The Alberta Teachers’ Association

Collective Agreement between:

The Grande Yellowhead Public School Division No.77 (hereinafter called "the Employer") of the first part, and The Alberta Teachers’ Association (hereinafter called "the Association")

acting on behalf of the teachers employed by the Employer, of the second part.

PREAMBLE

This agreement is made, pursuant to the Alberta School Act, Alberta Labour Relations Code, Alberta Employment Standards Code, and Alberta Human Rights Act; and

WHEREAS, the Association is the duly certified bargaining agent for the teachers employed by the Employer, and

WHEREAS, such teachers' terms and conditions of employment and their salaries have been the subject of negotiations between the parties, and

WHEREAS, the parties desire that these matters be set forth in an agreement to govern these terms of employment of the teachers; and

WHEREAS, the Division is responsible for the educational success of students; and

WHEREAS, the Association’s Members are responsible for assisting with the educational success of each student; and

ARTICLE I - TERM OF AGREEMENT

1.1   This Collective Agreement shall, except where otherwise specified, be binding on the parties and shall remain in effect from September 1, 2012 until August 31, 2016.

1.2   Either party to this agreement may serve notice on the other party in writing not more than one hundred and eighty (180) days and not less than sixty (60) days prior to the termination date that changes or amendments are desired.

1.3   Notwithstanding the termination of this agreement, if notice has been served pursuant to clause 1.2 above, the terms and conditions contained herein shall remain in full force and effect until otherwise altered through collective bargaining or until a strike or lockout commences, whichever comes first.

ARTICLE II - MANAGEMENT RIGHTS

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

ARTICLE III - SCOPE

3.1   This collective agreement shall apply to teachers employed by the Employer except teachers designated as:

a. Superintendent;
b. Chief Deputy Superintendent;
c. Assistant Superintendent;
d. Associate Superintendent;
e. Director.

ARTICLE IV - SALARY AND PAYMENT OF SALARY

4.1   The following salary increases shall be provided in accordance with the Framework Agreement presented by the Government of Alberta to the Alberta Teachers’ Association and the Alberta School Boards Association on March 13, 2013.

Effective September 1, 2012 adjust the salary grid in effect on August 31, 2012 by 0% (note the rates identified herein for salaries, substitute teacher rates and allowances already reflect this increase.) See Appendix A.

Effective September 1, 2013 adjust the salary grid in effect on August 31, 2013 by 0% (note the rates identified herein for salaries, substitute teacher rates and allowances already reflect this increase.) See Appendix A.

Effective September 1, 2014 adjust the salary grid in effect on August 31, 2014 by 0.39% (note the rates identified herein for salaries, substitute teacher rates and allowances already reflect this increase.) See Appendix A.

Effective September 1, 2015 adjust the salary grid in effect on August 31, 2015 by 2% (note the rates identified herein for salaries, substitute teacher rates and allowances already reflect this increase.) See Appendix A.

Lump Sum Payment – A 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, prorated on the teacher’s FTE on that date, and paid no later than the end of December of 2015.

The amount of university education and length of teaching experience, computed as hereinafter provided shall together determine the basic salary rate for each teacher contracted by the Employer. The minimum salary, maximum salary, and increments for each year of teaching experience are outlined in Appendix A.

4.2   The Employer shall pay every teacher one-twelfth (1/12) part of their annual salary, at the rate in effect during the month, on or before the last day of each calendar month.

4.3   The Employer agrees to make available to a newly hired teacher during their first month of employment a salary advance of up to two thousand dollars ($2,000.00) provided the teacher agrees to repay the advance within four (4) months of their date of hire, upon termination, or at the end of June, whichever occurs first.

4.4   Nothing herein shall reduce the salary of a teacher below the amount payable immediately prior to the effective date of this agreement.

4.5   It is agreed that Employment Insurance Commission rebates under the Wage Loss Replacement Plan are included in the salaries paid under this agreement.

4.6   Honorarium Paid by Outside Agencies

Individuals can be offered honorarium and other benefits from outside agencies for a variety of activities that are performed while under the employ of the Board. These duties can include, but are not limited to, presenting at a Teachers’ Convention and working with Student Teacher Placements. The Board will allow the payment of the Honorarium to individual teachers. It is the responsibility of the individual to report these earnings as required.

ARTICLE V - TEACHING EXPERIENCE

5.1   Teaching experience shall be recognized for increment purposes providing such service was gained while holding a valid teaching certificate. Such experience shall be calculated as though it had been gained with the Employer.

5.1.1   A year of teaching experience shall be earned by performing required duties with an Employer for at least one hundred and thirty (130) school days. When a year of teaching experience has been earned, the teacher shall not begin to earn additional teaching experience until the beginning of another school year. Substitute teaching shall not be considered as teaching experience.

5.1.2   On September 1 or on February 1 of each school year, a teacher who is eligible for an increment shall be placed on the next higher step on the grid.

5.2   It shall be the responsibility of the teacher to obtain and supply the Employer with proof of experience no later than thirty (30) calendar days from the date of commencement of employment. Proof of years of experience may be by way of statutory declaration by the teacher before a Commissioner of Oaths. Until proof of teacher experience for salary entitlement is received, the teacher shall be paid at four (4) years training and zero (0) years experience. If proof of experience is provided within thirty (30) calendar days, full pay is retroactive to the commencement of employment. But if the teacher fails to submit proof of teaching experience within the thirty (30) calendar days, salary adjustment shall be effective at the beginning of the month during which proof is submitted.

5.3   Vocational Teachers

5.3.1   A vocational teacher shall be designated as one who qualifies in one of the following categories:

a. Any teacher accepted by the University of Alberta Faculty of Education Secondary Education Career and Technology Studies, or equivalent program as deemed by the employer.

b. Any teacher who has an Alberta Journeyman's Certificate or its equivalent and a valid Alberta teaching certificate.

Vocational experience to be recognized in the above clause shall be that experience gained following the date a candidate attains journeyman status or equivalent and, further, such experience must be in the vocational area that the candidate is registered in while pursuing the university vocational education program.

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

5.3.2   The Employer is to notify the ATA of any employees being recognized under this article.

5.3.3   The Employer shall pay above the salary determined by Clause 4.1, a vocational allowance of one (1) increment, in the applicable category, for each year of such experience up to five (5) years and one-half (1/2) that increment, in the applicable category, for each additional year of such experience. Experience must be applicable to the subjects taught with proof of experience supplied as in Clause 5.2.

5.3.4   The vocational allowance, together with the minimum, shall not exceed the maximum salary in the applicable category.

5.3.5   Teaching experience following appointment shall be recognized by regular increments until the maximum salary in the applicable category is reached.

5.3.6   Advancement from one salary category to another shall be made as for any teacher with the vocational allowance as in the former category.

5.4   Save as aforesaid, no teacher shall receive increments for experience gained while he/she was not holding a valid teacher's certificate.

ARTICLE VI - TEACHER EDUCATION

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

6.2   The adjustment dates for changes in salary based on teacher education shall be September 1 and February 1. Proof of teacher education or evidence of having applied for same must be submitted to the Employer within 45 calendar days of the above mentioned adjustment dates or commencement of employment. Failure to submit proof or evidence of application shall result in salary adjustment commencing the month following receipt by the Employer. New teachers on staff will be paid at the level of the Alberta teaching certificate held until proof is supplied.

6.3   For the purpose of Clause 6.2 written proof of application for a statement of qualifications issued by the Alberta Teacher Qualifications Service shall be written confirmation of such application as supplied to the applicant by the Alberta Teacher Qualifications Service.

ARTICLE VII - ADMINISTRATORS’ ALLOWANCE

7.1   Administrators' allowances shall be added to the salary payable under Clause 4.1.

7.2   Administrators' allowances shall be calculated as follows:

A basic allowance of seven and four tenths percent (7.4%) of the fourth year maximum of the salary grid, plus

An allowance of seven one hundredths of a percent (.07%) of the fourth year maximum of the salary grid for each of the first fifty (50) students in the school, plus

An allowance of forty five one thousandths of a percent (.045%) of the fourth year maximum of the salary grid for each of the next one hundred (100) students in the school, plus

An allowance of forty-two one thousandths of a percent (.042%) of the fourth year maximum of the salary grid for each additional student in the school.

7.2.1   Small school administrator attraction and retention allowance:

The small school administrator allowance is to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid. In no case will the amount of the allowance be less than $0. See Appendix A.

7.3   Effective Date of Enrolment for Calculation

7.3.1   The pupil and teacher 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.

7.3.2   Early Childhood Services (ECS) students are counted as full-time students. In the event that Early Childhood Services programs commence after September 30, ECS enrollments will be based on the projected opening enrollment in those programs. If the actual ECS enrollment varies from the projected enrollment by more than ten percent (10%), the administrator's allowance shall be adjusted accordingly for the entire term of this agreement.

7.4   Assistant Principals' Allowances shall be fifty percent (50%) of the Principal’s Allowance.

7.5   An assistant principal shall be appointed in schools where the number of teachers is equal to or greater than eight (8).

7.6   Where a principal designate of a school is appointed, the principal designate shall be paid an administration allowance based on the projected opening student population of the school.

7.7   Designation of Acting Administrators

7.7.1   If a Principal is absent from school for a period of one or more school days, the following shall apply:

(a) An Assistant Principal, where one is available will be designated to act in place of the principal and will, after three (3) consecutive school days of such designation, receive 1/200 of the principal’s allowance on the fourth (4th) and further consecutive school days of the same consecutive period for such acting designation.

(b) Where no Assistant Principal is available, a teacher will be designated to act in place of the principal and will, after three (3) consecutive school days of such designation, receive 1/200 of the principal’s allowance on the fourth (4th) and further consecutive school days of the same consecutive period for such acting designation.

(c) Any of the above mentioned acting designations shall terminate upon the principal’s return, or at the date defined in the offer of designation.

7.8   Payment for allowances to a teacher designated by the Employer to be a Supervisor, Coordinator or Chartered Psychologist are outlined in Appendix A.

ARTICLE VIII - SUBSTITUTE TEACHERS

8.1   The substitute teacher daily rate of pay is to be adjusted on the same dates and by the same percentage increases as are applied to the salary grid. Certificated substitute teachers shall be paid a daily rate of as per Appendix A.

8.1.1   The first five (5) days of substitution service in the same teaching position will be compensated at the substitution rate and that commencing the sixth (6th) day in the same position, the rate shall increase to one two-hundredth (1/200) of his/her grid position per day of substitute teaching. There shall be no retroactivity of substitute compensation to the beginning of the continuous teaching period.

It is agreed that the rates shall be deemed to include holiday pay.

8.2   Substitute teachers providing service:

a. for a day will receive the daily rate;
b. only in the morning or only in the afternoon shall be paid at the daily rate multiplied by the percentage of instructional time offered to students during that part of the day. The minimum substitute teacher rate shall be 50% of the daily rate. Where a substitute teacher works two assignments in any one day the total remuneration shall not exceed the daily rate for substitute teachers.

ARTICLE IX - GROUP BENEFITS

9.1   The Parties agree that a Group Benefits Committee consisting of one (1) representative of the Employer, one (1) representative of the Alberta Teachers' Association, and one (1) representative of the Canadian Union of Public Employees be formed and empowered to make decisions regarding the carrier to be used for the various insurance and benefit plans made available pursuant to this agreement. A quorum of this committee shall consist of all members and all motions shall require one-hundred (100) percent unanimity to carry.

9.2   As a condition of employment, teachers working the minimum requirement of the benefit carrier, shall be enrolled in a group life and accidental death and dismemberment insurance program. The Employer agrees to pay one hundred (100) percent of the premiums for this program.

9.3   As a condition of employment, teachers working the minimum requirement of the benefit carrier, shall be enrolled in an extended disability insurance program. The Employer shall be responsible for the premiums of this program up to a limit of one and nine tenths percent (1.9%) of the insured salary. In the event that premium rates rise above 1.9% of the insured salary, the teacher shall be responsible for that portion of the premium in excess of 1.9% of the insured salary.

9.4   The Employer shall make available to teachers working the minimum requirement of the benefit carrier, an extended health care insurance program. The Employer agrees to pay that portion of the premium for this program which corresponds to the full time equivalency of the teacher.

9.5   The Employer shall make available to teachers working the minimum requirement of the benefit carrier, a program of dental insurance. The Employer agrees to pay that portion of the premium for this program which corresponds to the full time equivalency of the teacher.

9.6   The Employer shall enroll all eligible teachers in the group Alberta Health Care Insurance Program. The Employer agrees to pay that portion of the premium for this program which corresponds to the full time equivalency of the teacher.

9.7   The Employer shall make available to teachers working the minimum requirement of the benefit carrier, a vision insurance program. The program will be, or equivalent to, Plan 3 – Vision (Alberta School Employee Benefit Plan). The Employer agrees to pay that portion of the premium for this program which corresponds to the full-time equivalency of the teacher.

9.8   The Employer shall make an Employee Assistance Plan available to teachers and their dependents who may be suffering from problems such as stress, psychological or physical illness, marital/family difficulties, drug/alcohol abuse, bereavement, etc. which may affect the performance of the teacher. Leave from duties to access Employee Assistance Plan services shall be defined as sick leave. The first six (6) sessions are at no cost to the teacher or dependents. A fee of $20.00 per session will be assessed to the teacher or dependent for any further sessions required. Teachers subject to this agreement shall appoint two representatives to the Employee Assistance Plan Steering Committee.

9.9   Health Care Spending Account

9.9.1   The Employer will establish for each eligible teacher a health care spending account that adheres to Canada Revenue Agency (CRA) requirements. “Eligible teacher” under this provision means a teacher on a continuing, probationary, interim or temporary contract.

9.9.2   Contributions

9.9.2.1   The Employer will contribute during each plan year (September 1 to August 31) to each health care spending account for the benefit of that teacher, the teacher’s spouse and the teacher’s dependant(s) an annual amount of four hundred fifty dollars ($450.00) for each full-time eligible teacher, in equal monthly installments, exclusive of administration fees as charged by the carrier.

9.9.2.2   Effective September 1, 2014, the Employer shall contribute six hundred dollars ($600.00) to the teacher’s health spending account.

9.9.3   The Employer agrees to pay that portion of the annual contribution for this program which corresponds to the full-time equivalency of the teacher.

9.9.4   No contributions will be made during a month that a teacher is on an unpaid leave of absence in excess of 30 days and for the duration of the leave. Contributions will continue for teachers on maternity leave and extended disability leave, however, monthly contributions shall continue to be made at the contribution level in effect at the time their leave commenced.

9.9.5   Any unused balance from the plan year will be carried forward to the next plan year. The carried forward amount must be used by the end of the next plan year, or it will be lost.

9.9.6   Teachers leaving the employ of the Employer for any reason will automatically forfeit any unused balance in the teacher’s health care spending account once the run off period is completed.

ARTICLE X - SICK LEAVE

10.1   Upon the recommendation of a qualified medical practitioner, sick leave for planned treatment outside the Province of Alberta shall be approved by the Employer. The Employer may require that the recommendation come from an employer-approved medical practitioner.

10.2   For the purpose of this section, a teacher who is granted leave of absence by the Employer shall be advised at the time the leave is granted whether or not he or she shall be considered to be continuously employed during such leave of absence.

10.3   Teachers participating in the Alberta School Employee Benefit Plans shall be allowed sick leave as follows.

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

In the first year of service with the Employer, a teacher shall be granted twenty (20) days of sick leave availability on commencement of employment, with no additional earning of sick leave entitlement during the first year of employment.

After one year of service with the Employer, a teacher shall have an entitlement of ninety (90) calendar days sick leave available continuously.

In the event of recurring absences related to an illness, disability or injury, only ninety (90) days sick leave shall be available for that particular illness, disability or injury. The Employer will accept the insurer's definition of a recurring illness, disability or injury.

10.4   Sick leave credits shall not accumulate during periods of sickness, disability, or injury during the first year of employment.

10.5   Application for extended disability benefits shall be made as soon as there is medical evidence that the absence is of a long-term nature.

The Employer may require that a teacher receiving benefits under the extended disability plan shall participate in a treatment program through the Employee Assistance Plan.

10.6   A certificate, acceptable to the Employer, from an attending qualified medical or dental practitioner detailing the general nature of the affliction and providing an estimate of the date of return to work may be required by the Employer to support claims for sick leave of three (3) or more days.

10.7   For purposes of Clause 10.6, the duration of a sick leave shall be deemed to be from the last day worked to the day of return to work.

10.8   Rather than adhere to Clauses 10.6 and 10.7 on a universal basis, the Employer agrees to rely on its administrators to identify those staff members who may be using sick leave privileges in an unprofessional manner.

10.9   When a teacher leaves the employ of his/her Employer, all accumulated sick leave credits shall be canceled.

ARTICLE XI - MATERNITY, PARENTAL AND ADOPTION LEAVE

11.1   Teachers shall be entitled to maternity leave of eighteen (18) weeks. Where possible, the teacher shall provide written notice to the Superintendent six (6) weeks prior to the commencement of the leave. If the teacher intends to access parental leave with a maternity leave, such notice shall include an indication of the length of the combined leave. This indication is not binding and the teacher shall be eligible to return to work at an earlier date as provided in article 11.6 and in accordance with the Employment Standards Code.

11.2   Prior to commencement of a maternity leave as specified in clause 11.1 of this agreement, a teacher employed during the second or subsequent years of employment shall choose either option (1) or option (2) below. This choice shall become irrevocable on the first day of absence. The Employer will continue to contribute to Group Insurance plans and the HSA during the period of option (1) or (2).

(1) The teacher may access the Supplementary Unemployment Benefits (SUB) plan which shall provide the maximum salary allowable under the SUB plan during 18 weeks of maternity leave.

(2) The teacher may access sick leave entitlement with pay as specified in clause 10.3.1 of the collective agreement for a period of sickness or disability arising from the pregnancy.

11.3   During the first year of service with the Employer, the teacher shall access available sick leave credits during the health related portion of maternity leave.

11.4   Teachers shall be entitled to thirty-seven (37) weeks of parental or adoption leave. Where possible, the teacher shall provide written notice to the Superintendent six (6) weeks prior to the commencement of the leave. A teacher who has previously indicated an intention to access parental leave in clause 11.1 shall not be required to provide a second notice.

11.5   Teachers on parental or adoption leave shall be eligible to continue to participate in the Group Insurance Plans, subject to the master policies of the insurance carrier, but will be responsible for the entire amount of premiums, except teachers who are receiving a benefit as provided in article 11.2

11.6   A teacher returning from maternity, parental or adoption leave shall provide written notice to the Superintendent 30 days in advance of the actual date of return. The teacher shall be returned to the position held at the commencement of the leave or a similar position.

11.7   Teachers may request additional leave to extend a parental leave. The terms of the leave shall be determined by the mutual agreement of the teacher and the Superintendent prior to the commencement of the extended leave.

PARENTAL LEAVE

11.8   Two days of parental leave for the partner on the birth or adoption of their child.

ARTICLE XII - PROFESSIONAL GROWTH FUND

12.1.1   The Employer shall annually contribute:

a. 35% (thirty-five percent) of 3.5 times the fourth year maximum of the salary grid as of September 1 of each year of this agreement; plus

b. 65% (sixty-five percent) of 3.5 times the fourth year maximum of the salary grid as of September 1 of each year of this agreement times Total FTE as of September 30th of each year of this agreement times 0.331% (three hundred and thirty-one thousandth percent), to a professional growth fund.

12.1.2   Funds not expended in a given year shall be added to the total the following year to a maximum of 40% of the total funds available for that year. Funds not expended, in excess of 40% will be returned to the employer. Any deficit in one year shall be taken from the total of the following year.

12.2   The fund shall be administered by a committee consisting of:

a. the ATA Evergreen Local No. 11 Professional Development Chairperson, or designate;

b. one (1) teacher representative from each of the five (5) zones, selected according to the constitution of the ATA Evergreen Local No. 11;

c. three (3) Grande Yellowhead Public  School Division Administration members; and,

Each person in sections (a) and (b) shall have one (1) vote. Each person in sections (c) shall have two votes.

APPEALS

12.3   Where the committee is unable to come to a final decision regarding the final distribution of funds, a decision can be appealed to the Board of Trustees.

ARTICLE XIII - OTHER LEAVES

13.1   BEREAVEMENT and CRITICAL CARE LEAVE

13.1.1   Definitions

a. Bereavement Leave shall be specifically defined as permission for teachers to be absent from duty in the event of a death of a member of the teacher’s immediate family as defined in 13.1.2 or because of a request to serve as a pallbearer.

b. Critical Care Leave shall be specifically defined as permission for teachers to be absent from duty in the event of critical illness, critical accident, illness or accident requiring emergency medical treatment of an immediate member of his/her family as defined in 13.1.2.

13.1.2   For the purpose of this section a teacher’s immediate family shall be interpreted as consisting of the following memberships:

Group "A" Relationships 

Group "B" Relationships

13.1.3   The teacher shall apply through his/her supervisor to the Superintendent for Bereavement and Critical Care leave of absence. The application must identify the relationship of the family member, the nature of the affliction and the location to which the employee is required to travel.

13.1.4   Bereavement and Critical Care Leave of absence with full pay and benefits will be granted, in either full or half day portions, according to the following schedule: 

13.1.5   In addition, up to two (2) days leave of absence with full pay may be granted for the purpose of travel.

At the discretion of the Superintendent, an additional leave of up to five (5) days may be granted with partial loss of pay.

13.2   Jury/Witness Leave of Absence

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

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

provided that the teacher remits to the Employer any witness fee or jury stipend (excluding allowances and/or expenses set by the Court or other body).

Notwithstanding the above, such leaves shall not apply in cases where the teacher is appearing as the defendant.

13.3   Personal Leave

13.3.1   Subject to the school principal being able to arrange for coverage of a teacher's assignment, each teacher is eligible for

a. Two days leave of absence during each school year. The first such day shall be with full pay and the second shall be at the cost of a substitute.

b. Effective September 1, 2014 an additional 1 day leave of absence during each school year, at 50% of the cost of substitute.

c. Effective September 1, 2015 an additional 1 day leave of absence during each school year with full pay.

13.3.2   Personal leave days not used in a year may be carried forward to the next year. Unused personal days may accumulate to a maximum of five (5) days with full pay, and five (5) days with partial loss of pay. The pay status of personal days carried forward will be the same as if the leave had been taken in the year earned.

13.3.3   Teachers who have greater than five (5) unused personal days in either category, at the time of the signing of this Collective Agreement, will maintain such days until they are used by the teacher and until reduced to five (5) in each category.

13.4   Family Medical Leave

13.4.1   On application to the Superintendent of Schools, a teacher shall be granted up to two (2) days leave of absence with pay per year for family medical attention. For the purposes of this clause, family members shall be defined as parent, spouse, sons and daughters.

13.5   Convocation Leave

13.5.1   A teacher is entitled to leave of absence with pay and applicable benefits for one day of each of the teacher’s own convocation in which the teacher is participating as a degree or diploma recipient provided the convocation falls during the school year and the convocation falls on a school day.

13.5.2   The Employer shall grant up to one teaching day with pay and applicable benefits to attend the post-secondary convocation exercises for spouse or children that are participating as a degree or diploma recipient provided the convocation falls during the school year and the convocation falls on a school day.

13.6   Compassionate Care Leave

13.6.1   Compassionate Care Leave shall be granted for teachers to be absent from duty, temporarily, to provide care or support to a family member who is gravely ill or who has a significant risk of death within twenty six (26)  weeks (six (6) months). A teacher shall be entitled to leave of absence without pay but with benefits at the normal cost sharing, for a period up to six weeks. Additional compassionate care leave may be considered on extenuating circumstances.

Qualified relative means a person in a relationship to the teacher for whom the teacher would be eligible for the compassionate care benefit under Employment Insurance legislation.

13.6.2   The teacher shall apply through his/her supervisor to the Superintendent Compassionate Care Leave. Teachers may be required to submit proof, satisfactory to the Employer, demonstrating the need for compassionate leave.

ARTICLE XIV - DEFERRED SALARY LEAVE PLAN

14.1   A maximum of eight (8) teachers shall be granted a deferred salary plan leave of absence for a given year.

14.2   The Deferred Salary Leave Memorandum of Agreement shall be concluded by June 30 in the year of application to participate in the deferred salary leave plan.

14.3   Upon the conclusion of the leave of absence under the deferred salary plan, the teacher shall resume employment with the Employer.

14.4   "Eligible Teacher" shall be defined as any teacher on continuous contract and covered by the Collective Agreement while on leave.

14.5   Participants in the deferred salary plan shall pay the cost of group benefits covered by the Collective Agreement while on leave.

ARTICLE XV - JOB SHARING

15.1   Where two teachers wish to share one full time teaching position, they may apply to the Employer for a shared job assignment. Such application must be made no later than April 30 of the school year immediately preceding the year in which the job sharing is to take place.

15.2   A shared job assignment may be granted by the Employer in accordance with the following terms.

15.2.1   The proportion of a full time position taught by each teacher shall be mutually decided by the two teachers and must be agreeable to the Employer.

15.2.2   On approval of the application of the teachers, the Employer shall grant the shared job assignment for a guaranteed period of one school year. By April 30 in the school year of the shared job assignment, the teachers involved must advise the Employer that they wish to return to their former status or they must apply for a continuation of the shared job assignment.

15.3   In the event that one of the teachers involved in the shared teaching position ceases to perform his/her teaching duties for any reason whatsoever, the Employer may, upon fourteen (14) days notice in writing, require the other teacher involved to assume the full time duties of the formerly shared position.

ARTICLE XVI - PART-TIME TEACHERS

16.1   Teachers employed on a basis other than full-time for the full school year, shall be paid an annual salary as determined above multiplied by the ratio that their employment bears to full time employment.

16.2   Attendance of part-time teachers, who are not job sharing pursuant to Article 15 of this agreement, at the Alberta Teachers' Association North Central Teachers’ Convention shall be recognized as full days of employment and the teacher shall be compensated accordingly.

16.3.1   Full-time teachers who hold a continuing contract with the Employer may apply to the Employer for a part-time assignment. Such application must be made no later than April 30 of the school year immediately preceding the year in which the part-time assignment is to take effect.

16.3.2   The Employer may provide a part-time assignment to a full-time teacher under the following terms:

16.3.2.1 The part-time assignment shall continue from year to year at the same    level full-time equivalency unless:

a. the teacher provides notice of his/her intention to resume full-time duties;
b. the Employer provides notice to the teacher that he/she shall resume full-time duties; or
c. the Employer and the teacher mutually agree to a change in the level of full time equivalency.

For both (a) and (b) above, notice shall be provided no later than April 30 of the school year immediately preceding the year in which the resumption of full-time duties is to take place.

16.3.3   Notwithstanding 16.3.2.1 above, the Employer and a teacher may agree to a change in full-time equivalency at any mutually acceptable time.

ARTICLE XVII - TEACHER LIAISON COMMITTEE

17.1   The teachers recognize the right and responsibility of the Employer to formulate Policy.

17.2   The Employer agrees to participate with members of the Alberta Teachers' Association in a Teacher Liaison Committee. The following principles governing the committee are agreed.

a. The Committee shall consist of four (4) Alberta Teachers' Association Local Executive members, four (4) Central Office administrators.

b. The main direction of the discussion shall be to examine aspects of the quality of work life in the Grande Yellowhead Public School Division including communication among the parties.

c. Each group (Alberta Teachers' Association, Central Office) will look after personal expenses. The Employer agrees to budget One Thousand Dollars ($1000.00) to look after non-personal expenses.

d. Policy statements and guidelines introduced or proposed for review which relate to teachers’ working conditions will be forwarded to members of the committee for an opportunity to discuss at a committee meeting prior to the Employer voting on the policy.

e. Discussions may include such things as:  changes to policy; representation to the government; and communicating with the public. External agencies may be invited for information and discussion.

17.3   There will be a minimum of one (1) meeting of this committee during the school year.

ARTICLE XVIII - GRIEVANCE PROCEDURE

18.1   Any difference between any teacher covered by this Agreement and the Employer, or in a proper case between the Local of the Association and the Employer concerning the interpretation, application, operation or alleged violation of this agreement, shall be dealt with as follows.

STEP 1

18.2   Any teacher who considers that he/she has a grievance arising out of this agreement shall, within twenty (20) school days from the date of the action giving rise to the grievance, lodge in writing a statement of the nature of this grievance, the articles of this Agreement which it is alleged have been violated and remedy sought to the Economic Policy Committee Chair of Local 11 and a copy of the statement to the Assistant Superintendent – Business Services. The Assistant Superintendent – Business Services shall communicate, in writing, the decision of the Employer within fifteen (15) school days after the date of the submission of the grievance, to the teacher and the Economic Policy Committee Chair of Local 11.

STEP 2

18.3   If the grievance has not been settled the Economic Policy Committee Chair of Local 11 or designate shall within fifteen (15) school days thereafter give written notice to the Superintendent of Schools. The Superintendent of Schools shall upon receipt of grievance, within fifteen (15) school days communicate, in writing, the decision of the Employer to the teacher and the Economic Policy Committee Chair of Local 11.

STEP 3

18.4   APPEALS COMMITTEE

In the event the decision in Step 2 fails to resolve the grievance the Employer shall establish an Appeals Committee, and a hearing shall be held, consisting of three (3) members of the Board of Trustees.

18.5.   The Teacher may have representation from the Association at the hearing.

18.6   When the Board of Trustees – Appeals Committee receives notice of the submission of a Grievance, it shall be required to give its decision within fifteen (15) school days following the receipt of such notice.

STEP 4

18.7   In the event the decision in Step 3 fails to resolve the grievance, then either party may by written notice require the establishment of an Arbitration Board as hereinafter provided. Such notice must be given within ten (10) school days after the date of receipt of the Board’s decision.

ARBITRATION BOARD

18.8   Each party shall appoint one (1) member as its representative on the Arbitration Board within five (5) school days of such notice and two (2) members so appointed shall endeavor to select an independent chair.

18.9   If the two members fail to select a chair within five (5) school days after the date on which the last of the two (2) members is appointed, they shall request the Director of Mediation Services to select a chair.

18.10   The Arbitration Board shall determine its own procedure but shall give full opportunity to all parties to present evidence and to be heard.

18.11   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 a subject matter not covered by, or arising during the term of this agreement.

18.12   The findings and decision of the Arbitration Board shall be binding on the parties.

GENERAL

18.13   Each party to the grievance shall bear the expenses of its respective nominee and the two parties shall bear equally the expenses of the chair.

18.14   Where any reference in Clauses 18.1 to 18.8 inclusive are to be a period of days, such period shall be exclusive of Saturdays, Sundays, and other holidays.

18.15   If at any stage of the grievance procedure the grieving party fails to comply with stipulated procedure, the grievance shall be deemed to be at an end.

ARTICLE XIX - GENERAL

19.1   All sums mentioned in this Collective Agreement are "per annum" unless specifically stated otherwise.

19.2   The Employer shall make available a Group Registered Retirement Savings Plan through a payroll deduction system.

19.3   The Employer shall pay all reasonable moving expenses incurred by a teacher who is transferred from one school zone to another at the request of the Employer. Reasonable shall be defined as the average of two (2) appraisals submitted by professional household movers.

19.4   The Employer shall pay a traveling allowance as per Board Policy to teachers who are required by the Employer to teach in two or more schools.

Teachers who apply for two or more positions are not eligible for traveling allowance.

19.5   All teachers are covered under a liability policy giving them protection against liability imposed by law for negligence resulting in bodily injury or property damage to students and any other person or persons in limits of One Million Dollars ($1,000,000.00) inclusive.

19.6   Staff deployment within a school shall be the responsibility of the Superintendent of Schools or designate and the principal in prior consultation with each individual staff member concerned. In the event of lack of agreement, the matter shall be referred to the Superintendent of Schools.

19.7   Notice of Vacancy

In the event of:

a. the creation of a new position,
b. a vacancy of a current position expected to exceed ninety (90) calendar days,

the Employer shall advise each school of the above at least five (5) working days prior to the position being filled.

This provision may be waived by the Employer during the non-operational periods of July and August.

19.8   Any teacher on approved Division business shall be reimbursed at Division rates for expenses incurred. Only activities authorized by the Superintendent of Schools or designate shall be reimbursed.

LETTER OF UNDERSTANDING

RE:  LIEU DAYS FOR PRINCIPALS

Effective September 1, 2013, school-based principals will be granted two (2) paid leave days per school year, at a time mutually agreeable to the principal and the Employer. Failing agreement about whether the dates are mutually agreeable to the principal and Employer, the Employer shall pay out the unused paid leave days at one two-hundredth (1/200th) of the principal’s annual salary and allowance by the end of June in each year.

This letter expires and has no further force and effect as of June 30, 2016.

Addendum to the Grande Yellowhead Public School Division No. 77 collective agreement with The Alberta Teachers’ Association

ROLLUP

Effective September 1, 2002, Step 0 was abolished and Step 1 became a combined step re-named “Step 0 and 1.” (The Tribunal intended to use the roll-up method identified by the ATA such that this combined step will become “Step 1 and 2” in the 2003-04 school year, “Step 2 and 3 in the 2004-05 school year, etc).

Rollup one step on the salary grid per year until complete in 2012/2013 as follows:   

This addendum expires August 31, 2013.

APPENDIX A

Effective September 1, 2012

Appendix A (continued)

Effective September 1, 2013

Appendix A (continued)

Effective September 1, 2014

Appendix A (continued)

Effective September 1, 2015

Costs Acceptable under the Provincial Frame Work Agreement  

The Parties Agree to recommend the foregoing to their respective principles.