The Alberta Teachers’ Association

This collective agreement made in duplicate this 13 day of September 2005 pursuant to the School Act and the Labour Relations Code.

Between Grasslands Regional Division No 6 (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 the Association is the bargaining agent for the teachers employed by the Board; and

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

Whereas the parties desire that those matters be set forth in a collective agreement to govern the terms of employment of the said teachers;

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

1.   Article 1 – Application

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

2.   Article 2 - Duration of Collective Agreement

2.1   This collective agreement shall become effective September 1, 2004 and terminate August 31, 2007 and shall automatically continue from year to year thereafter, unless amended by collective bargaining. Either party may give notice in writing of its intention to commence bargaining with a view to striking a new collective agreement. Collective bargaining will commence in January prior to the termination of this agreement.

3.   Article 3 - Teacher Education

3.1   The evaluation of teacher education for salary purposes shall be determined by a statement of qualifications issued by the Teacher Qualifications Service in accordance with the policies and principles established by the Teacher Salary Qualifications Board.

3.2   Placement or adjustment dates for teacher education classification on the salary schedule are September 1 or February 1 of each school year or upon commencement of employment.

3.3   A teacher claiming additional teacher education and upon commencing employment with the Board, shall submit, within 60 days, either a statement of qualifications or proof of having applied for a statement of qualifications to be issued by the Teacher Qualifications Service.

4.   Article 4 - Teaching Experience

4.1   For purposes of placement on the salary schedule, a teacher shall be deemed to have earned an additional year of teaching experience upon rendering service with the Board for not less than 120 days in a school year or 60 days in a semester with two completed semesters equalling 120 days of full service.

4.2   A teacher employed on a regular part-time basis, such that the equivalent of 120 full days of service cannot be accumulated in one school year, or 60 full days in one semester, shall receive an additional year of teaching experience upon the completion of the equivalent of 120 full days of service.

4.3   Additional teaching experience shall not be credited to a teacher until the commencement of the next school year or the first day of February in that school year, whichever date first occurs, after a teacher is deemed to have earned an additional year of teaching experience. In the event that a teacher has rendered more than 120 full days of service at the time an increment is credited, then the teacher shall not be entitled to carry forward or apply any days of service in excess of 120 full days.

4.4   Teaching experience obtained by a teacher prior to engagement by the Board is counted as if it has been teaching experience in schools under the Board's jurisdiction, provided that teaching experience is documented by previous employer(s).

4.5   No teacher shall receive credit for teaching experience gained while not holding a valid teaching certificate. Teaching experience not to include university or college instruction or substitute teaching.

5.   Article 5 - Teacher Placement on Salary Schedule

5.1   The following shall determine the placement on the salary schedule:

A. The amount of teaching education in accordance with article 3.

B. The length of teaching experience in accordance with article 4.

5.2   Salary Schedule

Salary Schedule 2004/2005 - Effective September 1, 2004 

Salary Schedule 2005/2006 - Effective September 1, 2005

If there are any changes to the funding structure, the parties will meet to reopen and discuss the collective agreement.

Salary Schedule 2006/2007 - Effective September 1, 2006 

5.3   Career and Technology Studies Placement

5.3.1   Definition: A career and technology studies teacher is one who is employed to teach one or more CTS courses at the high school level.

5.3.2   If, in the opinion of the superintendent of schools, it is necessary for a CTS teacher to hold a certificate of proficiency in a designated trade, in order to access government funding, the teacher's professional training and experience shall be evaluated as follows:

(a) Training

(i) the amount of teacher training in accordance with article 3 of this agreement, and

(ii) one year of additional training by virtue of a certificate of proficiency in a designated trade (Journeyman's certificate) recognized by the Alberta Apprenticeship Board or successful completion of a two year course at a school of technology, provided the trade is related to the teacher's assignment.

(iii) other related training which the Board may wish to recognize.

(iv) clause (a) (ii) does not apply when trade training has previously been given credit towards a Bachelor of Education degree.

(b) Experience

(i) one year of experience may be allowed for each year of trade experience to a maximum of five years, provided said experience was obtained after the teacher has completed the formal training listed in 5.3.2 (a) (ii) above and is related to the teacher's assignment.

(ii) recognition of training and experience referred to above shall not exceed that of a teacher on staff with equivalent training and experience.

5.3.3   The initial placement on the salary grid, as determined by 5.3.2 (a), shall remain in effect unless the teacher's instructional time in the area of the teacher's trades specialty falls below 25 per cent and shall return to the initial placement if duties return to more than 25 per cent.

6.   Article 6 – Allowances

6.1   In addition to his salary in article 5, each principal shall receive, monthly, an allowance equal to 1/12 of the following schedule based on the number of teachers, including the principal and vice-principal.

- 3.8 per cent of the fourth year minimum for each of the first five teachers,

- 2.0 per cent of the fourth year minimum for each of the next five teachers,

- 1.5 per cent of the fourth year minimum for each of the next five teachers,

- 1.0 per cent of the fourth year minimum for each of the remaining teachers.

For the purposes of this clause, a proportionate allowance shall be paid for part-time teachers.

Principals' allowances will be based on the 5.2 salary schedule.

In the case of a principal being designated to more than one site, the allowance for each site will be calculated independently (excluding the minimum allowance) and combined to form the allowance for a multi-campus principal.

A minimum allowance for a principal, excluding Colony schools, shall be: 

September 1, 2004 - $12,500 per year

September 1, 2005 - $13,000 per year

September 1, 2006 - $13,500 per year

6.2   In addition to his salary in article 5, each vice-principal shall receive 1/2 the allowance paid to the principal for their assigned school.

6.3   In a school where both the principal and vice-principal are absent, a teacher shall be designated by the Board to be acting principal and shall be paid an amount equivalent to 1/200 of 50 per cent of the principal's allowance for each full day of the designation.

6.4   When, in the absence of the principal, the vice-principal or any other designee acts in his place for a period of five or more consecutive school days, the vice-principal or designee shall receive an allowance of 1/200 of the principal's allowance as calculated in article 6.1 effective on the fifth day and for every consecutive school day thereafter until the return of the principal.

6.5   The Board may create and fill administrative, supervisory or other positions, where a teaching certificate is a requirement of the position. Any allowance for the new position shall be established by the Board and the matter may be a subject for negotiation during the next round of collective bargaining between the parties to the collective agreement.

6.5.1   In addition to the salary under clause 5, there shall be paid the following allowance to designated personnel employed by the Board. 

7.   Article 7 - Substitute Teachers

7.1   A substitute teacher means a teacher employed on a day-to-day basis.

7.2   The rate of pay for substitute teachers shall be:

$145 per diem including holiday pay effective September 1, 2004.

$160 per diem including holiday pay effective September 1, 2005.

$170 per diem including holiday pay effective September 1, 2006.

Substitute teachers with half day teaching assignments will be paid 50 per cent of the per diem rate. Rate of pay for a teacher employed on a substitute basis who fills the same teaching position for more than five consecutive teaching days shall be, effective the sixth consecutive teaching day, according to placement on the salary schedule subject to the terms of this collective agreement.

7.3.   A substitute teacher who has been placed on the basic salary schedule is expected to attend professional development days and teachers' convention and will continue to be paid 1/200 of the appropriate yearly salary for each day, when these days fall during the period of designated employment.

7.3.1   A substitute teacher who has not been placed on the basic salary schedule is not expected to attend PD and convention, however, these days will not interrupt the "five consecutive school days" concept. Upon resumption of duties, replacing the same teacher, this count will continue from where it left off before the PD day or convention.

7.4   A substitute teacher employed in a teaching position for more than four consecutive school days and who accepts a contract of employment with the Board shall be placed on the basic salary schedule effective the first day according to the terms of this collective agreement.

8.   Article 8 - Payment of Salary

8.1   For the purpose of this article, administrative allowances shall be considered to be part of salary and shall commence on the effective date of appointment of the administrator.

8.2   Teachers under contract, except substitutes, shall be paid on the closest banking day on or prior to the 25th day of each month.

8.3   The Board shall pay teachers monthly, 1/12 of the salary in effect. Any teacher requiring their July and August cheques with their June cheques, must make application in writing by June 1.

9.   Article 9 – Leaves

9.1   Sick leave, professional leave, leave of absence, maternity leaves and leaves relating to the deferred salary leave plan are excluded from the contract and will be dealt with as Board policies. Such policies can be removed or changed only through joint agreement of both parties.

9.2   The grievance procedure in this collective agreement applies to all differences arising from applications or interpretations of sick leave, professional leave, maternity leave, deferred salary leave and leave of absence policies of the Board.

9.3   Review of such policies shall occur at the request of either party, except during collective agreement negotiations.

10.   Article 10 – Transfers

10.1   The Board shall pay to a teacher it has transferred to another school more than 10 km from their existing position school, the moving expenses necessarily incurred by the teacher and his/her family as the result of such transfer to a maximum of $600. This does not apply to a teacher who has requested a transfer.

11.   Article 11 - Group Insurance Plans

11.1   The Board will effect and maintain:

A. Alberta School Employee Benefit Plan (ASEBP)

Extended Disability Plan D

Life, Accidental Death and Dismemberment Schedule II

Extended Health Care Plan I

Dental Care Plan III

Vision Plan 3 - effective September 1, 2005

B. Alberta Health Care Insurance (AHC)

11.1.1   For 2004/2005 only: The Board will effect and maintain, if Alberta School Employee Benefit Plan participation requirements are met:

A. Alberta School Employee Benefit Plan (ASEBP)

Vision Plan 2

11.2   Subject to the provisions of the master policies of the Alberta School Employee Benefit Plan and the Alberta Health Care Insurance regulations, all eligible teachers shall participate in the Extended Disability Plan D, Life Insurance Schedule II, Extended Health Care Plan I, Dental Plan III and Alberta Health Care Insurance Plan as a condition of employment. Teachers who were in the employ of the Board as of December 31, 1994 and not participants of the Extended Health Care Plan I, Dental Plan III and Alberta Health Care Insurance Plan, shall not be forced to join.

11.3   Effective September 1, 2004 the Board shall contribute for each teacher a sum equivalent to 88 per cent of the required premiums for the plans specified in article 11.1.

Effective September 1, 2005 the Board shall contribute for each teacher a sum equivalent to 90 per cent of the required premiums for the plans specified in article 11.1.

Payment of the Board contributions for a teacher shall be applied in the following order.

1) Extended Health Care Plan I

2) Dental Care Plan III

3) Vision Plan 3 - effective September 1, 2005

4) Extended Disability Plan D

5) Life, Accidental Death and Dismemberment Schedule II

6) Alberta Health Care Insurance (AHC)

11.3.1   For 2004/2005 only: No Board contributions will be applied to the required premium for plans specified in article 11.1.1.

11.4   Board contribution for eligible part-time teachers shall be on a prorata basis.

11.5   It is understood that payments towards the aforementioned health and welfare plans shall permit the Board to retain and not pass on to teachers any rebates of premiums otherwise required under the UIC regulations.

12.   Article 12 - Grievance Procedure

12.1   The following grievance procedure is in accordance with the requirements of the Labour Relations Code and provides for the peaceful settlement of any differences arising from the interpretations, application or operation of this collective agreement, including any questions as to whether the differences are arbitrable and shall be dealt with as follows:

Step 1 - Such differences (hereinafter called a grievance) shall first be submitted in writing to the secretary of the Local of the Association and the secretary-treasurer of the Board.

(a) Such written submission shall be made within 30 days from the date the griever first had knowledge of the alleged violations.

(b) The submission shall set out the nature of the grievance, the clauses of this collective agreement which are alleged to have been violated and the remedy sought.

Step 2 - In the event the grievance is not settled within 15 days from the date of the submission in accordance with step 1, then within a further period of 15 days the grievance shall be referred in writing to the grievance committee.

(a) Such grievance committee shall consist of two representatives of the Association and two representatives of the Grasslands Regional Division No 6.

(b) This grievance committee shall meet and endeavor to resolve the grievance and shall render its decision within 15 days following receipt of the submission.

(c) If the majority of the grievance committee reaches a decision as to the disposition of the grievance, that decision shall be final and binding on both parties. A majority decision shall be the decision of three members of the grievance committee.

Step 3 - In the event the grievance committee does not meet within 15 days following receipt of the submission, or in the event that the committee does not reach a majority or unanimous decision within the said time limitations, then either party may, by written notice to the other party, require the establishment of an arbitration board as hereinafter provided.

(a) Such notice must be given within 10 days after the date the 15 day limitation in step 3 expires.

(b) Concurrently with the notice by the party requiring the establishment of an arbitration board, the party shall name its nominee to the board and the recipient of the notice, shall, within five days, inform the other party of its nominee to the board.

(c) The two nominees so appointed shall within five days of the appointment of the second of them, appoint a third person, who shall be chairman of the arbitration board. In the event of failure to agree on the appointment of a chairman, any party may request the Director of Mediation Services to make the necessary appointment.

Step 4 - The arbitration board shall hear and determine the grievance and shall issue an award in writing not later than 15 days after commencement of the hearings, provided that this time period may be extended by written consent of the parties.

(a) Such award shall be final and binding upon the parties and upon any employee affected by it.

(b) The decision of a majority of the arbitration board is the award of the board, but where there is no majority (or unanimity) the decision of the chairman governs and shall be deemed to be the award of the board.

(c) The arbitration board by its decision shall not alter, amend or change the terms of this agreement.

(d) Each party to the grievance shall bear the expense of its respective nominee and the two parties shall bear in equal proportions the expense of the chairman.

(e) All the aforesaid time limitations in the steps shall be exclusive of Saturdays, Sundays and other holidays and in the event that at any stage of the aforesaid procedures (except in respect of appointing persons to a board) a party fails to take the necessary action within the time limit specified, the grievance procedure shall be deemed to be at an end.

(f) Any of the aforesaid time limits may be extended at any stage by mutual consent of the parties.

13.   Article 13 – General

13.1   The parties hereby recognize that basic to the proper management and administration of a school system, it is the school board's right and responsibility to formulate and adopt policies and regulations.

13.2   Staff deployment and administrative time shall be the responsibility of the superintendent or designate and principal, in consultation with his staff.

13.3   The Board and the Association recognize the advantage and acknowledge the mutual benefits to be derived from communication through the various channels that are available to them.

13.4   The Board shall submit proposed Board regulations pertaining to teachers to the elected representatives of its teaching staff during the time which schools are operating. The teachers shall be given at least four weeks or such time as mutually agreed upon to respond to these proposals. The teachers may respond to these proposals in such manner as they may desire.

13.5   If the Board wishes to change the commencement date of the school year, it shall notify the teachers of such change at least six months prior to the commencement of that school year.

13.6   The Board shall provide each teacher in their employ with a copy of the collective agreement. A copy of the Board's current policy handbook shall be placed in each staff room.

13.7   When school is closed for all students due to health reasons, inclement weather, physical plant breakdowns, teachers will not be required to attend school.

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

13.9   All previous collective agreements between or affecting the parties are hereby cancelled.

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

SCHEDULE "A" - PROFESSIONAL LEAVE

Professional leave for a complete school year - 70 per cent of the fourth year minimum of the current salary schedule in effect during the teacher's leave of absence.

Professional leave for a complete semester - 35 per cent of the fourth year minimum of the current salary schedule in effect during the teacher's leave of absence.