The Alberta Teachers’ 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 such teachers’ terms and conditions of employment and their salaries have been subject to negotiations between the parties, and

WHEREAS the parties desire that these matters be set forth in an agreement,

NOW THEREFORE THIS AGREEMENT WITNESSETH:

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 the Board excepting those positions agreed to be excluded in local bargaining between the Board and the Association.

1.2          Excluded Positions

1.2.1      Superintendent

1.2.2      Deputy Superintendent

1.2.3      Associate Superintendents

1.2.4      Assistant Superintendents

1.2.5      Director of Community Relations

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 Board 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 Board retains all management rights, unless otherwise provided by the expressed terms of this collective agreement.

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      Coordinating Committee

1.8.1.1   There shall be established a Teacher-Board Coordinating Committee consisting of the following membership:
-              four (4) teachers employed by the Red Deer Public School District No. 104
-              two (2) Trustees
-              the Superintendent of Schools, Deputy Superintendent, and Associate Superintendent, Human Resources

The Associate Superintendent, Business Services shall be the recording secretary. It is agreed that changes in the Policy Handbook and other issues and priorities shall be referred to the Coordinating Committee.

Areas not to be referred are:

a)            School Board governance and operations
b)            Personnel policies and regulations relative to non-ATA staff

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 6 months and not more than 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 15 days and not more than 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 the Board or the Association must be served after, but not more than 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 30 days after the 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 the Board shall meet and commence collective bargaining not more than 30 days after notice is given. At the first meeting, the Association and the Board 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 Board 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 Board, each Board 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 Board 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 Board 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      Payments will be made on the 25th day of each month, with the exception of December.

3.1.2      For the month of December, teachers shall receive their pay on the last school day prior to the Christmas break.

3.1.3      The Board will make salary payments by way of an electronic deposit system.

3.2          Grid

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

3.2.2      The years of teacher education of a teacher and the years of teaching experience shall together determine the annual rate of salary to be paid to each teacher employed by the Board. One month’s salary shall be considered to be one-twelfth (1/12th) of the annual salary rate applicable in that month. Teachers leaving the employ of the Board at the end of the school year shall receive their July and August payments in June of that year.

3.2.3      Salary rates and the experience increments for each year of teacher education are set forth in the following table:

Effective September 1, 2016

Effective September 1, 2017, C1, C2, and C3 of education will be eliminated. All teachers who currently receive an annual salary under C1, C2, and C3 will be appointed to the next step within the fourth year (C4) that is the nearest, but not less than, the teacher’s current annual salary. If that step on the grid is not C4 Max, the teacher is eligible for grid movement on the basis of experience increments.

Effective September 1, 2017

3.3          Education

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

3.3.2      The adjustment dates for changes in salary relating to years of teacher education shall be the commencement of the school year and February 1st of each year.

3.3.3      Each teacher claiming additional year(s) of teacher education and each teacher commencing employment with the Board, shall supply the Board within sixty (60) calendar days of the above-mentioned dates or from the date of commencement of duties, a statement of qualifications or proof of application to be issued by the Teacher Qualifications Service. Until the teacher submits the said statement of qualifications, the teacher shall be placed on the salary schedule according to the most recent acceptable statement of qualifications or according to the minimum education requirements for his/her teaching certificate.

If proof of application for the statement of qualifications is supplied within sixty (60) calendar days, the years of teacher education shall be paid retroactively according to Clause 3.3.3 and upon receipt of an official statement from Teacher Qualifications Service.

If proof of application for the statement of qualifications is not supplied within sixty (60) calendar days, salary shall be adjusted effective the beginning of the month following the receipt of a statement of qualifications from the 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 a Board may be carried over for calculation of experience increments in the following school year with that same Board.

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 the Board being carried over for calculation of experience increments in the 2017-18 school year with that same Board.

3.4.5      Previous experience under continuing, probationary or temporary contract in public schools, separate schools, approved private schools, government approved Early Childhood Services programs, colleges and universities, and substitute teaching will be recognized for salary purposes. Clause 3.4.5 is effective until August 31, 2018.

3.4.6      Verification of this experience or proof of applying for such verification shall be provided by the teacher within sixty (60) calendar days from the date of commencement of duties. If proof of experience is supplied within sixty (60) calendar days, the years of teacher education shall be paid retroactively. If proof of experience is not supplied within sixty (60) calendar days, salary shall be adjusted effective the beginning of the month following the receipt of such proof.

For the purposes of establishing a teacher’s initial placement on the salary scale at the point of hire, previous experience earned through substitute teaching with a jurisdiction in Alberta will be recognized for any teachers hired on or after September 1, 2014. This clause shall not be applied retroactively and therefore teachers hired prior to September 1, 2014 shall not have the previous experience reconsidered as a result of this provision.

3.4.7      Teachers who teach for only part of a school year(s) must accumulate at least the equivalent of one hundred sixty (160) full time equivalent days of teaching service in order to become eligible for an increment.

3.4.8      Substitute teachers shall be eligible for salary experience increments after the accumulation of one hundred and sixty (160) full time equivalent days of substitute teaching and/or contract teaching with the Red Deer Public School District No. 104. Clause 3.4.8 is effective until August 31, 2018.

3.4.8.1   Effective September 1, 2017, substitute teachers shall be eligible for salary experience increments after the accumulation of one hundred and sixty (160) full time equivalent days of substitute teaching and/or contract teaching.

3.4.9      The adjustment dates for changes in salaries due to additional increment entitlement shall be the opening day of the school year or the first of February of each school year.

3.5          Special Consideration for CTS Trade and Other Education and Experience

3.5.1      The Board shall place a teacher at any step within the salary table, provided that:

3.5.1.1   this original placement is justified on the basis of approved trades training and experience in business, trade or industry;

3.5.1.2   a teacher who holds one or more Alberta Journeyman’s Certificates or the equivalent related to the teaching assignment, shall be granted one (1) year in teacher education on the basis of such trades qualifications in addition to actual teacher education as per Teacher Qualifications Service;

3.5.1.3   advancement after original placement will be on the basis of teacher education under Clause 3.3 and teacher experience under Clause 3.4.

3.5.2      The original placement on the salary table shall be subject the grievance procedure in article 16. Notwithstanding Clause 16.2, a grievance under this article shall be brought forth within two years from the original placement.

3.6          Other Rates of Pay

3.6.1      Summer school teachers shall be paid according to the following formula:

Standard Teacher Cost* / 200 days per year / 9.1 hours per day = hourly rate of remuneration

*Standard Teacher Cost is the amount charged to schools on a yearly basis for each full-time equivalent teacher.

4.            ADMINISTRATOR ALLOWANCES AND CONDITIONS OF PRACTICE

4.1          Creation of New Designations/Positions

4.1.1      If an allowance is to be paid to a teacher appointed to a classification which appropriately belongs within the bargaining unit, but is not provided for in the collective agreement, the amount of such allowance must be determined by negotiations with the Association prior to the appointment. The Board shall provide notification of any new classification to the Chair of the TWC and the Coordinator of Teacher Welfare.

4.2          Administration Allowances

4.2.1      Principal: In addition to the salary earned as a teacher, a principal shall receive the applicable administrative allowance according to the following schedule:

4.2.2      Vice-Principal: In addition to the salary earned as a teacher, a vice-principal shall receive an administrative allowance equal to 50% of the allowance designated for a principal of that school.

4.2.3      Curriculum Leaders

4.2.3.1   High School Curriculum Leaders shall be provided with an allowance of $2,940.00

4.2.3.2   High School Curriculum Leader recommendations will be made by department members and must receive the approval of the Principal.

4.2.3.3   High School Curriculum Leader appointments will be for two year terms.

4.2.3.4   Teachers appointed as District Curriculum Leaders shall be provided with an allowance of $2,940.00.

4.2.4      On September 1st of each year, the allowances described in 4.2.1, 4.2.2, and 4.2.3 shall be adjusted by the same percentages as applied in Clause 3.2.3.

4.3          Red Circling

4.3.1      Any principal or vice-principal who is transferred as a result of a Board request shall retain the same administrative allowance that was in effect at the time of the transfer until such time as the provisions of the Collective Agreement result in an increased allowance.

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 Board 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 (fewer)  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 years. When the total length of the principal’s designation will be five years as of August 31, 2018, the Board 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 Board 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.

4.5          Other Administrator Conditions

4.5.1      In article 4, reference to ‘high school’ shall mean only Lindsay Thurber Comprehensive High School and Hunting Hills High School.

4.5.2      Each school with eight (8) or more teachers (excluding the principal) shall have a vice-principal.

4.5.3      Each school with twenty-two (22) or more teachers (excluding the principal) shall have a second vice-principal.

4.5.4      Each of Lindsay Thurber Comprehensive High School and Hunting Hills High School shall have a principal and two or more vice-principals.

4.5.5      The teaching staff allocation as of September 30th shall be used for establishing the school category. The school principal shall not be included in this number.

4.5.6      Principals shall be eligible to be absent from duty for up to four operational days during each school year and vice-principals shall be eligible to be absent from duty for up to two operational days during each school year, with full  salary and benefits, and with each absence requiring the  notification and approval of  the Superintendent of Schools.

4.5.7      Teachers appointed to seconded positions within the district shall be paid their annual salary and any applicable allowance(s), as if they had retained their previous position, throughout the duration of the secondment. However, if an individual is seconded to a position for which the remuneration is higher than the individual’s salary as a teacher, the individual shall receive the higher salary.

4.5.8      District Psychologists within the scope of the collective agreement will have vacation entitlements determined by the vacation schedule contained in the classified staff handbook.

5.            SUBSTITUTE TEACHERS

5.1          Rates of Pay

5.1.1      The daily rate of pay for substitute teachers shall be $205.00.

5.1.2      The rate of pay for substitute teachers who teach only one-half (1/2) day shall be $116.50.

5.1.3      On September 1st of each year, the rate of pay for substitute teachers shall be adjusted by the same percentages as applied in Clause 3.2.3, rounded to the nearest fifty cents ($0.50).

5.1.4      These rates are inclusive of vacation pay allowance.

5.2          Commencement of Grid Rate

5.2.1      Notwithstanding Clause 5.1.1 and 5.1.2, a substitute teacher who substitutes for the same teacher for a period of more than two (2) consecutive teaching days shall be paid as per his/her grid placement commencing with the third (3rd) day.

5.2.2      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      If a substitute teacher is unable to work as a result of an injury incurred in the course of performing their assigned duties, and where the injury is not compensable under Workers’ Compensation, the Board shall pay the teacher the per diem rate specified in Clause 5.1.1 and 5.1.2 for a maximum of twenty (20) consecutive teaching days immediately following the injury, provided that the inability to work is verified by a physician chosen or approved by the Board.

5.3.2      Whenever practical the same substitute teacher shall be assigned for the duration of an assignment.

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.

7.            GROUP BENEFITS

7.1          Group Health Benefit Plans, Carrier and Premiums

7.1.1      It is agreed participation in Plan D of the Alberta School Employee Benefit Plan and Insurance Schedule II shall be a condition of employment. On behalf of all teachers enrolled in the Plan, the Board shall pay the monthly premium.

7.1.2      The Board shall pay the monthly premium for Alberta School Employee Benefit Plan, Extended Health Care Plan 1, on behalf of all teachers enrolled in the plan.

7.1.3      The Board shall pay the monthly premium for all teachers enrolled in ASEBP Dental Plan III. It is agreed participation in ASEBP Dental Plan III shall be a condition of employment for all teachers commencing employment on or after August 30, 1982, except where teachers are receiving coverage under a spouse’s dental plan.

7.1.4      The Board shall pay one hundred percent (100%) of the monthly premium for Alberta School Employee Benefit Plan Vision Care Plan 3 on behalf of all teachers enrolled in the plan.

7.1.5      The Board shall pay the premium on behalf of a member of a teacher’s immediate family and/or those declared as dependents as described by the policy of the current benefit provider of the Board.

7.2          Health Spending Account

7.2.1      The Board will contribute one thousand, one hundred and fifty two dollars ($1,152) per year on behalf of each eligible teacher to the Alberta School Employee Benefit Plan Health Spending Account.

7.2.2      The Health Spending Account will be administered by ASEBP as per HSA plan 1 and as allowed by Canada Revenue Agency (CRA) rules for the benefit of that teacher and his/her dependents(s). The unused balance will be carried forward to the extent permitted by the CRA. Teachers leaving the employ of the Board for any reason will forfeit any remaining balance.

7.3          Other Group Benefits

7.3.1      Where a teacher employed on a contract by the Board is ineligible for regular group benefits with the Alberta School Employee Benefit Plan due to their age, the Board agrees to pay the same premium contributions to the teacher as provided in article 7.

7.3.2      It is understood that payment of premiums of the aforementioned benefit plans shall permit the Board to retain and not pass on to teachers any rebate or premiums otherwise required under Employment Insurance Regulations.

7.3.3      The Board shall make available to teachers a Canada Savings Bond program through payroll deduction.

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 the Board assigns 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)            The Board 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 Board to occur at a particular time and place within a reasonable workday.

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 the Board. 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 with 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 travelling to and from the teacher’s annual convention.

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 Board’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      The Board and/or schools are not restricted in developing their own staff development plan in which the Board and/or school may require teachers to participate.

9.2          Professional Improvement Leave

9.2.1      A teacher who has taught in the school system for a minimum of five (5) years may be granted a leave for professional improvement.

9.2.2      Application for leave shall be presented to the Superintendent of Schools not later than April 1st. Each application for leave shall be considered on its own merits by the Board and the applicant must be notified of the Board’s decision within thirty (30) days after the deadline for receipt of applications.

9.2.3      A teacher who is granted leave shall, upon his/her return, be given a position no less favourable than the one he/she had before the leave.

9.2.4      A teacher having been granted leave shall spend his/her time in the improvement of his/her professional standing by studying at a recognized learning institution. Application for leave shall be accompanied by a clear statement of the teacher’s purpose.

9.2.5      In lieu of regular salary a teacher, while on a professional improvement leave, shall be granted a bursary as follows:

9.2.5.1   Fifty percent (50%) of the dollar amount in article 9.2.7 for a full year leave with arrangement for payment to be determined by the Applicant and Associate Superintendent, Human Resources, effective September 1, each year.

9.2.5.2   Twenty five percent (25%) of the dollar amount in article 9.2.7 for a leave of one (1) semester with arrangement for payment to be determined by the Applicant and Associate Superintendent, Human Resources, effective September 1, each year.

9.2.5.3   Alberta Health Care Insurance and ASEBP coverage will remain in effect during the leave.

9.2.6      A teacher who is granted leave shall agree in writing to serve the Board for a period of not less than one (1) year for each semester taken.

9.2.7      The Board shall commit an amount of eighty eight thousand five hundred and eighty ($88,580) dollars annually for such leaves.

9.2.8      The Board shall approve all applications meeting the requirements to the maximum amounts outlined in Clause 9.2.7.

9.2.9      The Board will set aside a fund of fifty thousand dollars ($50,000) per school year for implementation of a subsidy program for teachers of the Red Deer Public School District who are currently on Continuing Contracts. The Board will pay seventy five percent (75%) of expenses incurred for tuition fees to a teacher who successfully completes an approved trades, undergraduate or graduate/post secondary course. Approvals must be made prior to the commencement of the course work and will be made by the Associate Superintendent – System Services in consultation with the Associate Superintendent-Human Resources and the PD chairperson of the Local ATA No. 60 or designate chosen by the PD Committee. If the demand for the subsidy is greater than the allocated fund amount in any given year, the successful applicants will receive an equal percentage per completed course. The Associate Superintendent – System Services, in consultation with the Associate Superintendent-Human Resources and the PD Chairperson of the Local ATA No. 60, or designate chosen by the PD Committee will reserve the right to provide a maximum allocation to any individual teacher. Unexpended money shall be added to the following year’s allocation.

9.2.10    Should there be a shortage of applicants requesting the available funds as outlined in 9.2.7, the unexpended funds shall be divided between Clause 9.3 and the Board’s general account on the following basis: The first fifteen thousand dollars ($15 000) to Clause 9.3 with any remaining funding divided equally with a maximum allocation of $29 500 dollars to Clause 9.3 in any school year.

9.2.11    Applicants approved for a bursary in accordance with Clause 9.2.5, may not simultaneously receive a subsidy in accordance with 9.2.9.

9.3          Conferences, Workshops and Seminars

9.3.1      The Board shall establish a fund to be distributed to Local #60 of the Alberta Teachers’ Association. The funds shall be made available in two (2) equal installments, paid on September 1 and February 1 of each school year.

9.3.1.1   A teacher may use funds to support costs incurred in professional development activities or for resources related to an individual professional growth plan, including but not limited to: courses, workshops or conferences, online courses, books, interschool visitation, collaboration or practical research or any other professional development activities which the teacher believes meet a professional growth need. This money may not be used for the purchase of teaching resources, electronic devices, or capital items.

9.3.1.2   Local #60 shall be responsible for establishing the guidelines for administration of the fund established by this Clause.

9.3.1.3   The amount to be allocated to this fund shall be:

September 1, 2016: $297,250
September 1, 2017: $297,250

9.3.1.4   The Clause shall apply to all members of the certified instructional staff, except the Superintendent, Deputy Superintendent, Associate Superintendents, and Assistant Superintendents, and Director of Community Relations.

9.3.1.5   An annual accounting of monies distributed through the fund shall be sent to the Associate Superintendent, Business Services for information.

10.          SICK LEAVE / Medical Certificates and Reporting

10.1        In the first year of service with the Board, a teacher shall be credited with twenty (20) days of sick leave at the beginning of the school year.

10.2        In the event that during the first year of service:

a)            a teacher has insufficient sick leave to provide full salary and benefits during the qualifying period for ASEBP Extended Disability Benefits, and
b)            the teacher is accepted by the insurance carrier as an Extended Disability claimant,

the Board shall pay the salary and benefits 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 Extended Disability claimant and receives the first Extended Disability payment.

10.3        During the second and subsequent years of service, annual sick leave with full salary and benefits will be granted for the purpose of obtaining necessary medical or dental treatment, or because of accident, sickness or disability for (90) calendar days.

10.4        A teacher who has more than one (1) year of service and has been absent due to medical disability shall, upon return to full-time duty, be entitled to sick leave benefit of ninety (90) calendar days.

10.5        Notwithstanding Clause 10.4, a teacher upon returning to work from a period of sick leave of less than ninety (90) consecutive calendar days thereafter will, if that teacher does not take any sick leave during the first ten (10) consecutive school days following return to work, have his/her sick leave entitlement reinstated to ninety (90) consecutive calendar days. If sick leave is taken for the same illness during the first ten (10) consecutive school days following return to work, sick leave shall only be available to the extent of the unused portion of the initially available ninety (90) consecutive calendar days.

10.6        When a teacher has been on sick leave for a period over forty-five (45) calendar days and wishes to return to work, the teacher may be required by the employer to provide medical evidence, satisfactory to the employer, stating that the teacher is fit to perform all regular duties on a full-time continuous basis.

10.7        Before any payment is made under the foregoing regulations, the teacher shall, if requested by the Board, provide:

10.7.1    A declaration where the absence is for a period of three (3) days or less. This declaration shall be submitted within fifteen (15) days of return to work or on June 30th, whichever is sooner.

10.7.2    A medical statement signed by a qualified medical or dental practitioner where the absence is for a period of more than three (3) days. This medical statement shall be submitted within fifteen (15) days of return to work or on June 30th, whichever is sooner.

10.7.3    A further medical statement at the end of each month for the duration of the disability when the disability extends for a period of over one (1) month. If a fee is charged for obtaining such a medical statement, the cost will be paid by the Board.

10.7.4    Non-compliance shall result in loss of salary for days absent.

10.8        Teachers shall be eligible for sick leave from the onset of illness or disability to the extent of sick leave credited to them but not beyond the date of eligibility for benefit under the Alberta School Employee Benefit Plan.

11.          MATERNITY, ADOPTION AND PARENTAL LEAVE

11.1        Maternity Leave/Parental Leave/Adoption Leave

11.1.1    A teacher, upon providing the Board at least six (6) weeks notice in writing, shall be entitled to a maternity/parental leave of absence without pay or benefits for a period of up to fifty-two (52) weeks. Such notice shall be accompanied by a medical statement certifying that the teacher is pregnant and giving the estimated date of birth of the child.

11.1.2    Teachers seeking health related benefits during a maternity leave must provide the Board with a medical statement from a qualified medical practitioner.

11.1.3    The Board shall implement and maintain a 100% Supplementary Employment Benefits Plan for any health related period effective the date of birth of her child. Medical statement for the health related period shall be provided as specified in Clause 11.1.2.

11.1.4    Prior to or during a maternity leave, upon application to the Associate Superintendent, Human Resources, a teacher may be granted a general leave of absence without pay or benefits for such period that is mutually agreed to by the employee and the Associate Superintendent, Human Resources.

11.1.5    Upon expiration of the leave, the teacher shall be reinstated in the position she occupied at the time the maternity leave commenced, or be provided with alternative work of a comparable nature.

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

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

11.2.2    Subject to the terms and conditions of the benefits insurance carrier policies, teachers on maternity, adoption or parental leave may make arrangements through the Board to prepay 100 percent of the benefit premiums for applicable benefits provided for in the existing collective agreement, for a period of up to 12 months.

11.2.3    Notwithstanding Clause 11.2.2, subject to the terms and conditions of the benefits insurance carrier policies, upon request by the teacher, the Board will continue paying the Board portion of the benefit costs for a teacher on maternity, adoption or parental leave, for a period of up to twelve months, provided the teacher repays the teacher portion of the benefit premiums.

11.2.4    A teacher who commits to Clause 11.2.3 is responsible to repay the amount of the Board paid benefit premiums, and shall reimburse the Board 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.

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

11.2.6    If a teacher has not fully repaid the cost of benefit premiums previously paid by the Board under Clause 11.2.3 the teacher is not eligible to reapply for additional consideration under Clause 11.2.3.

12.          PRIVATE BUSINESS/GENERAL/PERSONAL LEAVES OF ABSENCE

12.1        Personal Leave with Full Salary and Benefits

12.1.1    For the purpose of attending to personal concerns, two (2) days per year. Only teachers who are on contract for a minimum of one half of the school year shall be entitled to such leave. No personal leaves shall be granted to teachers to extend Christmas vacation, spring break, or any similar break of five week days or longer during the school year. Personal leave days may not be taken during scheduled parent-teacher conference dates unless prior approval has been received from the Associate Superintendent – Human Resources.

12.1.2    Personal leave days may be accumulated to a maximum of four (4) days in any given year. Unused days may be carried forward for a maximum of one (1) year.

12.2        Leaves of Absence Less the Cost of a Substitute

12.2.1    Personal leave for not more than two (2) days in any school year shall be granted for attending to private concerns, subject to availability of substitute teachers. When possible, unless constrained by emergency, at least five (5) days notice shall be given to the school and Associate Superintendent, Human Resources.

13.          ASSOCIATION LEAVE AND SECONDMENT

13.1        A teacher shall be granted leave of absence with pay provided the Board is reimbursed by the Association for the actual costs of the substitute, including the Board 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 Board 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 Board. The Association will reimburse the Board 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 Board, the teacher, and the Association and is at no cost to the Board.

13.4        During such secondment, the Board 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 Board for all payments made by the Board to the teacher or on his/her behalf while on secondment under this clause.

14.          OTHER LEAVES

14.1        The following definitions shall apply for the purposes of this clause:

14.1.1    School Year: The school year approved by the Board of Trustees of the Red Deer Public School District No. 104.

14.1.2    Near Relative: Parent, spouse, sibling, child, son-in-law, daughter-in-law, mother-in-law, father-in-law, grandparent, grandchild, brother-in-law, sister-in-law.

14.2        Leaves of Absence with Full Salary and Benefits: A teacher shall apply to the Associate Superintendent, Human Resources for and receive a personal leave of absence subject to the following conditions:

14.2.1    Critical Illness, Death and Funeral Leave

14.2.1.1                In any one school year, not more than five (5) days for the death of each near relative. However, when the funeral is to be held more than four hundred (400) kilometers from Red Deer, then six (6) days shall be granted for each near relative. These days do not have to be taken consecutively.

14.2.1.2                In any one school year, not more than three (3) days for the critical illness of each near relative. For the purposes of this clause, critical illness shall be defined as a medical condition which is life-threatening or which requires admission to a hospital intensive care unit or palliative care unit.

14.2.1.3                In any one school year, not more than one (1) day for attendance at the funeral of each close friend, aunt, uncle, first cousin, niece, nephew, and any other relative who was a member of the teacher’s household at the time of death. However, when a funeral is to be held more than four hundred (400) kilometers from Red Deer, then one additional day shall be granted.

14.2.2    Attendance at the teacher’s university convocation exercise, one (1) day.

14.2.3    For the purpose of the teacher adopting a child, two (2) days.

14.2.4    Paternity leave, which must be taken within ten (10) days of the birth, two (2) days.

14.2.5    For the purpose of acting in any official capacity at a funeral, one (1) day.

14.2.6    For the purpose of obtaining citizenship papers, one (1) day.

14.2.7    Notwithstanding any of the above, in special situations the Associate Superintendent, Human Resources, may at his/her discretion, extend a leave.

14.2.8    For the purpose of attending the Grade 12 graduation or post secondary convocation of a spouse or child, one (1) day.

14.2.9    For the purpose of attending to the medical concerns of children, a parent or spouse, two (2) days per year.

14.2.10  For the purpose of jury selection or jury duty, or when subpoenaed to appear in court as a witness. Any witness fee or jury stipend received by the employee shall be remitted to the Board.

14.3        Leaves of Absence Less the Cost of a Substitute (whether a substitute is required or not): A teacher shall apply to the Associate Superintendent, Human Resources for and receive a personal leave of absence subject to the following conditions:

14.3.1    In any school year, to attend to a parent, spouse, or child who is critically ill for a time period which exceeds (3) days.

14.3.2    In any school year to care for each family member who is seriously ill. Length of time to be determined by the teacher and the Associate Superintendent, Human Resources.

14.3.3    In any one school year, the teacher shall be granted no more than two (2) days to attend to a near relative.

14.3.4    To attend a function or conference of an organization in which the teacher holds an executive office.

14.3.5    To attend a special function, such as a wedding or an important anniversary.

14.3.6    For the purpose of writing university examinations, two (2) days.

14.3.7    To attend an event at which the teacher is being given special recognition for personal accomplishments.

14.3.8    To participate in a competition beyond the local level in which he/she is representing the community or zone.

14.3.9    In any one school year to campaign for an elected provincial or federal office – not more than twenty (20) working days. The teacher will be responsible for the actual cost of the substitute teacher.

14.3.10  To campaign for local political office, not more than three (3) days.

14.3.11  In any school year for filling a political office, other than mayor, such special leave on a day-to-day basis not to exceed twelve (12) days. The teacher will be responsible for the actual cost of the substitute teacher.

14.3.12  Any other reason that has been approved by the Associate Superintendent, Human Resources.

14.3.13  Notwithstanding any of the above, in special situations, the Associate Superintendent, Human Resources may, at his/her discretion, extend a leave.

14.3.14  For the purpose of providing consulting services to other Districts or Agencies, a maximum of five (5) days. Requests for release time for consulting services are to be forwarded to the Associate Superintendent, Human Resources for approval. If a substitute teacher is required during the employee’s absence, it is the employee’s responsibility to make the necessary arrangement through the normal channels.

14.4        Leaves of Absence with Loss of Salary and Employer Contributions to Benefits: After one (1) year of service a teacher may apply to the Board for Leave:

14.4.1    For filling an elected provincial or federal office.

14.4.2    For the purposes of adopting a child, extending beyond the two days referenced in Clause 14.2.3.

14.4.3    For other reasons acceptable to the Board.

14.4.4    At the request of the teacher, the Board shall allow the teacher to participate in the Benefits package he/she was participating in at the time of the leave. This cost shall be the sole responsibility of the teacher.

14.4.5    Such leave, if granted by the Board, shall be limited to three percent (3%) of the staff at any one time. It shall not be credited as experience for increment purposes except when there is an exchange of positions that qualifies the teacher for an increment under Clause 3.4. The teacher shall be entitled to a position on staff on his or her return and the Board will attempt to place the person in a comparable position at the level which he or she left.

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 Board 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 Board 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 Board, 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 Board rectify any failure to comply with the collective agreement.
b)            An affected Board 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 Board.
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        Any difference between any employee covered by this agreement and the Board, or in a proper case between Local No. 60 of the Alberta Teachers’ Association and the Board concerning the interpretation, application, operation or alleged violation of this agreement, and further, including any dispute as to whether the difference is arbitrable, shall be dealt with as herein provided, without stoppage of work or refusal to perform work.

16.2        Such difference (hereinafter called a grievance) shall be submitted in writing to the chairman of the Board and to the Economic Policy Committee (EPC) Chair and Coordinator of Teacher Welfare of the Association. Such written submission shall be made within thirty (30) days from the date of the incident giving rise to the grievance or from the date the grievor reasonably became aware of the incident giving rise to the grievance.

16.3        Such grievance shall set out the nature of the grievance, the articles of this agreement which it is alleged have been violated, and the remedy sought.

16.4        Within twenty (20) days of receiving the documentation referred to in Clause 16.2 a Grievance Committee consisting of two (2) members of the Local and two (2) Trustees must convene and hear the grievance. A quorum of this committee shall consist of all members. Each member of the committee shall be entitled to vote.

16.5        Within ten (10) days of first hearing the grievance, the Grievance Committee must render a decision. If the decision is unanimous, it shall be final and binding on the parties and upon any employee affected by it.

16.6        If the Grievance Committee does not reach a unanimous or any decision within the said time, then either party may, by written notice served on the other party, request that the matter be dealt with in accordance with the Labour Relations Code. Such notice must be given within ten (10) days after the date on which the aforesaid ten (10) day limit expires, or the date the grievance committee is unable to arrive at a unanimous or any decision, whichever is the shorter.

16.7        All of the aforesaid time limits referred to in the grievance procedure shall apply to operational school days only.

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

LETTERS OF UNDERSTANDING - CENTRAL

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 Board 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 the Boards 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 Board will establish a committee to support the CIF grant program. CIF committees will be composed of equal number of Board representatives, appointed by the Board or designate, and teacher representatives, appointed by the Association. Teacher representatives must be employed by the Board. 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 Board. 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 Board.

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

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

LETTER OF UNDERSTANDING – LOCAL

LETTER OF UNDERSTANDING

Between

The Red Deer Public School District No. 104 and Red Deer City Local No. 60 of the Alberta Teachers’ Association

RE:          Central Services Positions

The parties agree to the following, effective the 2017-2018 year:

1.            Individuals appointed to the Central Services positions named below will be compensated with allowances equivalent to the allowances that are provided for the administrative positions designated below, as outlined in the Red Deer Public School District – ATA Local #60 Collective Agreement for 2012-2016.

2.            If the individuals who are appointed to the positions cease to work in the positions to which they are appointed, the individuals will be given assignments which are comparable to the positions they occupied within the Red Deer Public School District immediately prior to working at Central Services.  If an individual held no previous position within the Red Deer Public School District, the individual will be provided with a teaching assignment.

3.            This Letter of Understanding will expire August 31, 2018.