The Alberta Teachers’ Association

This agreement is made pursuant to the School Act and the Alberta Labour Relations Code.

Between Fort McMurray School District No 2833, hereinafter called 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 each party recognizes the other as the sole bargaining agent for the teachers employed by Fort McMurray School District No 2833, 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 designations shall be excluded from this agreement:

(a) superintendent

(b) associate superintendent

(c) assistant superintendents.

2. Term

2.1 This agreement covers the period of September 1, 1998 to August 31, 2001. Unless otherwise specifically provided for in the agreement, this agreement takes effect on the first of the month following the date of ratification by both parties until August 31, 2001.

2.2 Either party may give to the other not less than 60 days nor more than 150 days prior to the termination of the agreement a notice in writing of its intention to commence collective bargaining with a view to striking a new agreement.

2.3 If no notice is given, the agreement shall continue in full force and effect for another year and be subject to clause 2.2.

3. Salary Schedule

3.1 The Board shall pay all of the teachers covered by this collective agreement the salaries and allowances as herein set forth and computed.

3.2 The years of university education of the teacher and the years 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 (3.3) are the minimum and maximum salary rates and the experience increments for each year of teacher education.

3.2.1 Deferred Salary Leave Plan--The Board agrees to offer an approved deferred salary leave plan according to policy and procedures established jointly by Board and ATA representatives to be effective 1989 09 01.

3.3 Salary Grid

3.3.1 1998 09 01 - 1999 02 28

		Two	Three	Four	Five	Six
0		31,953	31,953	35,177	36,858	38,851
1		31,953	33,170	37,107	38,822	40,841
2		31,953	34,388	39,037	40,786	42,830
3		31,953	35,605	40,967	42,750	44,820
4		31,953	36,823	42,897	44,714	46,810
5		33,031	38,040	44,828	46,679	48,800
6		34,109	39,257	46,758	48,643	50,790
7		35,188	40,475	48,688	50,607	52,780
8		36,266	41,692	50,618	52,571	54,770
9		37,345	42,910	52,549	54,535	56,760
10		38,423	44,127	54,479	56,500	58,750
11				56,409	58,464	60,740

3.3.2 1999 03 01 - 1999 08 31

		Two	Three	Four	Five	Six
0		32,272	32,272	35,528	37,226	39,239
1		32,272	33,502	37,478	39,210	41,249
2		32,272	34,731	39,427	41,194	43,259
3		32,272	35,961	41,377	43,178	45,269
4		32,272	37,191	43,326	45,162	47,279
5		33,361	38,420	45,276	47,145	49,288
6		34,451	39,650	47,225	49,129	51,298
7		35,540	40,880	49,175	51,113	53,308
8		36,629	42,109	51,125	53,097	55,318
9		37,718	43,339	53,074	55,081	57,328
10		38,807	44,569	55,024	57,065	59,338
11				56,973	59,048	61,348

3.3.3 1999 09 01 - 2000 08 31

		Two	Three	Four	Five	Six
0		33,240	33,240	36,594	38,343	40,416
1		33,240	34,507	38,602	40,386	42,486
2		33,240	35,773	40,610	42,430	44,557
3		33,240	37,040	42,618	44,473	46,627
4		33,240	38,306	44,626	46,516	48,697
5		34,362	39,573	46,634	48,560	50,767
6		35,484	40,839	48,642	50,603	52,837
7		36,606	42,106	50,650	52,646	54,907
8		37,728	43,373	52,658	54,690	56,977
9		38,850	44,639	54,666	56,733	59,048
10		39,972	45,906	56,674	58,777	61,118
11				58,682	60,820	63,188

3.3.4 2000 09 01 - 2001 08 31

		Two	Three	Four	Five	Six
0		34,238	34,238	37,692	39,493	41,629
1		34,238	35,542	39,760	41,598	43,761
2		34,238	36,847	41,828	43,703	45,893
3		34,238	38,151	43,897	45,807	48,026
4		34,238	39,456	45,965	47,912	50,158
5		35,393	40,760	48,033	50,017	52,290
6		36,549	42,065	50,101	52,121	54,422
7		37,704	43,369	52,170	54,226	56,555
8		38,860	44,674	54,238	56,331	58,687
9		40,015	45,978	56,306	58,435	60,819
10		41,171	47,283	58,374	60,540	62,951
11				60,443	62,645	65,084

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 Administrative Allowance

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

- 0.14 percent of the fourth year maximum per student for the first 100 students

- 0.075 percent of the fourth year maximum per student for the next 100 students

- 0.04 percent of the fourth year maximum per student for each additional student

- For purposes of ECS students, each child shall be counted as one.

Notwithstanding the above, principals' basic minimum administrative allowance shall not be less than $6,500.

4.1.2.2 Administrative Transfers--When an administrator is transferred to another school by Board request, his/her administrative allowance shall be paid as follows:

Year 1: 100 percent of previous administrative allowance or the new allowance, whichever is greater.

Year 2: 75 percent of previous administrative allowance or the new allowance, whichever is greater.

Year 3: As per the new position.

4.1.2.3 For New Schools--Principals appointed to new schools in advance of opening shall receive an administrative allowance based on 50 percent of the approved rated capacity of the new school or $6,500 per year, whichever is greater.

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

4.1.4 Acting Principal--In the event that any 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 may be selected by the superintendent and shall assume the responsibility and be paid only the allowance of the administrative position he/she temporarily occupies commencing with the sixth day.

4.1.4.1 Teachers who act as acting administrators shall receive time-in-lieu for time spent as acting administrators.

4.1.5 Department heads may be appointed by the Board for terms of two years subject to annual review on the recommendation of the superintendent. Each department head shall be paid an allowance equal to seven percent of the fourth year maximum grid position.

4.1.6 Supervisors may be appointed by the Board upon the recommendation of the superintendent. Each supervisor shall be paid an allowance equal to 20 percent of the fourth year maximum grid position.

4.1.7 Consultants and coordinators may be appointed by the Board upon the recommendation of the superintendent. Each consultant or coordinator shall be paid an allowance equal to 10 percent of the fourth year maximum grid position.

4.2 Fort McMurray living allowance will be paid to each teacher employed full-time by the Board as follows: $2,000 - September 1, 1998, $2,400 - September 1, 1999 and $2,500 - September 1, 2000. This allowance is per teacher per year. The allowance will be prorated for part-time teachers under contract.

4.3 Convention expense will be paid on the Monday preceding the convention to each teacher employed by the Board. The rates will be as follows:

(a) Travel - $300

(b) Subsistence - $400

Attendance at the whole of the convention will be required. Proof of attendance shall be certified by the principal/supervisor.

4.4 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 salary grid position per day or be given equivalent time off as agreed to by the teacher. Teachers may also agree to district project contracts for remuneration.

5. Application of Salary Schedule

5.1 Recognition of Teaching Experience

5.1.1 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.

5.1.2 For purposes of this article, 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 the form of a letter from the secretary-treasurer, superintendent or education Board. Until satisfactory proof of experience is received, the teacher shall be paid a salary applicable to the most recent acceptable proof submitted or the minimum for the teachers' education qualifications.

5.1.3 A year of teacher experience shall be any one school year during which a teacher, under contract, has taught full-time for not less than 120 full-time equivalent days. A teacher employed under contract, full-time or part-time, who teaches less than 120 full-time equivalent days, may accumulate an experience increment by combining consecutive school years of service with the Board. Increment adjustment shall be effected September 1 annually and no teacher shall be credited with more than one experience increment for one school year.

5.1.4 Days taught as a result of a temporary contract are eligible for the purposes of clause 5.1.3 commencing the first day of the assignment causing a temporary contract to be issued in accordance with section 82 of the School Act.

5.1.5 Days taught on a day to day basis as a teacher on call as defined by section 81 of the School Act are not eligible for purposes of clause 5.1.3.

5.2 Evaluation of Teacher Education

5.2.1 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 1967 03 23 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. The onus of proof of further education lies with the teacher by means of the Teacher Qualifications Service. If required proof is not received at the expiry date of this period, then the teacher's salary reverts to the next lower 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. Teacher on Call

6.1 A teacher on call means a teacher employed on a day-to-day basis.

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

September 1, 1998 to June 30, 1999

As per the existing wording in 6.2 of the old collective agreement

July 1, 1999 to August 31, 1999

$130.00 per full day

$67.60 per half day

these rates are inclusive of four percent vacation pay

September 1, 1999 to August 31, 2000

$133.90 per full day

$69.63 per half day

these rates are inclusive of four percent vacation pay

September 1, 2000 to August 31, 2001

$137.92 per full day

$71.72 per half day

these rates are inclusive of four percent vacation pay

The total amount shall be paid monthly to the teacher on call.

6.3 A teacher on call, after teaching five consecutive days for the same teacher, for the purposes of salary, shall be paid for the additional consecutive days taught according to his/her qualifications. Submission of years of teaching experience and certification shall be governed by articles 5.1.2 and 5.2.3.

7. Teachers on Probationary/Interim Contracts–Teachers on Part-Time Assignments

7.1 Teachers on probationary/interim contacts shall be notified by the Board 30 days prior to the end of the current school year whether they will be offered a continuing contract, a probationary contract for an additional year or if their contract will not be renewed.

7.2 A teacher with a continuous contract on a full-time assignment who accepts a part-time assignment shall at the start of the next school year revert back to a full-time assignment unless prior to May 1 a continuation of a part-time assignment is agreed to by the teacher and the Board.

7.3 Part-time employment policies and procedures are to be established jointly between the Board and the ATA within 60 operational days.

8. Salary Payment

8.1 Save and except substitute teachers and temporary teachers, each teacher shall be paid:

8.1.1 1/12 of his/her annual rate of salary on the morning of the last teaching Thursday of each month from September to May inclusive;

8.1.2 2/12 of his/her annual rate of salary on the last teaching Thursday of June;

8.1.3 1/12 of his/her annual rate of salary on the last Thursday of August.

8.1.4 Teachers will have their pay deposited directly in the city of Fort McMurray financial institution of their choice by 12:00 noon on pay days through the district's direct cheque deposit system.

All teaching staff will participate in the direct deposit system.

8.2 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.

8.3 Part-time teachers shall receive recognition for salary purposes for the aggregate of those occasions when required to perform full-time services.

9. Sabbatical Leave

The Board agrees to maintain staff development policies and regulations and such regulations shall incorporate the provision for sabbatical leave for employees covered under this agreement.

10. Leaves of Absence

10.1 Personal Reasons--A teacher shall receive leave of absence subject to the following conditions:

10.2 With Full Pay

i) For the critical illness of the teacher's father, mother, spouse, child, sibling, grandparent, grandchild, son-in-law, daughter-in-law or parents of spouse:

(a) in town: not more than three working days

(b) out of town-in Alberta: not more than four working days

(c) out of town-out of Alberta: not more than five working days.

Medical statement certifying critical nature of illness may be required.

ii) For the funeral of any persons referred to in clause 10.2(i):

(a) in town: not more than three working days

(b) out of town-in Alberta: not more than four working days

(c) out of town-out of Alberta: not more than five working days.

iii) For combined critical illness and death:

(a) in town: not more than six working days

(b) out of town-in Alberta: not more than eight working days

(c) out of town-out of Alberta: not more than 10 working days.

iv) For the funeral of brother-in-law or sister-in-law: two working days leave.

v) The superintendent will consider, upon request, leave in addition to (i) through (iv) where special circumstances prevail.

vi) Once per school year, leave amounting to one working day in town or up to three working days out of town for:

(a) paternity leave during confinement

(b) legal adoption.

vii) (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.

viii) (a) For jury duty or any summons related thereto.

(b) To answer a subpoena or summons to attend as a witness in any proceeding authorized by law to compel the attendance of witnesses.

(c) Provided that the teacher remits to the Board any witness fee or jury stipend (excluding allowances and/or expenses) set by the court provided that the action is not initiated by or on behalf of the employee.

10.2.1 The superintendent or designate may approve leave with full pay:

i) To attend conferences, conventions or other meetings,

ii) To visit other schools,

iii) To attend meetings or committee meetings of Alberta Education, senates of colleges/universities, 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 or for that of his or her own spouse and children beyond the limits of the community,

vii) For any teacher appointed by Alberta Education to mark diploma examinations,

viii) For one-half working day to attend son's/daughter's local public high school graduation.

10.3 Leave With Cost of Teacher on Call to be Paid by the Association--A teacher elected to represent the Association may be granted leave of absence provided such leave be in writing to the employer at least 10 days prior to said leave. A leave of absence may not be unreasonably withheld if the notice period cannot be met due to extenuating circumstances outside the control of the teacher and Association. The granting of the leave is conditional to the leave not impacting on the district to meet critical timelines or meet contractual obligations. The employer may cancel the leave due to emergent situations.

10.4 Maternity Leave

10.4.1 In accordance with the Employment Standards Code, teachers are entitled to voluntary maternity leave without pay or benefits. The teacher commencing maternity leave may continue her benefit coverage by prepaying premiums.

10.4.2 Maternity leave shall not exceed 18 weeks.

10.4.2.1 Extended leave may be granted in combination with maternity leave. The combined leaves will not exceed 12 months. Return from extended leave must coincide with the beginning of a semester or spring break for high school teachers. For all other teachers return must coincide with the end of the Christmas break or spring break or the beginning of the next school year.

10.4.3 The teacher shall determine the beginning and ending dates of her maternity leave.

10.4.4 When possible the teacher shall provide notice of her leave requirements 90 days in advance of the commencement of her maternity leave.

10.4.5 The Board will require a medical certificate specifying the anticipated date of delivery.

10.4.6 The Board shall continue its payment of benefit plan premiums as identified in article 12 of the collective agreement during the health related portion of a teacher's maternity leave.

The Board shall establish and maintain a supplementary unemployment benefit (SUB) plan for that portion of the teacher's maternity leave that is health related.

10.4.7 Upon completion of her scheduled maternity and extended leaves, the teacher shall be:

(a) returned to the position held at the commencement of the leave, or

(b) returned to a comparable position as mutually agreed between the teacher and the superintendent or his/her designate.

10.4.8 Early Return To Work

(a) The teacher, with the agreement of the Board, may shorten the duration of the six week period following the actual date of delivery by providing the Board with a medical certificate indicating that resumption of work by the employee will not endanger her health.

(b) The teacher who wishes to resume working shall give the Board no less than two weeks notice in writing of the day on which she intends to resume working.

(c) A teacher who wishes to resume working before the scheduled end of her leave will be assigned to an appropriate teaching position within the district. At the end of her scheduled leave, the teacher may elect to return to the position held at the commencement of the leave.

11. Sick Leave

The Board recognizes that from time to time a teacher will be unable to perform regular duties as a result of accident, illness or disability. The Board agrees to make provision for appropriate modifications to the teacher's work assignment or, if necessary, for a leave of absence with or without pay or benefits.

11.1 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 working days. This sick leave may be applied retroactively, once earned, at any time during the school year. After one year of service: 60 working days.

11.2 In the case of a disability preventing a teacher from teaching and where no modification of work requirements is possible a teacher may be eligible for long term disability. Salary will be paid during the 90 calendar day waiting period, to the maximum of the teacher's accumulated sick leave.

11.3 Where a teacher has suffered an illness and/or has been paid under the provisions of the Standard Life Assurance Long Term Disability Plan, upon his/her return to full-time duty, he/she shall be entitled to an additional sick leave benefit in the current year in accordance with the following schedule to a maximum of:

Less than one year of service: nil

After one year of service: 60 working days.

11.4 Before a teacher returns to work after health related absence of 10 or more working days, a medical certificate shall be required certifying that the teacher is medically able to return to work.

It is the responsibility of the employee to keep the employer informed of the employee's status while away from work due to illness. Each employee accessing sick leave will inform the district's human resources department of his/her intended return to work. The employee's return to work will be coordinated by the human resources department. Return to work shall be governed by article 11.6 and district policies and procedures.

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

11.6 A teacher who is absent from school duties to obtain necessary medical or dental treatment, or because of accident, disability or sickness is 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.

11.6.1 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.

12. Health and Medical Care Benefits

12.1 Extended Health Care--The Board will contribute 100 percent of the cost of premiums per month for all teachers participating in the Alberta Blue Cross Extended Health Care Plan, Class A. This plan shall include 100 percent coverage of prescription drugs.

12.2 Alberta Health Care--The Board will contribute 100 percent of the cost of premiums per month of the Alberta Health Care Insurance Plan for all teachers participating in the Alberta Health Care Insurance Plan.

12.3 Life, Accidental Death and Dismemberment and Long Term Disability

12.3.1 The Board will contribute 100 percent of the cost of premiums per month of all eligible teachers participating in the Standard Life Assurance Life Insurance Plan, Class A, which provides for four times the teacher's annual salary.

12.3.2 The Board will contribute 100 percent of the cost of premiums per month for all eligible teachers participating in the Standard Life Assurance Long Term Disability Plan, Class A.

12.3.3 Membership in the Standard Life Assurance Insurance and Long Term Disability Insurance Plan, Class A, shall be a condition of service.

12.4 The Board will contribute 100 percent of the cost of premiums per month for all eligible teachers participating in the Citadel Assurance Accidental Death and Dismemberment Plan, Class A.

12.5 Dental Care--The Board will make available the Alberta Blue Cross Dental Care Plan, Class A. Membership in the Alberta Blue Cross Dental Care Plan, Class A, shall be a condition of employment with exception of those teachers who elected not to participate prior to September 1978 and those who are not eligible to participate as defined in the plan and those who are covered under an equivalent spouse's plan, proof of which will be required. The Board will contribute 100 percent of the cost of premiums per month for all teachers participating in the Alberta Blue Cross Dental Care Plan, Class A. This plan shall provide for 100 percent of costs of routine treatments, 80 percent of the costs of major treatments and 50 percent of the costs of orthodontic treatments.

12.6 Vision Care--The Board will contribute 100 percent of the cost of premiums per month for all teachers participating in the Alberta Blue Cross Vision Care Plan, Class A.

12.7 Eligibility--Teachers commencing part-time employment with the Board after August 31, 1994 will be eligible to participate in benefit programs on the basis of shared payment of premiums prorated to each teacher's full-time equivalent. The Board will contribute 100 percent of the cost of premiums per month for all teachers whose part-time employment prior to August 31, 1994 was between 0.5 to 0.99 full-time equivalency.

12.8 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.

13. Personal Leave

13.1 A teacher may apply for one day leave per school year with pay for personal reasons and be granted such leave at the discretion of the superintendent or his designate. Personal leave will not be considered immediately prior to or following a holiday or holiday period. This article is deleted effective January 1, 1995.

13.2 A teacher may apply for leave for personal reasons with pay less the cost of substitute teacher services regardless of whether or not a substitute is required and be granted such leave at the discretion of the superintendent or his designate. Leave under this article is limited to a maximum of three days per school year.

13.3 Additional personal leave not covered elsewhere in this agreement may be considered with or without loss of pay at the discretion of the superintendent.

14. Grievance Procedure

14.0 An earnest effort shall be made to resolve the grievance fairly and promptly in the following manner:

Step 1: The teacher shall attempt to resolve the issue with appropriate parties prior to going to grievance.

Step 2: The teacher will communicate, in writing, items of concern to the EPC chair. The EPC chair and secretary treasurer have 15 days to resolve the grievance.

Step 3: Grievance committee has 21 days to resolve the concern.

Step 4: Proceed to arbitration board.

Time limits referred to in the grievance procedure will be working days.

14.1 Any difference between any teacher covered by this agreement and the Board concerning the interpretation, application or alleged violation of the collective 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.

14.2 The grievance shall first be submitted in writing to the chairman of the EPC within 15 days from the date when the teacher was first unable to resolve the dispute. The EPC chair shall write a letter to the secretary treasurer initiating the grievance procedure. The EPC chair will define the nature of the grievance, the articles of this agreement which is alleged to have been violated, and the remedy sought.

14.2.1 Failing a satisfactory settlement within 15 days after the date of submission of the grievance to the secretary-treasurer, the chair of the EPC shall, within five days thereafter, give written notice to the secretary treasurer of the Board directing the case be considered by the grievance committee.

Such grievance committee shall be composed of two representatives of the Board and two representatives of the bargaining unit. The full committee shall meet and endeavor to resolve the grievance and shall render its decision within 21 days following receipt of the submission. The grievance committee may extend the time limit upon unanimous consent of the grievance committee. Unanimous decisions of the grievance committee shall be final and binding.

14.3 Failing a satisfactory settlement by the grievance committee within the said time, either party may, by written notice to the secretary treasurer and the chair of the EPC committee serve notice of intent to proceed to arbitration. Such notice must be given within 10 days after the date the aforesaid 21 day limit expires or the date the grievance committee renders other than a unanimous decision, whichever is shorter.

14.3.1 Each party shall appoint one member as its representative on the arbitration board within seven days of such notice and shall so inform the other party of its appointee. The two members so appointed shall, within five days of the appointment of the second of them appoint a third person who shall be the chairman. In the event of any failure to appoint a chairman, either party may request the director of mediation services to make the necessary appointment.

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

14.4 The arbitration board shall not change, amend or alter any of the terms of the 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 provision of this agreement or that involves the determination of a subject matter not covered by, or arising during the term of this agreement.

14.4.1 The decision of the majority shall be the decision of the arbitration board. Where there is no majority decision, the decision of the chairman shall be the decision of the arbitration board. The decision of the arbitration board shall be final, binding and enforceable on all parties and may not be changed.

14.5 The arbitration board shall give its decision not later than 14 days after the appointment of the chairman provided, however, that this time period may be extended by written consent of the parties.

14.6 Each party to the grievance shall bear the expense of its respective appointee and the two parties shall bear equally the expenses of the chairman. Each party shall bear the expense of their respective witnesses. Leave with loss of teacher on call pay for teachers under this collective agreement will not be unreasonably withheld.

14.7 All the aforesaid time limits referred to in the grievance procedures shall be exclusive of Saturdays, Sundays and statutory holidays.

14.7.1 In the event, at any stage of the aforesaid procedure (except in the respect of appointing persons to the board) the grieving party fails to take the necessary action within the time limits specified, the grievance shall be deemed to be at an end.

14.7.2 Any of the aforesaid time limits may be extended at any stage upon the written consent of the parties.

15. Communications Committee

A committee will be organized, the purpose of which will be to discuss and attempt to resolve items of concern between the Board and the teachers.

15.1 Composition: Three representatives of the Board and

(a) chairman of the EPC for the Fort McMurray bargaining unit No 2833;

(b) two other representatives of the EPC for the Fort McMurray bargaining unit No 2833.

15.2 Meetings may be held in November, February and May or as required. Meetings will be called during these times by the chairman of the EPC for the Fort McMurray bargaining unit No 2833 or by a representative of the Board.

General Articles

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

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

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

19. 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 consent in writing of both the Board and the Fort McMurray bargaining unit No 2833.

20. The Board shall make available to each teacher of the Fort McMurray bargaining unit No 2833 a copy of the collective agreement as soon as possible following its signing. The Board and the Local shall share equally the cost of production of the signed collective agreement to a maximum cost of $250.

21. The collective agreement shall remain in effect until such time as a new agreement is reached or a strike or a lockout occurs.

LETTERS OF INTENT

The following letters of intent have been agreed to:

1. Professional Forum

2. Extracurricular Activities

3. Noon Hour Responsibilities

4. Class Sizes

LETTERS OF INTENT

1. Professional Forum

It is proposed that management and members of the ATA establish a committee called the "professional forum."

This committee would be composed of professional staff employed within the public school district and representatives of the management team. The purpose of such a committee would be to have, on a regular basis, an open dialogue about issues, which may have an impact on the employment, responsibility or accountability of the individual or group. The role of the committee is that of advisory. The goal of the committee is to deal with issues in a timely manner.

Committee Membership:

ATA Staff: Six members (teachers on call, K-3, 4-6, 7-8, 9-12, admin.)

(At least two should be EPC members)

Management: Secretary-treasurer, associate superintendent, director of plant

CUPE: The ATA and management may ask a CUPE representative to attend some or all meetings.

Meeting Dates: Monthly, to be established each September.

2. Extracurricular Activities

The Board of Trustees and teachers recognize that extracurricular activities are an important part of the student's experience at school. It is desirable that teachers be involved in these activities. Participation is voluntary and is appreciated but is done with no additional renumeration.

The Board agrees to establish policy statements within 120 days of the date of ratification by both parties.

3. Noon Hour Responsibilities

Teachers will have one half of the scheduled lunch break free from assignment or supervision.

The Board agrees to establish policy statements within 120 days of the date of ratification of both parties.

4. Class Sizes

When class sizes reaches or exceeds the following numbers, the principal will request that the associate superintendent and classroom teacher(s) involved, review the circumstances. A recommendation may be provided to the superintendent for consideration.

Kindergarten: 24

Grades 1-3: 28

Grades 4-8: 32

Grades 9-12: 35

The Board agrees to establish policy statements within 120 days of the date of ratification by both parties.