The Alberta Teachers’ Association

COLLECTIVE AGREEMENT

[Incorporating language agreed to during Central Table Teacher Collective Bargaining between the Teachers’ Employer Bargaining Association (TEBA) and the Alberta Teachers’ Association (Association)]

BETWEEN LIVING WATERS CATHOLIC REGIONAL DIVISION NO. 42 and THE ALBERTA TEACHERS’ ASSOCIATION

SEPTEMBER 1, 2016 to AUGUST 31, 2018

This collective agreement is made this ___ of _________________ 20___ between Living Waters Catholic Regional Division No. 42 (School Jurisdiction) and the Alberta Teachers’ Association (Association).

Whereas this collective agreement is made pursuant to the laws of the Province of Alberta as amended from time to time including but not limited to the School Act, the Alberta Human Rights Act, the Public Education Collective Bargaining Act (PECBA), the Employment Standards Code, and the Labour Relations Code.

WHEREAS the terms and conditions of employment and the salaries of the teachers have been the subject of negotiations between the parties and are set forth in this Agreement.

WHEREAS the term ‘agent of the School Jurisdiction” as it appears in the agreement is defined as “Superintendent or designate”.

NOW THEREFORE THIS AGREEMENT WITNESSETH that the parties agree as follows:

1.            APPLICATION/SCOPE

1.1          This collective agreement shall be applicable to every person who requires a teacher certificate as a condition of employment with a School Jurisdiction excepting those positions agreed to be excluded in local bargaining between the School Jurisdiction and the Association.

1.1.1      All teachers employed by the School Jurisdiction shall be members of The Association.

1.2          Notwithstanding Article 1.1, individuals employed in the following positions shall be excluded from this agreement:

a)            Superintendent
b)            Deputy Superintendent
c)            Associate Superintendent

1.3          The Association is the bargaining agent for each bargaining unit and:

1.3.1      has exclusive authority to bargain collectively with TEBA on behalf of all the teachers in the bargaining units and to bind the teachers in any collective agreement with respect to central terms; and

1.3.2      has exclusive authority to bargain collectively with each School Jurisdiction on behalf of the teachers in each bargaining unit with respect to local terms, and to bind the teachers by a collective agreement.

1.4          The School Jurisdiction retains all management rights, unless otherwise provided by the expressed terms of this collective agreement.

1.4.1      The parties acknowledge that their primary purpose is to provide efficient educational services and believe this purpose can be achieved most readily when harmonious relationships exist between the School Jurisdiction and its employees; and

1.4.2      the parties recognize that basic to the proper management and administration of the school system it is the School Jurisdiction’s function and responsibility to formulate and adopt policy and regulations, not inconsistent with this agreement.

1.4.3      the parties recognize the advantages and acknowledge the mutual benefits to be derived from effective communications between trustees, teachers and administrators.

1.4.4      the School Jurisdiction agrees to inform in writing a representative of the teaching staff of proposed changes to policies and regulations, which directly affect the working conditions of teachers. The teacher representative will respond to such proposals within fifteen (15) consecutive days of being notified. It is the responsibility of the teaching staff to notify the School Jurisdiction of the name of its representative.

1.5          Implementation of this collective agreement shall not cause a teacher presently employed to receive a salary less than that calculated under any previous collective agreement unless mutually agreed to by TEBA and the Association.

1.6          This collective agreement cancels all former collective agreements and all provisions appended thereto.

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

1.8          Structural Provisions

1.8.1      For the purposes of Article 7, a committee composed of two (2) trustees, two (2) teachers and the Agent of the School Jurisdiction as a non-voting member, is empowered to make recommendations to substitute a new carrier for the insurance plans, provided that an equivalent level of insurance coverage is maintained. A quorum for this committee shall consist of all four (4) voting members. A majority decision of this committee must be reached before a recommendation is made to the School Jurisdiction for approval. The Association shall be responsible to submit the names of the two (2) teacher representatives to the School Jurisdiction within two (2) weeks of notification that a committee is required.

2.            TERM

2.1          The term of this collective agreement is September 1, 2016 to August 31, 2018. Unless stated otherwise, this collective agreement shall continue in full force and effect through August 31, 2018.

2.2          List Bargaining

2.2.1      Negotiations regarding the list of central and local matters must commence not less than six (6) months and not more than eight (8) months before the expiry of the then existing collective agreement and shall be initiated by a written notice from the Association, or TEBA, to the other.

2.2.2      If agreement is not reached, the matter shall be determined by arbitration under PECBA.

2.3          Central Matters Bargaining

2.3.1      Either TEBA or the Association may, by written notice to the other, require the other to begin negotiations. Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence central bargaining by TEBA or the Association must be served not less than fifteen (15) days and not more than thirty (30) days after the central matters and local matters have been determined.

2.3.2      A notice referred to in subsection 2.3.1 is deemed to be a notice to commence collective bargaining referred to in section 59(1) of the Labour Relations Code.

2.4          Local Bargaining

2.4.1      Notwithstanding section 59(2) of the Labour Relations Code, a notice to commence local bargaining by a School Jurisdiction, or the Association, must be served after, but not more than sixty (60) days after, the collective agreement referred to in section 11(4) of PECBA has been ratified or the central terms have otherwise been settled.

2.4.2      A notice referred to in subsection 2.4.1 is deemed to be a notice to commence collective bargaining referred to in section 59(1) of the Labour Relations Code.

2.5          Bridging

2.5.1      Notwithstanding section 130 of the Labour Relations Code, when a notice to commence central bargaining has been served, a collective agreement in effect between the parties at the time of service of the notice is deemed to continue to apply to the parties, notwithstanding any termination date in the collective agreement, until

a)            a new collective agreement is concluded, or

b)            a strike or lockout commences under Division 13 of Part 2 of the Labour Relations Code during local bargaining.

2.5.2      If a strike or lockout commences during central bargaining, the deemed continuation of the collective agreement is suspended until an agreement with respect to central terms is ratified under section 11(4) of PECBA or the central terms have otherwise been settled.

2.6          Meet and Exchange

2.6.1      For central table bargaining, representatives of the Association and TEBA shall meet and commence collective bargaining not more than thirty (30) days after notice is given. At the first meeting, the Association and TEBA shall exchange details of all amendments sought.

2.6.2      For local table bargaining, representatives of the Association and a School Jurisdiction shall meet and commence collective bargaining not more than thirty (30) days after notice is given. At the first meeting, the Association and School Jurisdiction shall exchange details of all amendments sought.

2.7          Opening with Mutual Agreement

2.7.1      The Association and TEBA may at any time by mutual agreement negotiate revisions to the central matters contained in this collective agreement. Any such revisions shall become effective from such date as shall be mutually agreed upon by the Association and TEBA.

2.7.2      The Association and the School Jurisdiction may at any time by mutual agreement negotiate revisions to the local matters contained in this collective agreement. Any such revisions shall become effective from the date mutually agreed upon by the parties.

2.8          Provision of Information

2.8.1      As the Association is the bargaining agent for the teachers employed by each School Jurisdiction, each School Jurisdiction shall provide to the Association at least once each year no later than October 31, a list of its teachers who are members of the Association including the name, certificate number, home address, home phone number and the name of their school or other location where employed.

2.8.2      Each School Jurisdiction shall provide the following information to the Association and to TEBA annually:

a)            Teacher distribution by salary grid category and step as of September 30;
b)            Health Spending Account (HSA)/Wellness Spending Account (WSA)/Registered Retirement Savings Plan (RRSP) utilization rates;
c)            Most recent School Jurisdiction financial statement;
d)            Total benefit premium cost;
e)            Total substitute teacher cost; and
f)             Total allowances cost.

3.            SALARY

3.1          Salary Pay Date/Schedule

3.1.1      All teachers shall be paid by electronic bank deposit.

One twelfth (1/12) of a teacher’s annual salary shall be paid on or before the twenty-fifth (25th) day of each month with the exception of December and June when payment shall be on the last operational day. If Easter Break or Spring Break occurs during the twenty-fifth (25th) of the month, payment shall also be the last operational day prior to the twenty-fifth (25th) of the month. In June, for those teachers not returning to work in the next school year, they shall be paid on the last operational school day of the school where they teach.

3.2          Grid

3.2.1      The School Jurisdiction shall pay its teachers the salaries and allowances as herein set forth and computed. All sums mentioned herein are “per annum” unless specifically stated otherwise.

3.2.2      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 School Jurisdiction.

3.2.3      The minimum salary, maximum salary, and increments for each year of teaching experience are calculated as per Addendum A.

3.3          Education

3.3.1      The evaluation of teachers’ education for salary purposes shall be determined by a statement of qualification issued by The Alberta Teachers’ Association Teacher Qualifications Service in accordance with the policies and principles approved by the Teacher Salary Qualifications Board.

3.3.2      It shall be the responsibility of the teacher to obtain and supply the agent of the School Jurisdiction with written proof of application for a statement of qualifications from the Teacher Qualifications Service (TQS) within thirty (30) calendar days of commencement of employment. If such proof of application is not provided within thirty (30) calendar days, salary shall be adjusted effective the beginning of the month following provision of proof of application.

3.3.2.1   Teachers on staff in their first year will be paid at the four (4) university level until Teacher Qualifications Service (TQS) is supplied. Any salary adjustment shall be retroactive to the commencement of employment in the current school year if proof of application to TQS has been received within thirty (30) calendar days of commencement of employment. If proof of application of TQS is not provided within thirty (30) days of commencement of employment, pay will begin effective the beginning of the month following receipt by the agent of the School Jurisdiction of application of same.

3.3.2.2   For teachers already on staff, adjustments to salary shall be retroactive to the beginning of the current school year or February 1, whichever is applicable.

3.3.2.3   For the purpose of Article 3.3.2, 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.

3.4          Experience

3.4.1      Teachers shall gain experience while holding a valid Alberta teaching certificate or its equivalent, and working while:

a)            under contract in a position that requires a teaching certificate as a condition of employment, excluding leaves of absence without salary and vacation periods; and

b)            employed as a substitute teacher within the preceding five (5) years.

3.4.2      A teacher shall be granted only one (1) experience increment during any one (1) school year.

3.4.3      Previously unrecognized experience gained in one school year with the School Jurisdiction may be carried over for calculation of experience increments in the following school year with the School Jurisdiction.

3.4.4      Provisions 3.4.1 through 3.4.3 take effect on September 1, 2017 and shall not be applied retroactively other than to permit unrecognized experience gained in the 2016-17 school year with a School Jurisdiction being carried over for calculation of experience increments in the 2017-18 school year with that same School Jurisdiction.

3.4.5      A year of teaching experience shall be earned by performing required duties with a Board for at least one hundred and twenty (120) 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 year or February 1st.

3.4.6      No teacher shall lose credit for teaching experience being recognized at the date of signing of this agreement.

3.4.7      The adjustment date for changes for the number of years allowed for teaching experience shall be at the commencement of the school year or February 1st. Effective until August 31, 2017 only, a year of teaching experience can be accumulated and earned within two (2) consecutive years of service with the School Jurisdiction.

3.4.8      Each teacher claiming additional teaching experience and each teacher commencing employment with the School Jurisdiction, shall submit a written statement of teaching service from previous employers to the School Jurisdiction within sixty (60) calendar days from commencement of the school year or from the date of commencement of employment. An extension shall be granted upon submission of proof by the teacher of having applied for required statement(s) of previous teaching experience within the sixty (60) calendar days.

3.5          Other Rates of Pay: Service Outside the Calendar Year

3.5.1      A teacher who agrees to render service outside the calendar year, at the request of the Superintendent, shall be paid 1/200th of the teacher’s total annual salary, for each full day of work, or 1/400th of the teacher’s total annual salary for each half day of work. This Clause does not apply to those teachers in receipt of an administrative allowance.

4.            ADMINISTRATOR ALLOWANCES AND CONDITIONS OF PRACTICE

4.1          Creation of New Designations/Positions

4.1.1      The School Jurisdiction may create and fill administrative positions other than those specifically enumerated elsewhere in this collective agreement. The School Jurisdiction shall provide notice of the establishment of such position to the local teachers and meet to establish the remuneration for the position. Failing agreement, the School Jurisdiction shall establish the remuneration and the matter shall be a subject for negotiations in the next round.

4.2          Administration Allowances

When a teacher is appointed by the School Jurisdiction as principal or assistant principal, the teacher shall receive, in addition to salary payable on the salary grid, an administrative allowance in accordance with Schedule I below:

4.2.1      Principal Allowance – Schedule I

A basic allowance of eighteen percent (18.0%) of the maximum salary for four (4) years of education, plus:

•             an allowance of zero (0) percent of the fourth year maximum of the salary grid for each of the first fifty (50) students, plus

•             an allowance of 0.053 percent 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 0.033 percent of the fourth year maximum of the salary grid for each additional student in the school.

•             The student count shall be on September 30th of each year. Where a principal is designated responsibility for ECS, ECS students shall be included in the student count and each ECS student shall be counted as 0.5.

4.2.2      Assistant Principal(s)

•             The Assistant Principal shall receive one half the allowance paid to the principal under this Article.

•             An assistant principal shall be designated to schools with fifteen (15) FTE teachers, including the principal.

4.2.3      Divisional Coordinator

•             A teacher designated as Divisional Coordinator for the system by the Superintendent shall be paid an additional three thousand seven hundred fifty-six dollars and sixty-six cents ($3,756.66) per year. This amount will increase as per the salary grid increase each year.

4.3          Acting/Surrogate Administrators – Compensation

4.3.1      Where a principal is absent from school for a period of six (6) or more consecutive school days and the Superintendent designates an assistant principal or a teacher as acting principal, the person so designated shall be paid an administrative allowance of one two hundredth (1/200th) of the principal’s administrative allowance, retroactive to the beginning of the designation period. Where an assistant principal is designated as acting principal, they shall not receive an assistant principal’s allowance for such days so designated. Acting designations shall terminate upon the principal’s return to their position.

4.3.2      In a school where all administration is absent from duty, a teacher shall be assigned the responsibility by the administration. In addition to his/her salary payable on the salary grid the teacher shall receive an allowance of sixty-two dollars and eighty-one cents ($62.81) per day while assuming administrative duties, for the first five (5) days (annually cumulative). Starting on the sixth (6th) day and for all subsequent days in that school year, the teacher designated as acting principal will receive an allowance of one two hundredth (1/200th) of the principal’s allowance for each day worked. This amount will increase as per the salary grid increase each year.

4.3.3      Where reasonably practicable, a substitute teacher shall be hired to replace a teacher designated as an acting administrator on an instructional day.

4.4          Teachers with Principal Designations

4.4.1      Effective September 1, 2017, a teacher designated as a principal shall enter into a series of term contracts for a period of up to five (5) years. Up to two (2) of these five years may be on a probationary basis. Following the term contract maximum of five (5) years, inclusive of the maximum two (2) years probationary period, the School Jurisdiction must decide whether or not the designation will continue, and if it continues, it is deemed to be a continuing designation.

4.4.2      Any current principal who has had a term contract(s) for a term(s) of a total of less than five years on September 1, 2017 may continue under the term contract until the total number of years designated as a principal is five (5) years. When the total length of the principal’s designation will be five years as of August 31, 2018, the School Jurisdiction must decide by April 30, 2018 whether or not the designation will continue in the 2018-19 school year, and if it continues, it is deemed to be a continuing designation.

4.4.3      For any current principal who is on a term contract(s) for a period of five years or more as of September 1, 2017, the School Jurisdiction must decide by January 31, 2018 whether or not the designation will continue, and if it continues, it is deemed to be a continuing designation. If the designation is not continued, it will expire at the conclusion of the term provided in the term contract, unless it is otherwise terminated in accordance with the express provisions of the term contract.

5.            SUBSTITUTE TEACHERS

5.1          Rates of Pay

A substitute teacher is a teacher employed on a day-to-day or half-day basis where a contract of employment is not in effect. Substitute teachers shall be paid according to the following schedule:

•             Per diem              $230.70
•             Per half-day       $115.35

The above rates of pay include four percent (4%) vacation pay.

5.2          Commencement of Grid Rate

5.2.1      Rate of pay for a teacher employed on a substitute basis who fills the same teaching position for more than four (4) consecutive school days, shall be paid effective the fifth (5th) day according to placement on the salary grid subject to the terms of this agreement.

5.2.2      In determining the placement on the grid a substitute teacher shall provide evidence of teacher education and teaching experience in accordance with the provisions of Articles 3.3 and 3.4.

5.2.3      Effective September 1, 2017, the period of consecutive employment during the school year shall not be considered interrupted or non-consecutive, if a holiday, teachers’ convention, professional day or such other system-regulated breaks interrupt the substitute teacher’s continuity in the classroom.

5.3          Other Substitute Teacher Conditions

5.3.1      When a teacher is absent, a certificated substitute shall be hired to replace that teacher whenever possible.

5.3.2      Substitute teachers will receive, at minimum, twenty-four (24) hours advanced notice of cancellation of assignment. Cancellation occurring less than twenty-four (24) hours from the commencement of assignment will result in the substitute teacher receiving the daily rate agreed to in the initial booking.

5.3.3      Where reasonably practicable, a substitute teacher shall be hired for each teacher absence, on an instructional day.

6.            PART TIME TEACHERS

6.1          FTE Definition: Effective September 1, 2017, part-time teacher FTE will be determined by the ratio of the teacher’s actual annual instructional time to the teacher instructional time of a full-time assignment in the teacher’s school. This FTE will be used to calculate the prorated portion of a teacher’s assignable time.

6.2          Teachers on part-time contracts have the School Jurisdiction’s contributions to their benefit plan premiums prorated according to their percentage FTE. However, the School Jurisdiction shall contribute a minimum of seventy-five percent (75%) of the premium cost for any eligible part-time teacher employed at less than 0.75% FTE (as per Article 7). This provision does not apply to teachers on part-time contract at Vanier School prior to September 1, 1993.

6.3          The timetable for a part-time teacher shall be contiguous, where reasonably practicable. A part-time teacher whose timetable is not able to be made contiguous will be provided with a rational for the decision.

6.4          Part-time teacher’s FTE shall not be altered without agreement of the teacher.

7.            GROUP BENEFITS

7.1          Group Health Benefit Plans [refer to Addendum B for current designated carrier]

7.1.1      The School Jurisdiction shall contribute one hundred percent (100%) of the group premium rate towards the cost of each employee’s premium for coverage under the Alberta Health Care Insurance Plan.

7.1.2      The School Jurisdiction shall contribute one hundred percent (100%) of the group premium rate towards the cost of each employee’s premium for coverage under a designated carrier – Extended Health Care Plan. Extended Health Care shall be a condition of employment.

7.1.3      The School Jurisdiction shall contribute one hundred percent (100%) of the group premium rate towards the cost of each employee’s premium for coverage under a designated carrier – Dental Plan. The Dental Plan shall be a condition of employment.

7.1.4      The School Jurisdiction shall effect and maintain group life insurance and AD&D applicable to and for the benefit of teaching staff in its employ, and shall contribute one hundred percent (100%) of the cost of such insurance. Life and AD&D shall be a condition of employment.

7.1.5      The School Jurisdiction shall effect and maintain group extended disability salary continuance coverage applicable to and for the benefit of teaching staff in its employ and shall contribute one hundred percent (100%) of the cost of such insurance. Extended Disability shall be a condition of employment.

7.1.6      The School Jurisdiction shall contribute one hundred percent (100%) of the group premium rate towards the cost of each employee’s premium for coverage under a designated carrier – Vision Plan 3. This plan shall be a condition of employment.

7.1.7      The group insurance program covered under this Article shall not apply to substitute teachers.

7.2          Group Benefits Eligibility

7.2.1      Any ineligible teacher who subsequently becomes eligible for coverage shall register with the agent of the School Jurisdiction within thirty (30) calendar days of becoming eligible to obtain coverage. Failure to register may result in loss of coverage.

7.2.2      Teachers whose probationary contract of employment ends at the completion of a school year and who sign a new probationary or continuous contract shall have their benefits continue over the summer.

7.3          Health Spending Account

Effective September 1, 2015, the School Jurisdiction shall provide a Health Spending Account for all teachers who have signed a continuous or probationary contract with the School Jurisdiction in the amount of nine hundred fifty dollars ($950).

The School Jurisdiction agrees to contribute each school year to a Health Spending Account for the benefit of the qualifying teacher and his/her dependents.

7.4          Other Group Benefits

7.4.1      Payroll Deduction - Registered Retirement Savings Plan:

7.4.1.1   The School Jurisdiction shall make available a payroll deduction for Registered Retirement Savings Plan (RRSP) contributions to a single plan chosen by the Association.

7.4.2      Employment Insurance Premium Reduction:

7.4.2.1   Payments made towards plans by the School Jurisdiction shall permit it to retain and not pass on to teachers any rebate of premiums otherwise required under Canada Employment and Immigration Commission regulations.

7.4.3      Benefit contributions Prepayment:

7.4.3.1   Any leave where a teacher would have to pay for their own benefits, shall have the option to prepay their benefit contributions.

7.4.4      Subrogation:

7.4.4.1   If an employee receives sick leave benefits because the employee has been injured through the fault of another party, the School Jurisdiction has subrogation rights. This means the employee may make a claim to recover the amount of these benefits from the other party and the employee shall reimburse the School Jurisdiction for any benefits which have been paid.

8.            CONDITIONS OF PRACTICE

8.1          Teacher Instructional and Assignable Time

8.1.1      Effective September 1, 2017, teacher instructional time will be capped at 907 hours per school year commencing the 2017-18 school year.

8.1.2      Effective September 1, 2017, teacher assignable time will be capped at 1200 hours per school year commencing the 2017-18 school year.

8.2          Assignable Time Definition

8.2.1      Assigned Time is defined as the amount of time that School Jurisdictions assign teachers and within which they require teachers to fulfill various professional duties and responsibilities including but not limited to:

a)            operational days (including teachers’ convention)
b)            instruction
c)            supervision, including before and after classes, transition time between classes, recesses and lunch breaks
d)            parent teacher interviews and meetings
e)            School Jurisdiction and school directed professional development, time assigned to teacher professional development, and travel as defined in Clause 8.2.3
f)             staff meetings
g)            time assigned before and at the end of the school day
h)            other activities that are specified by the School Jurisdiction to occur at a particular time and place within a reasonable work day.

8.2.2      Teachers have professional obligations under the School Act and regulations made pursuant to the School Act, as well as the Teaching Quality Standard, which may extend beyond what is assigned by School Jurisdictions. Teachers have discretion, to be exercised reasonably, as to when they carry out their professional responsibilities that extend beyond their assigned time.

8.2.3      Time spent traveling to and from professional development opportunities identified in 8.2.1 (e) will not be considered in the calculation of a teacher’s assignable time if:

a)            the teacher is being provided any other pay, allowances or a per diem for that travel time (excluding any compensation provided for mileage).

b)            the actual distance required to travel for the purposes of such professional development does not exceed the teachers’ regular commute to their regular place of work by more than eighty (80) kilometers. In such instances, assignable time will be calculated as one quarter (1/4) of an hour for every twenty (20) kilometers traveled in excess of the eighty (80) kilometer threshold.

c)            the time is spent traveling to and from the teacher’s annual convention.

8.3          Other Conditions of Practice

8.3.1      Staff deployment within a school shall be the responsibility of the principal, in consultation with the superintendent and teacher. In the event of lack of agreement, the Superintendent’s decision is final.

8.4          School Year

8.4.1      Teachers will not be required to render service more than two hundred (200) consecutive days commencing the opening day of school in each school year, exclusive of vacation periods, weekends and holidays.

8.4.2      Notwithstanding Article 8.4.1, administrators shall be responsible to organize their schools in order that the schools are ready for operation. In recognition of this responsibility, each administrator is entitled to take two (2) days of personal leave with pay and benefits, at their discretion, in addition to any other leaves in this agreement. If any days are not taken by June 30th of the school year, they shall be paid out at 1/200th of their salary and allowance to be paid on the August pay cheque.

8.4.3      The first date upon which a teacher will be required to render the first day of service in any school year shall be announced by the School Jurisdiction not less than three (3) calendar months prior to such date unless circumstances are delayed because of agreements with other school boards such that a school calendar cannot be organized.

9.            PROFESSIONAL DEVELOPMENT

9.1          Teacher Professional Growth Plan

9.1.1      Teacher Professional Growth Plans will consider but will not be required to include the School Jurisdiction’s goals.

9.1.2      The teacher professional growth process, including discussions between the teacher and principal on the professional growth plans, will continue to take place.

9.1.3      School Jurisdictions and/or schools are not restricted in developing their own staff development plan in which the School Jurisdiction and/or school may require teachers to participate.

10.          SICK LEAVE, MEDICAL CERTIFICATES AND REPORTING

10.1        A certificate signed by a medical doctor or a doctor of dentistry indicating    that the absence was necessitated by illness, shall be submitted by the teacher where the sick leave is for a period in excess of four (4) consecutive days.

10.2        All teachers in their first year with the School Jurisdiction shall have a minimum of twenty (20) school days accumulated sick leave at the beginning of the school year. Should a first-year teacher be absent due to illness or disability in excess of the number of days of sick leave entitlement resulting in a salary deduction that month, any accumulated sick leave entitlement earned in the same school year shall be applied and any salary adjustment required shall be made on the last cheque issued to the teacher for the current school year.

10.2.1    In the event that the first year teacher

(a)          has insufficient sick leave to provide full salary during the qualifying period of extended disability benefits, and
(b)          is accepted by the insurance carrier as an EDB claimant,

the School Jurisdiction shall pay the salary of the teacher for the period of insufficient sick leave to a maximum of ninety (90) calendar days once the teacher is accepted by the insurance carrier as an EDB claimant and he/she receives the first EDB payment.

10.3        After one (1) year with the School Jurisdiction, all teachers shall have ninety (90) calendar days sick leave entitlement. A teacher, other than a first year teacher, who has been absent due to medical disability shall, upon return to duty, be entitled to an additional sick leave benefit of ninety (90) calendar days.

10.4        After ninety (90) calendar days of continuous absence due to medical disability, no further salary shall be paid and the extended disability plan shall take effect.

11.          MATERNITY, ADOPTION AND PARENTAL LEAVE

11.1        Maternity Leave

Teachers are entitled to maternity leave. Maternity leave shall be granted under conditions specified below.

11.1.1    The maternity leave will begin at the discretion of the teacher. The teacher shall, when possible, notify the School Jurisdiction of her leave requirements three (3) months in advance of the first day of leave.

11.1.2    The teacher will supply a statement from a physician indicating the approximate date of delivery.

11.1.3    Maternity leave shall be without pay except as provided in Article 11.1.6.

11.1.4    The teacher may terminate the leave at any time up to one (1) year following the date of delivery, or at a later date which is satisfactory to both parties. The expected leave termination date shall be indicated at the commencement of the leave. When possible, return to work shall be at natural breaks in the school year.

11.1.5    Where possible, the teacher shall give the School Jurisdiction two (2) months notice, in writing, of the intended return date. In any event, the teacher shall give the School Jurisdiction no less than two (2) weeks notice, in writing, of the intended return date.

11.1.6    Evidence of payment of Employment Insurance Maternity benefits (ex. cheque stub) must be presented to the School Jurisdiction in order to receive maternity top up benefits.

11.1.7    When a teacher on continuous contract or a second year probationary contract is unable to attend work and perform duties for reasons associated with her pregnancy, the teacher shall be eligible for one (1) of the following options.

(a)          If the absence begins prior to ten (10) weeks before the estimated date of delivery and continues without return to work, the teacher shall be placed on sick leave until such point as the teacher is eligible to apply for Extended Disability Benefits.

(b)          If the absence begins within the ten (10) week period before the estimated date of delivery, or on the date of delivery, the teacher shall choose either Article 11.1.8(a) or Article 11.1.8(b) below. Such choice shall apply until the teacher returns to work following delivery or until the teacher returns to work from maternity leave.

11.1.8    (a) The School Jurisdiction shall implement and maintain a Supplementary Unemployment Benefits (SUB) Plan which shall provide teachers on maternity leave with one hundred percent (100%) of their weekly salary under the SUB Plan during eighteen (18) weeks of leave. The School Jurisdiction shall pay the portion of the teacher’s benefit plan premiums specified in Article 7 of the Collective Agreement for the eighteen (18) week period.

(b) The teacher may access sick leave entitlement with pay as specified in Article 10 of the Collective Agreement for the period of illness or disability.

This Article will be in effect on date of signing of this Agreement. This Article is not subject to retro pay. 

11.2        Adoption Leave

11.2.1    Teachers are entitled to adoption leave without pay for a period not exceeding thirty-seven (37) weeks.

11.2.2    When possible, a teacher will notify the School Jurisdiction of the leave requirements three (3) months in advance of the first day of leave.

11.3        Parental Leave

11.3.1    A teacher is entitled to parental leave without salary and benefits for a period not exceeding one (1) year. This leave shall be contiguous with maternity leave or be used once for a child up to six (6) years of age.

11.3.2    The teacher shall, in consultation with the Superintendent, establish a date of return from leave at the time the leave is taken.

11.3.3    Provided any leave or combination of leaves under this Article is less than twelve (12) months, upon return from the leave the teacher will be returned to the previous position or to a position mutually agreed upon by the teacher and the School Jurisdiction.

11.4        Benefits – Prepayment or Repayment of Premiums During Unpaid Portion of Leave

11.4.1    Teachers may prepay or repay benefit premiums payable during the duration of a maternity, adoption or parental leave.

11.4.2    Subject to the terms and conditions of the benefits insurance carrier policies, teachers on maternity, adoption or parental leave may make arrangements through the School Jurisdiction to prepay one hundred percent (100%) of the benefit premiums for applicable benefits provided for in the existing collective agreement, for a period of up to twelve (12) months.

11.4.3    Notwithstanding Clause 11.4.2, subject to the terms and conditions of the benefits insurance carrier policies, upon request by the teacher, the School Jurisdiction will continue paying the School Jurisdiction portion of the benefit costs for a teacher on maternity, adoption or parental leave, for a period of up to twelve (12) months, provided the teacher repays the teacher portion of the benefit premiums.

11.4.4    A teacher who commits to Clause 11.4.3 is responsible to repay the amount of the School Jurisdiction paid benefit premiums, and shall reimburse the School Jurisdiction upon return from the leave, in a mutually agreeable, reasonable manner over the period of no more than twelve months following the teacher’s return to duty.

11.4.5    If a teacher fails to return to his/her teaching duties, the teacher shall be responsible to forthwith repay the School Jurisdiction paid benefit premiums, and shall reimburse the School Jurisdiction upon receipt of an invoice.

11.4.6    If a teacher has not fully repaid the cost of benefit premiums previously paid by the School Jurisdiction under Clause 11.4.3 the teacher is not eligible to reapply for additional consideration under Clause 11.4.3.

12.          PRIVATE BUSINESS/GENERAL/PERSONAL LEAVES OF ABSENCE

12.1        Temporary personal leave of absence for not more than three (3) days in total in any school year shall be granted to each teacher. The first day of such leave shall be at full salary and benefits. The remaining two (2) days under this Article shall be at full salary and benefits minus the amount equivalent to the salary and source deductions (CPP and EI) of a substitute. Forthcoming payment to the School Jurisdiction shall be through payroll deductions. A teacher taking such leave shall present a signed statement regarding the reason for absence.

12.1.1    The first full day of personal leave in any given year may be accumulated to a maximum of three (3) days.

12.1.2    If more than two (2) teachers in the same school request personal leave on the same day, the first two (2) requests shall be granted. Any remaining requests will be subject to the operational requirements of the school; however, the School Jurisdiction shall make a reasonable effort to approve as many additional requests as possible.

13.          ASSOCIATION LEAVE AND SECONDMENT

13.1        A teacher shall be granted leave of absence with pay provided the School Jurisdiction is reimbursed by the Association for the actual costs of the substitute, including the School Jurisdiction portion of statutory benefit contributions, to fulfill the duties as an elected or appointed member of the Provincial Executive Council, Discipline and Practice Review Committees, and central and local table negotiating committees.

13.2        Upon written request to the superintendent or designate, the School Jurisdiction may consider additional Association Leave. The written request shall be provided with as much notice as possible and, where possible, not less than five (5) working days in advance of the leave, stating the teacher’s name, and the date(s) and time(s) the teacher will be absent from their professional duties with the School Jurisdiction. The Association will reimburse the School Jurisdiction as per Clause 13.1. Such leaves will not be unreasonably denied.

13.3        Where the Association requests a secondment for a teacher who is elected to Provincial Executive Council, as the President of a local, or other local official already named in the collective agreement, the teacher shall be seconded on a scheduled basis up to a maximum of the teacher’s FTE provided that the amount of FTE the teacher is seconded is mutually agreed to by the School Jurisdiction, the teacher, and the Association and is at no cost to the School Jurisdiction.

13.3.1    Release time will be provided for up to approximately one tenth (0.1) FTE for the Local President to conduct Local business, with the Local reimbursing the School Jurisdiction for the cost.

13.4        During such secondment, the School Jurisdiction shall maintain the teacher’s regular salary, applicable allowances, and any benefit contributions required by the collective agreement and make the statutory contributions on the teacher’s behalf. The Association shall reimburse the School Jurisdiction for all payments made by the School Jurisdiction to the teacher or on his/her behalf while on secondment under this Clause.

14.          OTHER LEAVES

Leaves of absence without loss of salary and benefits, excluding Clause 14.8 shall be granted by the School Jurisdiction upon approval of the Superintendent, or designate.

14.1        Compassionate Leave:

14.1.1    For not more than five (5) operational days to be taken within a two (2) week period because of the critical illness of a spouse, child, parent, brother, sister, parent’s spouse, aunt, uncle, nephew, niece, grandparents, grandchild, in-laws or other members of the teacher’s household. Critical illness shall be substantiated by a medical certificate signed by a medical doctor.

14.1.2    Critical illness shall be defined as a life-threatening condition, which presents an immediate or imminent threat to life as ascertained by a medical doctor or when a person has been diagnosed with a terminal illness and impending death.

14.1.3    For not more than five (5) operational days to be taken within a two (2) week period because of the death of a spouse, child, parent, brother, sister, parent’s spouse, aunt, uncle, nephew, niece, grandparents, grandchild, in-laws or other members of the teacher’s household.

14.2        Jury Duty Leave

14.2.1    (a)  For Jury Duty or any summons related thereto;

(b) To answer a subpoena or summons to attend any court proceeding as a witness in a cause other than a teacher’s own.

14.2.2    -14.2.1 (a) and (b) are allowed providing that the teacher remits to the School Jurisdiction any witness fee or jury stipend (excluding allowances and expenses) set by the court or other body.

14.2.3    When special circumstances exist, the School Jurisdiction will consider requests for leave in addition to that specifically mentioned in Article 14.1 and 14.2 under the provisions in Article 13.

14.3        Leave for Child’s Arrival

14.3.1    Temporary Paternal Leave for four (4) school days in the event of a birth of his child. The Paternity Leave shall be taken within one (1) week of the child’s birth.

14.3.2    Temporary Adoption Leave for two (2) school days on the date of adoption or receipt of the child.

14.4        Family Medical Leave

14.4.1    A teacher shall be granted six (6) days of leave of absence with pay, per year for the purpose of supporting a teacher’s immediate family in obtaining necessary medical or dental treatment, or for the illness of teacher’s immediate family as defined as those listed in 14.1.

14.5        Convocation Leave

14.5.1    A teacher is entitled to leave of absence with pay and applicable benefits for one (1) 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.

14.5.2    The School Jurisdiction shall grant up to one (1) teaching day with pay and applicable benefits to attend post-secondary convocation exercises for the teacher’s 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.

14.6        Inclement Weather

14.6.1    Upon notice to the principal, a leave of absence shall be granted where a teacher is absent because, despite reasonable effort, the teacher is unable to travel to their site from their usual place of residence because of:

(a)          Inclement weather;
(b)          Impassable road conditions; or
(c)           The failure of transportation facilities other than the teacher’s own.

14.6.2    In such absences, the leave shall be with pay and benefits, minus the current rate of pay for a substitute teacher.

14.7        Deferred Salary Leave Plan

14.7.1    The School Jurisdiction agrees to implement a Deferred Salary Leave Plan (DSLP) as approved by Canada Revenue Agency.

14.8        Discretionary Leave

14.8.1    At the sole discretion of the School Jurisdiction, additional leaves of absence may be granted by the School Jurisdiction, with salary and benefits, with salary and benefits less the cost of substitute pay or without salary and benefits, if the School Jurisdiction grants additional leave to an Employee, it shall in no way imply precedence and cannot be used as evidence in other leave applications submitted by other Employees.

15.          CENTRAL GRIEVANCE PROCEDURE

15.1        This procedure applies to differences:

a)            about the interpretation, application, operation or alleged violation of any central item including the question of whether such difference is arbitrable;

b)            about the interpretation, application or alleged violation of both a central item and a non-central item including the question of whether such a difference is arbitrable; and

c)            where the Association asserts that terms are implied or incorporated into the collective agreement including the question of whether such a difference is arbitrable.

15.2        “Central item” means any item which is in italics in this collective agreement.

15.3        A “non-central item” means any item which is not in italics in this collective agreement.

15.4        An “operational” day is an instructional or non-instructional day in the School Jurisdiction calendar on which teachers are scheduled to work.

15.5        If there is a dispute about whether a grievance commenced under this Article is properly a grievance on a central item, it shall be processed under this Article unless TEBA and the Association mutually agree that the difference, or a portion of the difference, shall be referred to the local grievance procedure in Article 16.

15.6        Either TEBA or the Association may initiate a grievance by serving a written notice of a difference as follows:

a)            In the case of a grievance by the Association, by serving the notice to the Chair of the Board of Directors of TEBA.

b)            In the case of a grievance by TEBA, by serving the notice to the Coordinator of Teacher Welfare of the Association.

15.7        The written notice shall contain the following:

a)            A statement of the facts giving rise to the difference,
b)            The central item or items relevant to the difference,
c)            The central item or items and the non-central item or items, where the difference involves both, and
d)            The remedy requested.

15.8        The written notice must be served on the other party to the difference within 30 operational days of when the grieving party first had knowledge of the facts giving rise to the grievance. For the purposes of this Article, the months of July and August shall not be included in the computation of the 30 operational days.

15.9        Representatives of TEBA and the Association shall meet within 15 operational days to discuss the difference or at such later date that is mutually agreeable to the parties. By mutual agreement of TEBA and the Association, representatives of the School Jurisdiction affected by the difference may be invited to participate in the discussion about the difference.

15.10     The difference may be resolved through terms mutually agreed upon by TEBA and the Association. Any resolution is binding on TEBA, the Association, the affected School Jurisdiction, and any affected teacher or teachers.

15.11     If the difference is not resolved, the grieving party may advance the difference to arbitration by notice to the other party within 15 operational days of the meeting.

15.12     (a) Each party shall appoint one member as its representative on the Arbitration Board within 15 operational days of such notice and shall so inform the other party of its appointee. The two members so appointed shall, within 15 operational days of the appointment of the second of them appoint a third person who shall be the Chair. In the event of any failure to appoint or an inability to agree on the person to serve as the Chair, either party may request in writing that the Director of Mediation Services make the necessary appointment.

(b)TEBA and the Association may, by mutual agreement, agree to proceed with an Arbitration Board composed of a single arbitrator rather than a three-person Arbitration Board. In this event TEBA and the Association shall within 15 operational days of the agreement to proceed with a single arbitrator appoint a person to serve as the single arbitrator. In the event of any failure to agree on the person to serve as the single arbitrator, either party may request in writing that the Director of Mediation Services make the necessary appointment.

15.13     The Arbitration Board shall determine its own procedure but shall give full opportunity to TEBA and the Association to present evidence and to be heard.

15.14     The Arbitration Board shall make any order it considers appropriate. Without limiting the generality of the foregoing, an Arbitration Board may order that:

a)            An affected School Jurisdiction rectify any failure to comply with the collective agreement.

b)            An affected School Jurisdiction pay damages to the Association, affected teacher or teachers, or both.

c)            TEBA and the Association take actions considered fair and reasonable by the Arbitration Board.

15.15     The award of the Arbitration Board is binding on:

a)            TEBA and the Association.
b)            Any affected School Jurisdiction.
c)            Teachers covered by the collective agreement who are affected by the award.

15.16     TEBA and the Association shall bear the expense of its respective appointee and the two parties shall bear equally the expense of the Chair.

16.          LOCAL GRIEVANCE PROCEDURE

16.1        For the purpose of this agreement, a grievance is defined as any difference between the parties concerning the interpretation, application, administration or alleged violation of this Collective Agreement.

16.2        Any difference between an employee covered by this agreement and the School Jurisdiction, or, between the Association and the School Jurisdiction concerning a grievance, 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.

16.3        Such grievance shall first be submitted in writing to agent of the School Jurisdiction and to the chairperson of the Teacher Welfare Committee (TWC). Such written submission shall be made within fifteen (15) days after the incident giving rise to the grievance or from the date the griever first reasonably should have had knowledge of the incident. Such notice shall set out the nature and particulars of the grievance, the Articles of this agreement which are alleged to have been violated and the remedy sought.

16.4        In the event the grievance is not settled in accordance with the above procedure and a response given within fifteen (15) days by an agent of the School Jurisdiction, this grievance shall be referred to the grievance committee. Such grievance committee shall be composed of three (3) School Jurisdiction members. A quorum of this committee shall consist of all members. The grievance committee shall meet and endeavor to resolve the grievance and shall render its decision in respect of the grievance within fifteen (15) days following receipt of the submission and shall dispose of each grievance before proceeding to another, except where by majority consent of the grievance committee, the hearing of such grievance is adjourned for the purpose of obtaining further information. If the grievance committee reaches a majority decision as to the disposition of any grievance, this shall be the position of the School Jurisdiction.

16.5        If the Grievance Committee does not reach a decision, or the grievance is denied by the Committee, either party to this collective agreement may by written notice served on the other party require the establishment of an arbitration board as hereinafter provided. Such notice must be given within ten (10) days after the date the aforesaid fifteen (15) day limit expires or the date the grievance committee renders a decision, whichever is shorter.

16.6        Each party shall appoint one (1) member as its representative on the arbitration board within seven (7) days of such notice and shall so inform the other party of its appointee. The two (2) members so appointed, shall within five (5) days of the appointment of the second of them appoint a third person who shall be the chairperson. In the event of any failure to appoint, any party may request the Director of Mediation Services to make the necessary appointment.

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

16.8        The arbitration board shall not change, amend or alter any of the terms of this agreement. All grievances or differences submitted shall present an arbitratable 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.

16.9        The finding and decision of a majority is the award of the arbitration board and is final and binding upon the parties and upon any employee affected by it. If there is not a majority, the decision of the chairperson governs and it shall be deemed to be the award of the board.

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

16.11     Each party to the grievance shall bear the expense of its respective appointee and the two (2) parties shall bear equally the expense of the chairperson.

16.12     For the purpose of this Article, days shall be defined as consecutive calendar days but be exclusive of Saturdays, Sundays or statutory holidays.

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

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

17.          EMPLOYMENT

17.1        All teachers are covered under a liability policy giving them protection against liability imposed by law for negligence resulting in bodily injury or property damages to students and any other person or persons in limits of two million dollars ($2,000,000).

17.2        Vacancies for more than ninety (90) days shall be posted internally for at least five (5) days prior to filling the position. This provision shall not apply to vacancies occurring during the summer recess.

17.3        Unless the teacher agrees, a teacher cannot be transferred to another school more than twenty-five (25) kilometers from the teacher’s usual place of work.

17.4        Any teacher on approved Divisional business excluding professional development shall be reimbursed at Divisional rates for expenses incurred.

New Letter of Understanding #1 – Trial Program on Time Off for Compression

1.1          This Letter of Understanding is made pursuant to Article 8 of the collective agreement (Conditions of Practice). The parties agree that where teacher instructional time is compressed and where current collective agreements are silent, teachers will receive time off in relation to the additional time worked as provided for in the chart below. Days will be rounded to the nearest 0.25 for this calculation. It is recognized by both parties that flexibility is required to maintain the calendar for the School Jurisdiction but also provide assurance for teachers that increases in the length of instructional days may result in associated time off for teachers.

1.2          For the purpose of this collective agreement and notwithstanding the provisions of the School Act, Teachers’ Convention is counted as a non-instructional day.

1.3          The trial program will take place during the 2017-18 school year and expires on August 31, 2018, notwithstanding that the collective agreement is bridged by operation of law.

New Letter of Understanding # 2 – Me Too Clause/Increase Modifier

1.            For the purposes of this Letter of Understanding only, the following definitions apply:

1.1          “comparator agreement” means the provincial collective agreements listed below for the period commencing April 1, 2017:

•             Government of Alberta and the Alberta Union of Provincial Employees respecting the Locals 1, 2, 3, 4, 5, 6 and 12
•             Alberta Health Services and United Nurses of Alberta
•             Alberta Health Services and the Health Sciences Association of Alberta
•             Alberta Health Services and Alberta Union of Provincial Employees – Auxiliary Nursing
•             Alberta Health Services and Alberta Union of Provincial Employees – General Support Services

1.2          “first year” means with respect to a comparator agreement the period from April 1, 2017 to March 31, 2018.

1.3          “second year” means with respect to a comparator agreement the period from April 1, 2018 to March 31, 2019.

1.4          “general salary increase” means a salary increase percentage applied to all steps of all grids of a comparator agreement.

1.5          For greater certainty, “general salary increase” does not include market supplements or adjustments, grid adjustments, signing bonuses, reclassifications, changes to benefit premium cost sharing, new benefits or any other form of compensation whatsoever other than a common percentage increase applied to all steps of all grids applicable to each bargaining unit. It includes only such general salary increases negotiated, prior to a strike or lockout, and does not include any increases resulting from a voluntary interest arbitration award, a disputes inquiry board recommendation, or a settlement during or following a strike or lockout.

1.6          “Lump sum payment” means a one-time payment, consistent with other one-time payments sometimes referred to as signing bonuses. “Lump sum payment” explicitly does not include the continuation or renewal of lump sum payments currently provided in existing comparator agreements between School Jurisdictions and unions listed in Clause 1.1 of this Letter of Understanding.

2.            If a general salary increase(s) for a comparator agreement in either the first year (September 1, 2016 to August 31, 2017) or second year (September 1, 2017 to August 31, 2018) exceeds 0%, the general salary increase(s) negotiated under that comparator agreement will be applied to the salary grid, administrative allowances and daily substitute teacher rate of pay of the collective agreements with the Association in the first year or the second year respectively, and effective the same date(s) as provided in the affected comparator agreement. If more than one general salary increase is negotiated for comparator agreements, the increases shall not be compounded across multiple comparator agreements, however, the total highest such general salary increase(s) in each year will be applied to the salary grid, administrative allowances and daily substitute teacher rate of pay.

3.            If a new lump sum payment(s) for a comparator agreement in either the first year (September 1, 2016 to August 31, 2017) or second year (September 1, 2017 to August 31, 2018) is negotiated, the newly negotiated lump sum payment(s) negotiated under that comparator agreement will be applied to the collective agreements with the Association in the first year or the second year respectively, and effective the same date(s) as provided in the affected comparator agreement. If more than one newly negotiated lump sum payment is negotiated for comparator agreements, the lump sum payments shall not be compounded across multiple comparator agreements, however, the total highest of such lump sum payment(s) in each year will be applied to the salary grid, administrative allowances and daily substitute teacher rate of pay.

4.            This Letter of Understanding expires on August 31, 2018 and will not be extended beyond that date notwithstanding that the collective agreement is bridged by operation of law. This Letter of Understanding will not apply to a general salary increase or lump sum payment for a comparator agreement negotiated to be effective after August 31, 2018.

New Letter of Understanding #3 – Classroom Improvement Fund (CIF) Grant Program

1.            Each School Jurisdiction will establish a committee to support the CIF grant program. CIF committees will be composed of equal number of School Jurisdiction representatives, appointed by the School Jurisdiction or designate, and teacher representatives, appointed by the Association. Teacher representatives must be employed by the School Jurisdiction. CIF committees will have a minimum of six (6) and maximum of ten (10) equal representatives total. CIF committee may meet as viewed necessary, but shall meet at least once in the 2017-18 school year.

2.            CIF committees will be responsible for reviewing and prioritizing proposals and agreeing to the distribution of the CIF grant funds available for that School Jurisdiction. The committee will be responsible to prioritize proposals based on classroom needs and approve CIF allocation of resources up to the funds available for that School Jurisdiction.

3.            A majority of the CIF committee members must agree in order to advance a proposal for a CIF grant.

4.            The School Jurisdiction must forward agreed-upon CIF proposals to Alberta Education. The decisions of the CIF committee are not subject of a grievance under this collective agreement.

Letter of Understanding #4 – Canada Revenue Agency – Travel Assistance Benefit

Between the Association and Living Waters Catholic Regional Division No 42

If the Association provides a letter from Canada Revenue Agency that specifically indicates that Living Waters Catholic Regional Division No 42 is authorized to indicate two thousand dollars ($2000) of the annual salary of those teachers paid in a designated area as defined by Canada Revenue Agency, the School Jurisdiction then agrees that:

For the purpose of the Collective Agreement two thousand dollars ($2000) of the annual salary as set out in Clause 3.2 of the agreement shall be considered to be a travel assistance benefit paid in a designated area as defined by Canada Revenue Agency and shall be indicated as such in the appropriate area on the annual T4 slip. The provision of this benefit shall in no fashion add to the cost of salary or benefits to the School Jurisdiction and shall be in accordance with the provisions set out by Canada Revenue Agency.

Letter of Understanding #5 – Duty Free Lunch

Between the Association and Living Waters Catholic Regional Division No 42

The School Jurisdiction agrees that, according to labour standards, all staff is entitled to a thirty (30) minute duty free lunch after working five (5) consecutive hours. The School Jurisdiction has agreed that it will implement this as soon as possible.

NEW - Letter of Understanding #6 – Teacher Professional Development

The School Jurisdiction shall ensure each school site sets two hundred and fifty dollars ($250.00) per teacher, on a probationary or continuous contract, annually, for the benefit of providing individual self-directed professional development activities for the 2017-2018, 2018-2019, and 2019-2020 school years. Teachers may choose to apply for additional funding through their individual school.

A teacher may use these funds to support costs incurred in professional development activities including courses, workshops, conferences, online courses, books, interschool visitation, or collaboration activities which the teacher believes meet an area of professional growth.

A teacher wishing to pursue a professional development activity shall make application, in writing, to the Superintendent, or designate. The application will contain the following information:

(a)          Nature of the professional development activity;
(b)          Date(s) and location; and
(c)           Anticipated expenses including the cost of fees and materials.

The Superintendent, in consultation with the principal, shall approve individual requests based upon ensuring for the operational requirements of the school. All requests shall be given reasonable consideration.

Each teacher’s unexpended allocation shall accumulate to a maximum of three (3) times the amount. Funds will follow the teacher should they transfer schools within the Division.

NEW - Letter of Understanding #7 – Extra-Curricular is Voluntary

The School Jurisdiction recognizes the value of extra-curricular activities including the participation of teachers. However, teacher participation in extra-curricular activities is voluntary.

Should a teacher decide to participate in such activities, the teacher will not be paid by the School Jurisdiction for such service.

ADDENDUM A:

3.2 Salary Grid

ADDENDUM B:

Group Health Benefit Plans through Alberta School Employee Benefit Plan (ASEBP)

                Dental   Plan 3
                Extended Health Care    Plan 1
                Life and A.D. and D          Plan 2
                Extended Disability          Plan D
                Vision    Plan 3