The Alberta Teachers’ Association

This agreement made this 27 day of April, 2005.

Between Fort McMurray Catholic Board of Education hereinafter called the Board of the first part and the Alberta Teachers' Association, a body incorporated under the laws of the Province of Alberta, hereinafter called the Association of the second part.

Whereas each party recognizes the other as the sole bargaining agent for the teachers employed by the Board and

Whereas terms and conditions of employment 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 terms and conditions of employment of the teachers.

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

1. Recognition

1.1 This agreement applies to those employees of the Board who as a condition of employment must possess a valid teaching certificate issued under the authority of the Department of Education, the Province of Alberta, herein collectively referred to as teachers, or, where the context requires, teacher.

1.2 Notwithstanding clause 1.1, employees holding the following designation shall be excluded from this agreement:

(a) the superintendent
(b) all second-line officers
(c) directors.

1.3 ATA Membership - Teachers employed by the Board shall be members of the Association.

2. Term

2.1 This agreement takes effect on 2003 09 01 and terminates on 2007 08 31.

2.2 Either party may give to the other not less than 60 days nor more than 120 days prior to the termination of this agreement a notice in writing of its intention to commence collective bargaining with a view to striking a new agreement or by mutual consent these timelines may be waived.

2.3 If no notice is given, the agreement shall continue in full force and effect from year to year following.

3. Salary Schedule

3.1 The Board shall pay all of the teachers in its employ the salaries and allowances as herein set forth and computed.

3.2 The amount of university education of a teacher and the length of teaching experience computed as hereinafter provided shall together determine the annual rate of salary to be paid to each teacher employed by the Board. One month's salary shall be considered to be 1/12 of the annual salary rate. Tabulated below are the minimum and the maximum salary rates and the experience increments for each year of teacher education.

3.2.1 Deferred Salary Leave Plan - The Board agrees to provide a deferred salary leave plan for eligible teachers in accordance with the Board policy currently in effect.

3.3 Salary Grids

September 1, 2003 

September 1, 2004 

March 1, 2005 

September 1, 2005

March 1, 2006

September 1, 2006

March 1, 2007

3.4 In addition to the salary schedule and the functional allowance the following clauses shall be considered part of the salary package for purposes of determining total annual increase:

Clause 4.2 - Employment Duty Allowance
Clause 11.1 - Extended Health Care Plan
Clause 11.2 - Alberta Health Care Insurance Plan
Clause 11.3 - Life, Accidental Death and Dismemberment
Clause 11.4 - Long Term Disability
Clause 11.6 - Dental Care Plan
Clause 11.7 - Vision Care & Hearing.

3.5 A Fort McMurray living allowance (FMLA) will be paid to each teacher employed full-time by the Board in the amount of:

a) $4,896 per year effective September 1, 2003;
b) $5,100 per year effective September 1, 2004;
c) $5,400 per year effective September 1, 2005;
d) $5,700 per year effective September 1, 2006;

of which $3,000 is paid as a Northern Travel Allowance (NTA), a taxable benefit paid to compensate for the cost of personal and medical travel between Fort McMurray and Edmonton. These allowances will be prorated for part-time teachers under contracts.

4. Additional Allowances

4.1 In addition to the foregoing salary there shall be paid functional allowances in accordance with the following schedule:

4.1.2 Principals and Vice-Principals Administration Allowances

4.1.2.1 For Existing Schools - Based on enrolment as September 30 of the current year, principals shall be paid an administrative allowance according to the following schedule:

14.00 per cent of the sixth year maximum as base salary;
0.10 per cent of the sixth year maximum for the first 100 students;
0.02 per cent of the sixth year maximum for the next 100 students;
0.015 per cent of the sixth year maximum for each additional student.

For the purpose of this clause, ECS students shall be counted as full-time students.

For principals and vice-principals in place on September 30, 1998, the administrative allowance shall not be less than the allowance paid on September 30, 1998 for as long as they are assigned to that same position.

4.1.2.2 Administrative Assignments - As a result of a district initiated administrative transfer and placement, the administrative allowance will be paid as follows:

Year I: 100 per cent of previous administrative allowance based on student count of September 30 of new school year, or actual, whichever is greater.

Year II: 75 per cent of previous administrative allowance based on student count of September 30 of new school year, or actual, whichever is greater.

Year III: Per collective agreement (actual).

4.1.3 Vice-Principals - Shall be paid 60 per cent of the principal's allowance.

4.1.4 Acting Principal - In the event that an incumbent of an administrative position in a school is absent from duty for a period in excess of five consecutive teaching days, another administrator, supervisor or teacher selected by the Board shall assume the responsibility and be paid only the allowance of the administrative position the acting principal temporarily occupies commencing with the sixth day and retroactive to the first day.

4.1.5 Department Heads - Department heads may be appointed by the Board upon the recommendation of the administration. Each department head shall be paid an allowance equal to seven per cent of the fifth year maximum grid position.

4.1.6 Coordinators - Coordinators may be appointed by the Board upon the recommendation of the administration. Each coordinator shall be paid an allowance equal to 15 per cent of the fifth year maximum grid position.

4.2 Employment Duty Allowance - An employment duty allowance will be paid to each teacher under contract and actively teaching (excludes teachers on leaves of absence) with the Board as of the date of the teachers' convention to attend such convention held in Edmonton. The rates will be:

(a) For travel - $250
(b) For subsistence - $450

Attendance to the convention is a condition of employment and for the payment of this allowance.

4.3 When non-administrative teaching staff are requested by the superintendent or his designate and agree to work during the summer vacation, they will be paid 1/200 of their last grid salary per day or be given equivalent time off as agreed to by the teacher. Teachers may also agree to project contracts for remuneration.

5. Application of Salary Schedule

5.1 Recognition of Teaching Experience - Notwithstanding clause 4.3, allowance for past experience shall be one step on the schedule for each year of experience to the maximum as provided in the salary grid.

5.1.1 For purposes of this section, before an allowance is paid for experience prior to engagement, the teacher shall be required to submit a certified statement from previous employers to the effect that such experience was in a school under the jurisdiction of a provincial, state or national Department of Education. This proof shall be in a form of a letter from the secretary-treasurer, superintendent or board of education. Should the required proof not be possible within 90 calendar days, a notarized statement from a teacher may be acceptable as an interim measure. In the event that the teacher leaves the employment of the Board prior to verification of experience, the Board may withhold salary payment equal to the difference between actual verified experience and salary paid based on notarized statement.

5.1.2 A year of teaching experience shall be any one school year during which a teacher, under contract, has taught full-time for not less than 100 school days. A teacher employed under contract, full-time or half-time, who teaches less than 100 days, may accumulate an experience increment by combining three consecutive school years of service with the Board. Increment adjustments shall be effected September 1 annually and no teacher shall be credited with more than one experience increment for one school year.

5.1.3 Substitute teaching time with Forth McMurray Catholic or public school districts will be counted for increment purpose on the following basis:

(a) a teacher shall earn one increment for each 200 FTE days of substitute teaching taught over a period of three consecutive years or less;

(b) this provision shall be effective from the first of the month following the date of signing. Increments for substitute teaching shall not apply retroactively and shall commence on the first of the month following the date of signing the agreement.

5.2 Evaluation of Teacher Education

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

5.2.2 Placement on the salary schedule shall be according to the number of years of teacher education on the first day of each school year or on commencement of employment.

5.2.3 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 employment or from the first day of the school year or proof of having applied for same after the first day of the school year. The onus of proof of further education lies with the teacher by means of the Teacher's Qualifications Service. If required proof is not received at the expiry of this period, then the teacher's salary reverts to 1/200 per day of the lowest position on the grid or previously approved evaluation and subject to clause 5.1.2. No adjustment shall be made after June 30 of the current school year.

5.2.4 No payments for salary adjustments will be considered beyond the terms of the collective agreement within which such claim is initiated.

6. Substitute Pay

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

6.2 The rate of pay for substitute teachers regardless of grades taught shall be: 

plus four per cent vacation pay. The total amount shall be paid monthly to the substitute teacher.

6.3 A substitute teacher, after teaching five consecutive days for the same teacher shall be paid as a temporary teacher for the additional consecutive days taught for that same teacher or substitute teacher, whichever is greater, according to his or her qualifications. Submission of years of teaching experience and certification shall apply to the same ruling as permanent teachers in clauses 5.1.2 and 5.2.3.

6.4 A substitute teacher whose assignment is cancelled after their arrival at the school shall receive a minimum payment no less than the half day rate of pay. Such a teacher on call shall thereupon be reassigned to other teaching duties for the period for which he/she is being paid, or longer if mutually agreed.

6.5 Night School and Summer School

A teacher employed on an hourly basis to provide instruction in credit courses at the Board’s night school and summer school shall be paid on a per hour of instruction basis. Night school and summer school instruction shall not be assignable time unless it is mutually agreed. The hourly rate of pay inclusive of general holiday and vacation pay shall be: 

7. Salary Payment

7.1 Save and except substitute teachers, each teacher shall be paid 1/12 of the teacher's annual rate of salary on the morning of the last Thursday of each month.

7.2 Unless specifically permitted by this agreement, authorized by the teacher or required by law, payment of the salary of a teacher shall not be withheld beyond the regular date of payment.

7.3 Part-time teachers in attendance at the annual ATA convention shall be paid as full-time teachers for such days.

8. Sabbatical Leave

8.1 At the discretion of the Board, the Board may grant sabbatical leave subject to the following conditions:

8.1.1 For work experience, travel or university study, all leading to the professional development of the teacher.

8.1.2 No more than four per cent of the teaching staff in any school year will be granted sabbatical leave.

8.1.3 Teachers may apply for sabbatical leave after four consecutive years of service with the Board. The Board however, reserves the right to grant leave with pay for professional improvement to a teacher regardless of years of service with the Board.

8.1.4 The teacher shall guarantee to serve the Board for a minimum of two years following the completion of sabbatical leave or at a time to be mutually agreed.

8.1.5 Salary for a teacher granted sabbatical leave shall be 75 per cent of fourth year minimum or position on the grid, whichever is greater, excepting sabbatical leave for purposes other than university study which shall be up to 75 per cent. Salary shall not include administration or other special allowances.

8.1.6 Written application for sabbatical leave must be in the hands of the Board no later than December 1 of the year prior to which the leave is to commence.

8.1.7 Sabbatical leave shall not be credited as teaching experience in the computation of salary.

8.1.8 Health benefits under the terms of this agreement (clause 11) shall continue in effect for purposes of sabbatical leave.

9. Leaves of Absence

9.1 Personal Reasons - A teacher shall receive leave of absence for personal reasons subject to the following conditions:

9.2 With Full Pay

(i) For the critical illness of father, mother, husband, wife, son or daughter, brother or sister, grandparents of teacher or parents of spouse:

(a) in town: not more than three working days.
(b) out of town: not more than five working days.

Medical statement certifying critical nature of illness may be required.

For the funeral of any of the above:

(a) in town: not more than three working days.
(b) out of town: not more than five working days.

For combined critical illness and death:

(a) in town: not more than six working days.
(b) out of town: not more than 10 working days.

(ii) For the funeral of grandchild and in-laws: two days leave.
(iii) The Board will consider, upon request, leave in addition to (i) and (ii) when special circumstances prevail.
(iv) Once per school year, leave amounting to two days in town or up to three days out of town for

(a) Paternity leave during confinement.
(b) Legal adoption.

(v) (a) For closure of public roads within the boundaries of the school jurisdiction including Fort McMurray airport which, despite reasonable efforts, prevents the attendance of the teacher at his/her own school.

(b) For closure of Highway 63 leading to Fort McMurray and for closure of airports which, despite reasonable efforts, prevents the attendance of the teacher at his/her own school.

(vi) For bargaining sessions with the Board if it is agreed to bargain during school hours provided that full reimbursement of the substitute teacher salary is recoverable from the Alberta Teachers Association.

9.2.1 The Board may approve leave with full pay:

(i) to attend conferences, conventions or other meetings,
(ii) to visit other schools,
(iii) to attend meetings of committees of boards of the Department of Education, meetings of the Senate of the University of Alberta or meetings of municipal bodies of which he/she is a member,
(iv) for one working day to attend son's, daughter's, spouse's or own convocation,
(v) on business connected with the school system,
(vi) for any teacher who is referred for health care for his or her own spouse and children beyond the limits of the community.

9.2.2 Leave of absence without loss of salary shall be granted:

(i) For jury duty or any summons related thereto;
(ii) To answer a subpoena or summons to attend as a witness in any proceedings authorized by law to compel the attendance of witnesses providing that the teacher remit to the Board any witness fee or jury stipend (excluding allowances and/or expenses) set by the court or other body.

9.2.3 President Release Time - The president of the ATA Local shall have access to 10 days of leave per school year. The operational requirements of the school shall be considered in taking such leave. The leave shall be with pay and benefits provided the Association reimburses the Board for the cost of a substitute teacher. The superintendent may grant additional leave upon request.

9.3 With Loss of Substitute Pay Whether Substitute Required or Not - A teacher may apply for and may be granted leave of absence for the following reasons:

9.3.1 For elected members to attend meetings of the Provincial Executive Council of the Alberta Teachers' Association, or any committee thereof, or attend meetings as representatives of that Association.

9.3.2 For conferences, conventions and other meetings not approved under 9.2.1-i.

9.3.3 When a teacher has to pay for the costs of a substitute teacher the amount shall not exceed the teacher's regular daily rate of pay.

9.4 Maternity and Parental Leave

Maternity Leave - As per the guidelines of the Employment Standards Code governing maternity leave, the Board agrees to provide a supplemental employment benefits (SUB) plan under which employees agree to access benefits during the valid health-relation portion of the maternity leave. Teacher may access sick leave benefits during the health-related portion of the pregnancy prior to the birth of their child. In accordance with the existing SUB plan, the Board shall provide SUB plan payment during the employment insurance two week period. 

Parental Leave - A teacher is entitled to a maximum of 37 weeks of parental leave without pay and benefit while they are caring for a newborn or adopted child provided the leave is taken within 12 months of the birth or adoption of the child. The teacher shall provide three months notice of the first day of such leave when possible. This leave can be shared between two parents of a child if both are employees of the district. The impact of parental leave on classroom instruction shall be considered in scheduling such leave if it is shared.

For a teacher returning in the same school year: Upon completion of the scheduled maternity and/or parental leave, the teacher shall be returned to the position held at the commencement of the leave or to a comparable position as mutually agreed between the teacher and the superintendent or his/her designate.

For a teacher returning in a subsequent school year: The Board shall endeavour to reinstate the teacher in the position that the teacher occupied at the commencement of the leave or in a position that most nearly equates with that position.

9.5 Personal Leave

9.5.1 A teacher may apply for two days of leave with pay per school year for personal reasons and be granted such leave at the discretion of the superintendent of schools.

9.5.2 A teacher may apply for one day leave per school year with loss of substitute pay, whether a substitute is required or not, for personal leave as per clause 9.5.1. This leave may be considered immediately prior to or following a holiday or holiday period. When a teacher has to pay for the costs of a substitute teacher under this clause, the amount shall not exceed the teacher's regular daily rate of pay.

9.5.3 Additional personal leave not covered elsewhere in this agreement may be considered with loss of pay.

10. Cumulative Sick Leave

10.1 Annual sick leave, with pay, shall be granted to a teacher for the purpose of obtaining necessary medical or dental treatment because of accident, sickness or disability in accordance with the following schedule:

In the first year of service with the Board, sick leave shall accumulate at a rate of one day for every nine days worked to a maximum of 20 days. This sick leave may be applied retroactively, once earned, at any time during the school year. After one year of service and when on continuing contract - 90 calendar days.

10.2 After 90 calendar days of continuous absence due to medical disability, no further salary shall be paid and the Alberta School Employee Benefit Plan D or equivalent plan shall take effect if the employee is eligible.

10.3 Where a teacher has suffered an illness and/or has been paid under the provisions of the Alberta School Employee Benefit Plan D or equivalent plan, upon the teacher's return to full-time duty, the teacher shall be entitled to an additional sick leave benefit in the current year in accordance with the following schedule to a maximum of:

a. Less than one year of service - nil
b. After one year of service - 90 calendar days.

Before a teacher returns to work after a long term illness, a medical certificate shall be required.

10.4 On the termination of employment of a teacher, all sick leave entitlements with the Board shall be cancelled.

10.5 A teacher who is absent from school duties to obtain necessary medical or dental treatment, or because of accident, disability or sickness may be required to present a signed statement or medical certification upon request. The Board reserves the right to require a medical examination by a doctor selected by the Board.

10.6 Where no one other than the employee can provide the needs during illness of a child or spouse, an employee shall be entitled to use a maximum of three accumulated sick leave days per school year.

11. Group Health and Insurance Plans

11.1 The Board will contribute 100 per cent of the monthly premium costs for all eligible teachers participating in the Extended Health Care (EHC) Plan. The plan will provide benefits equivalent to those provided under ASEBP EHC Plan 1. Effective September 1, 2005, the plan will include a direct billing option, a maximum dispensing fee and will be based on a least cost alternative (LCA) pricing.

11.2 The Board will contribute 100 per cent of the costs per month of the Alberta Health Care Insurance Plan for all teachers participating in the Alberta Health Care Insurance Plan.

11.3 The Board will contribute 100 per cent of the costs per month of the life, accidental death and dismemberment portion of the Alberta School Employee Benefits Plan D (Schedule 2) or equivalent plan.

11.4 The Board will contribute 100 per cent of the costs per month of the extended disability portion of the Alberta School Employee Benefits Plan D (Schedule 2) or equivalent plan.

11.5 For teachers hired effective September 1970 and thereafter, membership in the ASEBP Life and Extended Disability Insurance Plan or equivalent plan shall be a condition of service.

11.6 The Board will contribute 100 per cent of the monthly premium costs for all eligible teachers participating in the Dental Plan. Effective September 1, 2005, the plan will provide benefits equivalent to those provided under the ASEBP Dental Care Plan 3. Reimbursement of eligible dental costs will be made in accordance with the Blue Cross Usual and Customary Dental Fees Schedule or equivalent.

11.7 The Board will contribute 100 per cent of the premium costs per month for Vision and Hearing Aid Care Plan. Effective September 1, 2005, the plan will provide benefits equivalent to those provided under the ASEBP Vision and Hearing Aid Care Plan 3.

11.8 The agreed to sharing of premium costs of insurance benefits provided herein includes rebates made to the employer under employment insurance regulations; no further adjustment is intended to be passed on to employees entitled to the benefits as provided, unless otherwise stated.

11.9 A teacher who is working on a temporary contract which terminates at the end of a school year, and who is advised by the Board the he/she shall be reemployed at the commencement of the next school year, shall be eligible to continue participation in the benefits under this article during the summer months.

11.10 Effective March 1, 2006, the Board will establish for each eligible teacher a Health Spending Account which adheres to the CRA requirements. The Board will contribute $500 per eligible teacher. The unused balance will be carried forward to the extent permitted by CRA. Teachers leaving the employ of the Board for any reason will forfeit any remaining balance.

11.11 Coverage for eligible part-time employees will be provided on a pro-rated basis. Current part-time teachers (on part-time contract during 1993/94) will be grandfathered.

12. Grievance Procedure

12.1 Any difference between any employee covered by this agreement and the Board, or a dispute between Fort McMurray Catholic Teachers Local 48 ATA and the Board concerning the interpretation, operation or alleged violation of this agreement shall be dealt with as follows: 

Step One - Such difference, hereinafter called a "grievance", shall be submitted in writing within 30 days of the discovery of the difference to the superintendent of schools and to the secretary of Fort McMurray Local 48 ATA. Such grievance shall set out the nature of the grievance, the clauses of this agreement which allegedly have been violated and the remedy being sought.

Step Two - The superintendent of schools will review the grievance and within 15 days shall render a decision in writing to the grievor and the office of the local.

Step Three - In the event that the decision of the superintendent of schools fails to satisfy the grievance, the chair of the Economic Policy Committee shall within 5 days thereafter give written notice to the Board secretary requesting consideration of the grievance by the interpretations committee.

Step Four - The interpretations committee shall be composed of two representatives of the Board and two representatives of the local. A quorum of this committee shall consist of all members.

It shall be the duty of this committee to meet and endeavour to resolve all grievances concerning the interpretation, application, operation or alleged violation of this agreement.

The interpretation committee shall be required to give its decision within 21 days following the receipt of such notice and shall dispose of each grievance before proceeding to another, except where, by unanimous consent of the interpretations committee, the hearing of such grievance is adjourned for the purpose of obtaining further information.

If the committee reaches a unanimous decision as to the disposition of any grievance, that decision shall be final and binding.

Step Five - If the committee does not reach a unanimous decision, the grievance shall be deemed withdrawn unless the grieving party, within 10 days of the committee's decision serves the other party with written notice requesting the establishment of an arbitration board.

Each party shall appoint one member as its representative on the arbitration board within 7 days of such notice and the two members so appointed shall endeavour to select an independent chairperson.

If the two members fail to select a chairperson within five days after the date on which the last of the two members is appointed, they shall request the Director of Mediation Services to select a chairperson.

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

The arbitration board shall not change, modify or alter any of the terms of this agreement. All grievances or differences submitted shall present an arbitrable issue under this agreement and shall not depend on or involve an issue or contention by either party that is contrary to any provisions of this agreement or that involves the determination of subject matter not covered by, or arising during the term of this agreement.

The arbitration board shall give its decision within a reasonable time after the appointment of the chairperson. A decision of a majority of the members of the arbitration board shall govern but, if there is no majority decision, the decision of the chairperson shall be the decision of the arbitration board. In either situation, the decision is binding on both parties.

Each party to arbitration shall bear the expense of its respective nominee and the two parties shall bear equally the expenses of the chairperson.

12.2 Reference to days in this clause shall be exclusive to teaching days.

13. Communication Between the Parties

13.1 The parties hereto recognize that there are in existence appropriate channels for the purpose of communicating the views of teachers on matters of school affairs through the superintendent of schools to the Board.

In the event that there is a need to meet and discuss matters related to the contents of the collective agreement, a liaison committee will be formed. The purpose of this committee is intended to serve as a means of communication outside the context of collective bargaining.

Subjects for discussion by the liaison committee may be submitted in writing by either the teacher representatives, the Board or the superintendent. These items are to be directed to the attention of the superintendent. Discussions are not to be collective bargaining oriented but should serve to act as a medium to acquire greater understanding of issues and for clarification purposes.

13.2 Composition

(a) Chairman or designate of EPC and one other designated separate school teacher representative.
(b) Superintendent of schools and one other supervisory representative.

13.3 Meetings - The superintendent of schools will be responsible for convening meetings of the liaison committee as required. The office of the superintendent of schools will provide such information as is required and available to facilitate discussions of the committee.

14. General Clauses

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

14.2 All previous agreements, schedules and regulations between or affecting the parties are hereby cancelled.

14.3 This agreement shall ensure to the benefit of all and shall be binding upon the parties and their successors.

14.4 Amendments to this agreement may be sought by either party at any time during the life of this agreement and may be executed only with unanimous consent of the Board and the Association.

14.5 The Board shall make available to each teacher of the ATA Local 48 who are teachers of the Separate School District No 32 a copy of the collective agreement as soon as possible following its ratification. The Board shall post a copy of the collective agreement on the district's website within 30 calendar days after the signing of the agreement by the ATA coordinator of teacher welfare.

14.6 Notice of vacancy - In the event of the creation of a new position or a vacancy of a current position expected to exceed 90 days, the Board shall post the position on its website. The provision may be waived by the Board during the non-operational periods of July and August.

14.7 In the event that a teacher with a part-time continuing contract with the district is to have his/her assignment reduced below 0.5 FTE:

a. The teacher shall be offered another assignment not below 0.5 FTE within the district, or
b. The teacher may accept the reduced assignment, and such acceptance shall be in writing.

14.8 This collective agreement shall remain in effect until such time as a new agreement is reached.


LETTER OF INTENT MADE THIS 27 DAY OF APRIL 2005 

Between Fort McMurray Catholic Board of Education (hereinafter called “the Board”) of the first part and The Alberta Teachers’ Association, a body incorporated under the laws of the Province of Alberta (hereinafter called “the Association”) of the second part.

It is the understanding that the Board will operate a benefit plan for its teachers who retire before age 65.

This plan shall be made available to teachers who retire on or after June 30, 2004. To be eligible, a teacher must have served five teaching years on continuing contract with the district immediately prior to retirement, be eligible for an immediate pension from the ATRF and have attained the age of 50 prior to retirement.

The full cost of premiums will be assumed by participants in the plan.


LETTER OF INTENT MADE THIS 27 DAY OF APRIL 2005

Between Fort McMurray Catholic Board of Education (hereinafter called “the Board”) of the first part and The Alberta Teachers’ Association, a body incorporated under the laws of the Province of Alberta (hereinafter called “the Association”) of the second part.

It is the understanding that the Board will allow payroll deduction for teachers to contribute to one ATA sponsored Group Retirement Registered Savings Plan effective no later than September 1, 2005.


LETTER OF INTENT MADE THIS 9 DAY OF JUNE 2005

Between Fort McMurray Catholic Board of Education (hereinafter called “the Board”) of the first part and The Alberta Teachers’ Association, a body incorporated under the laws of the Province of Alberta (hereinafter called “the Association”) of the second part.

Both parties agreed to open the contract and change clause 6.5 Night School and Summer School.
A teacher employed on an hourly basis to provide instruction in credit courses at the Board’s night school and summer school shall be paid on a per hour of instruction basis. Night school and summer school instruction shall not be assignable time unless it is mutually agreed. The hourly rate of pay inclusive of general holiday and vacation pay shall be:

LETTER OF AGREEMENT

Between
The Fort McMurray Catholic Board of Education
(Hereinafter referred to from time to time as “the Board”)
of the first part
And
The Alberta Teachers’ Association
(Hereinafter referred to from time to time as “the Association”)
of the second part

Whereas the Board and the Association have signed a collective agreement on April 27, 2005 that took effect on September 1, 2003 and terminates on August 31, 2007.

Whereas amendments to the collective agreement may be sought by either party during the life of the agreement and may be executive only with unanimous consent of the Board and the Association as per article 14.4.

Whereas the Board is considering employing teachers in the administrative assignment of “Consultant” starting in School Year 2006/07.

Now therefore in consideration of the mutual covenants and agreements hereinafter contained, the parties agree as follow:

1. Effective September 1, 2006, the Board may appoint teachers in the administrative assignment of “Consultants” upon the recommendation of the administration. Each teacher appointed as “Consultant” shall be paid an allowance equal to 10 per cent of the fifth year maximum grid position.

2. It is the intent of both parties to incorporate the administrative assignment of Consultant into article 4 of the collective agreement.

3. This agreement is done without prejudice to either party in respect to future collective bargaining and grievances by any teacher or association.

Dated in Fort McMurray, Alberta, this 8th day of June 2006.