Alberta Teachers’ Association, a body corporate incorporated under the laws of the Province of Alberta, (hereinafter called “the Association”) of the second part.

Whereas the Association is the bargaining agent for the teachers employed by the Board; and

Whereas terms and conditions of employment and salaries have been the subject of negotiations between the parties, and

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

1.   BARGAINING UNIT

1.1   This agreement applies to all employees of the Board who as a condition of their employment must possess a valid teaching certificate issued under the authority of Alberta Education, herein collectively called the teachers, or where the context requires, teacher, except those designated as:

1.1.1   superintendent

1.1.2   deputy or assistant superintendents

1.1.3   director of student services

1.1.4   director of technology

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 shall take effect on September 1, 2012 and shall terminate on August 31, 2016. Either party may give to the other not less than 60 days nor more than 150 days prior to the termination of this agreement a notice in writing of its intention to commence collective bargaining. Such notice shall contain a list of all changes sought. At the first meeting between the parties following such notice, the party receiving such notice shall give a list of all the changes it seeks. Negotiations shall be limited to the items in the two lists combined.

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.

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 one-twelfth part of the annual salary at the rate in effect that month.

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.

Effective September 1, 2012

Effective September 1, 2014 (1.34% Increase)

Effective September 1, 2015 (2% Increase)

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

4.5   Nothing in this agreement shall reduce the basic salary of a teacher below the basic salary payable to a teacher immediately prior to the effective date of this agreement.

4.6   Provisions of this agreement in respect of salary and benefit premiums as per clause 17.2 shall be applicable to part-time teachers on a prorated basis, who shall receive only that portion of salary and benefit premiums that the period of actual service in the year bears to a year of full-time service.

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   Principal's Allowances

5.1.2   Vice-Principal Allowances

Administrative allowance amounting to 50 percent of the allowance received by a principal in accordance with clause 5.1.1 shall be paid to each vice-principal. Where the Board has designated a senior or first vice-principal, the senior or first vice-principal shall receive an administrative allowance amounting to 60 percent of the allowance received by the principal. The pupil count for a vice-principal shall be the same as the count for the principal.

5.2   Acting Principal

5.2.1   When, in the absence of the principal, the vice-principal acts in the principal’s place for a period of five (5) or more consecutive days, the vice-principal shall assume the position of acting principal and shall receive an allowance equivalent to that of the principal for the period from and including the sixth day until the return of the regular principal.

5.2.2   In the absence of the principal from a school where there is no vice-principal or in the absence of both the principal and vice-principal(s) from a school, a teacher shall be designated by the Board to be acting principal and shall be paid 50 percent of the principal’s allowance should the principal or both the principal and vice-principal (s) be absent for more than three consecutive school days and such allowances shall be payable from day one. 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.

5.3   The pupil count for purposes of administration and administrative allowances shall be made on September 30 of each year and to be effective on commencement of the current school year.

5.4   Additional Allowances

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

5.5   The Board may create or fill administrative positions other than those specifically enumerated in clause 5.4 hereof, provided that additional allowances are negotiated with the Local economic policy committee’s negotiating subcommittee before advertising and filling such positions. If after 10 days from the time 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.

5.6   Designation of a Vice-Principal

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 of the school concerned.

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 September 1, 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 60 calendar days of commencement of employment or adjustment dates.

6.4   Until the teacher submits satisfactory evidence, the teacher shall be placed on the salary schedule according to the most recent acceptable statements of qualifications or according to the minimum education requirements for the teacher’s 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   Substitute teaching shall not be counted as teaching experience for incremental purposes.

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 60 calendar days of commencement of employment, the first day of school of each school year or February 1, whichever is applicable.

7.5.1   If such evidence is submitted within the 60 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 60 days, the teacher shall be placed in the salary schedule according to the most recent acceptable statement of experience or at the minimum of the category according to years of university education, and 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.   VOCATIONAL TEACHERS

8.1   A vocational teacher is any teacher who has an Alberta Journeyman Certificate or its equivalent and a valid Alberta teaching certificate.

8.2   In the case of vocational teachers, the Board shall have the right to determine the initial incremental placement on the Salary Grid.

8.3   Once placed on a salary schedule, vocational teachers shall, in the same manner as other teachers, move vertically down the grid as their experience increases and horizontally across as their years of teacher training increases.

9.   SUBSTITUTE TEACHERS

9.1   Substitute teachers shall be paid, including vacation pay, the rate of:

9.2   When a substitute teacher has taught for more than four days consecutively in one position, the substitute shall be placed on the salary grid in accordance with the substitute teacher's years of training and experience, such placement to be effective from the fifth day of service in that position.

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

9.4   Substitute teachers shall be paid not later than the fifteenth day of the month following, provided the necessary payroll information is submitted no later than the third teaching day of the month following the days taught.

10.   SICK LEAVE

10.1   In the first year of service with the Board, a teacher shall be entitled to sick leave as follows:

10.1.1   An accumulation of the maximum statutory sick leave of 20 days accumulated at two days per month.

10.1.2   Should sick leave exceed the number of days of sick leave entitlement, resulting in salary deduction, subsequent accumulated sick leave entitlement, to a maximum of 20 days, in the same school year shall be applied and any salary adjustment required shall be made on the last cheque issued to the teacher for the current school year.

10.2   During the second and subsequent years of continuous service, 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.

10.3   A teacher who has more than one year of continuous 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. When a teacher has been on sick leave and wishes to return to work, the teacher may be required by the employer to provide medical evidence, stating that the teacher is fit to perform his or her duties on a full-time continuous basis prior to return to work.

10.4   Provisions of the sick leave shall be suspended and the benefits of the ASEBP Extended Disability Benefits shall apply where a teacher is so eligible for these ASEBP benefits.

10.5   Where a teacher returns to work following a period of disability during which extended disability benefits are paid and, within six (6) months of returning to work the teacher ceases working because of the same disabling conditions or within one (1) month of returning to work the teacher ceases working because of a different disabling condition, the provisions of the ASEBP Extended Disability Benefits shall apply and not the provisions of the sick leave article.

10.6   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 medical certificates.

10.7   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.

10.8   Provisions of this article shall not be applicable when a teacher is on other special leaves, with or without pay, or while on strike.

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

11.   SABBATICAL LEAVE

11.1   Sabbatical leave shall mean leave of absence granted by the Board on application by the teacher for the following reasons:

11.1.1   Study approved by the Board for improving the teacher’s academic or professional education;

11.1.2   Travel or experience which has been approved by the Board as being useful in improving the teacher’s service.

11.2   To be eligible for sabbatical leave under clause 11.1.1 or 11.1.2, the teacher shall have served the Board for five years.

11.3   A teacher who is granted sabbatical leave shall give an undertaking in writing to return to his/her duties following expiration of the 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 his/her duties.

11.4   A teacher granted sabbatical leave shall enter into an individual written agreement with the Board as to the conditions under which the teacher shall return to the school system.

11.5   All applications for sabbatical leave shall be submitted to the Board by March 1 preceding the school year in which sabbatical leave is commenced.

11.6   The Board shall, after reviewing the applications for sabbatical leave, determine both the number and the persons to be granted such leave, after considering the seniority of each applicant and the interests of the school system.

11.7   A teacher who is granted sabbatical leave for the year shall receive a salary of 50 percent of category 4, step 5 for that year. Payments shall be made in equal monthly installments on the last day of the month. The total allowance is that rate in effect at the time of granting the leave.

11.8   The Board may grant a sabbatical leave for a period of less than one year but greater than one month. A teacher granted such leave shall receive an allowance prorated to the amount provided in clause 11.7 calculated in the ratio that the period of approved leave bears to one year.

11.9   Upon resumption of duties, a teacher shall be returned to a position no less favorable than the one which the teacher enjoyed before the leave was taken.

12.   MATERNITY LEAVE

12.1   Maternity Leave shall be for a period of up to 18 weeks.

12.1.1   The health related portion of each teacher's maternity leave shall be as determined by medical documentation as required by the Board.

12.1.2   The Board agrees to implement a 95% Supplementary Unemployment Benefits plan which each teacher shall access for pay during the health related portion of her maternity leave.

12.1.3   The Board shall pay its portion of each teacher's benefit plan premiums during the health related portion of her maternity leave. The remainder of the maternity leave not covered by the health related portion shall be without pay and Board contribution to benefit premiums. The Board agrees to supplement EI benefits for a maximum of 13 weeks or for the period equivalent to sick leave entitlement, whichever is less. The Board shall advise each teacher to apply for ASEBP Extended Disability Benefits at least 30 days in advance of her expected eligibility for such benefit. After 90 consecutive calendar days of disability no further salary, benefit contributions, or supplementation of EI benefits shall be payable by the Board.

12.1.4   Each teacher shall endeavor to notify the Board of her leave requirements three months in advance, however, she shall give the Board at least two weeks notice of the day on which she intends to commence maternity leave. Such notice shall be in writing. Maternity leave shall commence no later than the date of birth of the child.

12.1.5   Prior to the leave commencing, each teacher shall endeavor to provide the Board with the date she plans on returning to work, however, she shall give the Board at least two weeks notice of the day on which she intends to return to work. Such notice shall be in writing.

12.1.6   Each teacher returning from maternity leave may be required to produce a medical statement before returning to work.

12.1.7   A teacher shall be required to submit a medical certificate in order to have EI benefits supplemented.

12.1.8   Teachers returning from maternity leave shall be returned to the position held at the commencement of the leave. This does not imply that a teacher on leave has any advantage or disadvantage in the event that staff reduction or program changes become necessary in a particular school.

Parental Leave

12.2   In the case of adoption the teacher shall inform the Superintendent of application for adoption and notify the Superintendent as soon as notice of adoption becomes available.

12.2.1   Teachers shall be eligible for Parental/Adoption Leave for a period of up to twelve months and such leave shall be without pay and Board contributions to benefit premiums.

12.2.2   Where Parental/Adoption Leave is taken in conjunction with Maternity Leave, the combined total leave shall not exceed twelve months.

12.2.3   The date of commencement of the leave under this section shall be determined, three months in advance, between the Teacher and the Superintendent. However, the teacher shall give the Board at least two weeks written notice of the day on which the parental leave is to commence.

12.2.4   Return from Parental/Adoption Leave shall occur with a minimum of four weeks notice or at such other time as mutually agreed by the Teacher and the Superintendent.

12.2.5   Teachers returning from Parental/Adoption Leave shall be returned to the position held at the commencement of the leave or one of a comparable nature. This does not imply that a Teacher on leave has any advantage or disadvantage in the event that staff reductions or program changes become necessary in a particular school.

12.2.6   Parental/Adoption Leave shall not be considered teaching experience for the purpose of granting a salary increment.

13.   OTHER LEAVES OF ABSENCE

13.1   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 111(1)(d)(i) of the School Act, RSA 2000, Chapter S-3, where such teacher is absent:

13.2   Critical Illness or Death

For not more than five teaching days for each occurrence because of the critical illness or death of spouse, child, son-in-law or daughter-in-law, parent, legal guardian, brother, sister, parents of spouse, grandparents, grandchildren, grandparents of spouse, brother-in-law, sister-in-law, step-parents, step-children, or a relative who is a member of the teacher’s household and up to one teaching day to attend the funeral of aunts, uncles, nieces or nephews of the teacher or the teacher’s spouse.

13.3   Other Absences

The following shall be provided as paid leave at full salary with no deduction made for the cost of a substitute:

13.3.1   Travel

Because, despite reasonable effort, the teacher is unable to travel to his/her school from his/her usual place of residence because of:

13.3.1.1   inclement weather,

13.3.1.2   impassable road conditions, or

13.3.1.3   the failure of transportation facilities other than the teacher's own.

13.3.1.4   Notwithstanding 13.3.1, a teacher will be entitled to the benefit of clause 13.3.1 only if the teacher's usual place of residence is within the jurisdiction of the Board in which the teacher's school is located or if the teacher lives outside the jurisdiction of the Board to a maximum of 30 miles from the school in which the teacher teaches.

13.3.2   Convocation

For the period of one day necessary to attend convocation at a post-secondary institution at which the teacher or the teacher’s son, daughter, or spouse is graduating.

13.3.3   Birth or Adoption

One day of leave may be used by the teacher to attend the birth of his/her child or to take custody of his/her adopted child.

13.4      Personal Leaves (In effect until August 31, 2014)

Personal leave of up to three days per school year may be used by a teacher provided that:

13.4.1   such leave shall not be used for vacation or holiday activities except in extenuating circumstances where prior written approval has been obtained from the superintendent or designate;

13.4.2   written approval has been granted by the principal prior to such leave being utilized, and in the case of principals and central office staff, written approval has been granted by the superintendent prior to such leave being utilized; and

13.4.3   the first day shall be at no cost to the teacher and the remaining two days of personal leave the cost of a substitute teacher shall be borne by the teacher whether or not one is used.

13.5      Personal Leaves (Effective September 1, 2014)

In consultation with the principal and with two weeks notice where possible, a teacher shall be granted two days personal leave per school year, except where circumstances put such a leave in conflict with the interests of the school. In consultation with the Superintendent and with two weeks notice where possible, a principal shall be granted two days personal leave per school year, except where circumstances put such a leave in conflict with the interests of the school.

13.5.1   These days may be used to extend a holiday period or long weekend at the discretion of the teacher’s, or the principal’s, immediate supervisor.

13.5.2   For any teacher under contract for 60 days or fewer in a school year, the provisions of clause 13.5 do not apply.

13.5.3   Any teacher under contract for 61 to 129 days in a school year shall be granted two half day personal leaves per school year.

13.5.4   Each teacher shall be entitled to accumulate up to two unused personal leave days per year, to a maximum of five days which may be used in any one school year.

13.5.5   Each teacher under contract for 61 to 129 days shall be entitled to accumulate up to two unused half day personal leaves per year, to a maximum of five half days, which may be used in any one school year.

13.5.6   Non-cumulative personal leave days shall be accessed first.

13.5.7   No teacher, or principal, may utilize more than five personal leave days, under Clause 13.5, in any one school year.

13.6   Salary Negotiations

Leave of absence for salary negotiations shall be granted to a maximum of three teachers without loss of salary, provided, however, that the Board shall be reimbursed by the Association for the cost of a substitute for each day of such leave.

13.7   Jury Duty or Subpoenaed

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 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.

13.8   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 Association provided that the Board is reimbursed for the cost of a substitute for each day of absence. Leave shall not exceed three days per year provided that there is adequate coverage within the school or substitute teachers available.

13.9   Additional Leaves

Additional leaves of absence may be granted by the Board without pay and without benefits, without pay and with benefits, with pay and without benefits, or with pay and with benefits, at the discretion of the Board.

14.   GRIEVANCE PROCEDURE

14.1   Any difference between any employee covered by this agreement and the Board or in a proper case between the Local of the 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.

14.1.1   Step “A”

Such difference (hereinafter called “a grievance”) shall be promptly submitted in writing to the following:

•  the Secretary-Treasurer of the Board
•  the Chairperson of the Local Alberta Teachers’ Associations Economic Policy Committee
•  the Secretary of the Local of the Alberta Teachers’ Association and
•  the Coordinator of Teacher Welfare of the Alberta Teachers’ Association.

Such written submission shall be made within 30 days from the date of the incident giving rise to the grievance or from the date the grievor first had knowledge of the incident, whichever is later. Such grievance shall set out the nature of the grievance, the articles of this agreement which it is alleged have been violated and the remedy sought. It shall be the responsibility of the respondent of the grievance to arrange a meeting with the grievor or representative of the grievor within 10 days of receiving notice of the grievance.

14.1.2   Step “B”

In the event the grievance is not settled within 15 days after the date of submission of the grievance in accordance with Step “A”, then on or before a further five days have elapsed from the expiration of the aforesaid 15 day time period, the grievance shall be referred in writing by the grievor specifically to the Grievance Committee. The notice of referral shall be sent to the following:

•  the Chair of the Boards’ grievance committee
•  the Chairperson of the Local Alberta Teachers’ Associations Economic Policy Committee
•  the Coordinator of Teacher Welfare of the Alberta Teachers’ Association and
•  the Secretary-Treasurer of the Board.

Such grievance committee shall be composed of two Board members appointed by the Board. The grievance committee shall render its decision in respect of the grievance within 21 days following the receipt of the submission.

14.1.3   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 grievance is not resolved 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.

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

14.3   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.

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

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

14.6   The arbitration board shall give its decision not later than 14 days after the appointment of the chairman except with the consent of the School 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.

14.7   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.

14.8   Where any references in clauses 14.1 to 14.6 inclusive are to a period of days, such period shall be exclusive of Saturdays, Sundays, statutory and Board declared holidays and the months of July and August.

14.9   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.

15.   TRANSFERS

15.1   Notwithstanding Section 104 of the School Act, RSA 2000, Chapter S-3, no teacher who has been designated a principal or vice-principal shall be transferred to another school without the teacher’s consent.

15.2   The Board requesting a teacher to transfer to another school shall move the teacher or shall pay the teacher’s reasonable moving expenses necessarily incurred by the teacher due to such transfer.

16.   GENERAL

16.1   Except for substitute teachers, each teacher shall be paid one-twelfth of his/her annual rate of salary on the twenty-seventh day of each month. In the event that the twenty-seventh day falls on a non-banking day then payment shall be made on the last banking day preceding the twenty-seventh. In the month of December, payment shall be made not later than two clear banking days prior to the Christmas vacation.

16.2   Salary payments to all teachers and substitute teachers shall be processed by “Electronic Direct Deposit” to the bank account specified by the teacher.

16.3   Teachers shall be assigned duties for not more than 200 days in any school year. Any teacher who is in receipt of an administrative allowance as provided in clause 5 shall accept the responsibility for having his/her school units operational on the commencement day of each school term, semester, or other division of the school year.

17.   GROUP INSURANCE

17.1   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.

17.2   The Board shall contribute toward the costs of the various premiums as follows:

17.2.1   ASEBP Extended Disability Benefits, Plan D, Life Insurance, Schedule 2 -- 100 percent of each teacher’s monthly premium.

17.2.2   ASEBP Extended Health Care Plan 1 -- 100 percent of each teacher’s monthly premium.

17.2.3   ASEBP Dental Care Plan 3 – 100 percent of each teacher’s monthly premium.

17.2.4   Alberta Health Care – 100 percent of each teacher’s monthly premium.

17.2.5   ASEBP Vision Care Plan 3 – 100 percent of each teacher’s monthly premium.

17.3   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 AHC. 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, the Dental Plan, Vision Care Plan and the AHC plan upon submitting proof of participation in these or similar plans through his or her spouse.

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

17.5   The Board’s contribution to health plan benefits will be paid when a teacher is absent from work for short term absences of less than thirty (30) calendar days, sick leave to a maximum of ninety (90) calendar days, and if the teacher is eligible for extended disability benefits with ASEBP to a maximum of two years, and health related maternity leave to a maximum of ninety (90) calendar days. For all other absences, the payment of the full cost of premium contributions will be the responsibility of the teacher.

17.6   Effective September 1, 2008 the Board will establish a Health Spending Account (HSA) which adheres to Canada Revenue Agency (CRA) requirements, by making monthly contributions based on the FTE assignment for each Teacher covered by a probationary, temporary, or continuous contract covering a duration of five months. The annual contribution by the Board for a full time teacher will be $300. The unused balance will be carried forward to the extent permitted by the CRA. Teachers leaving the employ of the Board for any reason will forfeit any remaining balance. The employer agrees that the HSA will be administered by the current carrier, which could change from time to time, and will be administered strictly within the terms of the collective agreement.

18.   CONDITIONS FOR PROFESSIONAL SERVICE

18.1   The Board shall submit, in writing, proposed Board policies pertaining to teachers to a committee comprised of three (3) Board representatives and three (3) local teacher representatives. It shall be the responsibility of the ATA to provide the names of the representatives to the superintendent.

19.   OTHER

19.1   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.

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

19.3   Teachers required to teach in two or more schools in one day shall be paid mileage or travel allowance at the same rate as other Board personnel.

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.

LETTER OF UNDERSTANDING

Principal Lieu Days

Effective September 1, 2013, school-based principals will be granted two (2) paid leave day(s) per school year, at a time mutually agreeable to the principal and the superintendent or designate. Failing agreement about whether the dates are mutually agreeable to the principal and the superintendent, the Employer shall pay out the unused paid leave days at 1/200^th of the principal’s annual salary and allowance by the end of June each year. This letter expires and shall have not further force and effect as of June 30, 2016.

LETTER OF UNDERSTANDING

Committee for Review of Medical Forms

The parties agree to establish a committee to review the current practice of providing medical proof and to consider jointly developing a medical leave certificate that the parties could find mutually acceptable. Following a written request by either party to meet for this purpose, unless mutually agreed to otherwise in writing, a meeting shall be scheduled within thirty (30) calendar days. This letter shall expire and have no further force and effect on June 30, 2014 unless the parties agree to extend the deadline..

LETTER OF UNDERSTANDING

Presentations at Teachers’ Conventions

A teacher who is engaged by Alberta Teachers’ Association Convention Association as a speaker shall notify the Superintendent of such, and be entitled to retain any honorarium and/or stipend provided by the Convention Association in addition to their regular salary and allowances for that day.