The Alberta Teachers’ Association

This collective agreement is made this ___ of _________________ 20___ between STURGEON SCHOOL DIVISION # 24 (School Jurisdiction/Employer) 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.

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 a School Jurisdiction and the Association.

1.2          This Collective Agreement applies to all teachers employed by the Employer who, as a condition of employment, must possess a valid teaching certificate issued under the authority of the Department of Education, the Province of Alberta, herein collectively called the teachers, except the superintendent, deputy superintendent, associate superintendent and director of curriculum and instruction.

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          Sturgeon School Division # 24 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      The Teacher Board Advisory Committee (TBAC) shall consist of three trustees, one of whom shall act as Chair, the Superintendent or designate and a teacher from each of the schools within the Division. All proposed changes initiated by the Employer in policy, regulations, and Administrative Practices concerning teachers' working conditions shall be referred to the TBAC for consideration and recommendation. All requests by the Association for changes in Employer policy and regulations shall be referred to the TBAC for consideration and recommendation to the Employer.

1.8.1.1   The TBAC shall meet upon the request of either party.

1.8.2      The Employer and teachers have a mutual responsibility to provide and maintain a safe working environment. The Employer has a responsibility for ensuring a safe environment prevails in the workplace and to take appropriate measures to achieve this result. Teachers have a right to a safe working environment and the responsibility to assist the Employer in this regard.

1.8.2.1   The parties agree to develop and maintain an Organizational Health and Safety Committee. The ATA will provide a representative on this committee. The Employer may invite other employee groups to provide representation on this committee. The mandate of the committee will be to collaborate on efforts to improve staff wellness and workplace safety.

1.8.2.2   The Employer shall ensure that teachers in Morinville Learning Centre (MLC), Sturgeon Learning Centre (SLC) work in a safe work environment considerate of the safety issues unique at the school. To protect teachers, the staffing complement shall include a minimum of two staff members at all times.

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 a School Jurisdiction 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 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 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          All salaries contained herein are “per annum” unless specifically stated otherwise.

3.1.1      The number of years of teacher education and the years of teaching experience, computed according to the Agreement, shall together determine the annual salary rate for each teacher employed by the Employer. Tabulated below are the salary rates, and the experience increments for each year of teacher education.

3.1.2      The Employer shall pay each teacher his salary in equal amounts of one-twelfth of his annual salary on the second last operational day of each month from September to May inclusive. On the last operational  day of June, he shall receive two-twelfths of his salary and on the second last banking day in August, he shall receive one-twelfth of his salary (taking into consideration necessary adjustments).

3.1.2.1   Teachers no longer under contract for the subsequent year or who resign or retire from staff effective the last operational day of June shall receive three-twelfths of their salary on the last operational day in June.

3.1.2.2   Payment of salaries shall be made by the Employer by direct deposit to the teacher’s designated banking institution.

3.2

3.3          CALCULATION OF YEARS OF TEACHER EDUCATION

3.3.1      The evaluation of a teacher's education for salary purposes shall be determined by a Statement of Qualifications issued by the Teacher Qualifications Services of The Association in accordance with the policies and principles approved by the Teacher Salary Qualifications Board.

3.3.2      STATEMENT OF QUALIFICATIONS FOR TEACHERS COMMENCING EMPLOYMENT WITH THE EMPLOYER

3.3.2.1   Within sixty (60) days of commencing employment with the Employer, every teacher shall submit an Association Teacher Qualifications Service statement of teacher training for salary purposes, or proof of application for such a statement.

3.3.2.2   If the Teacher Qualifications Service statement shows a number of years of training different from that currently recognized by the Employer, the teacher's salary shall be adjusted retroactively, except as provided in clause 3.3.2.3.

3.3.2.3   If the Teacher Qualifications Service statement or proof of application for such a statement is not received by the Employer within sixty days of commencement of employment, the teacher's salary shall revert to the minimum of the years of training required for the class of teaching certificate held by the teacher and no adjustment shall be made, until the first of the month next following the date of receipt of the Teacher Qualifications Service statement, and no retroactive adjustment shall be made.

3.3.3      ADDITIONAL YEARS OF TEACHER EDUCATION

3.3.3.1   Teachers who complete additional training to qualify for the next full year of teacher education shall submit a Teacher Qualifications Service statement, or proof of application for such a statement to the Employer, within sixty (60) days of the dates outlined in clause 3.3.3.3.

3.3.3.2   If the statement or proof of application is not received within sixty (60) days of the dates outlined in clause 3.3.3.3, payment will be made only from the first of the month next following the date of receipt of the statement.

3.3.3.3   The adjustment dates for changes in the years of teacher education for salary purposes shall be September 1, February 1 and May 1.

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 School Jurisdiction may be carried over for calculation of experience increments in the following school year with that same School Jurisdiction.

3.4.4      These provisions 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      For each period of at least one hundred and twenty-five (125) full time equivalent days in a school year during which the teacher has actually provided teaching service, subject to clauses 3.4.5.1.1 to 3.4.5.1.6 inclusive.

3.4.5.1   For a minimum of one hundred and twenty-five (125) full-time equivalent days in a period of four (4) consecutive school years during which the teacher has actually provided teaching service subject to clauses 3.4.5.1.1 to 3.4.5.1.6 inclusive. Periods of leave for extended illness, disability, maternity or secondment will not be considered as part of the four consecutive years. A day counted under clause 3.4.5 may not be counted in applying this clause.

3.4.5.1.1              Substitute teaching service shall be included in determining years of teaching experience.

3.4.5.1.2               A teacher shall not receive increments for experience gained while not holding a valid teaching certificate, except as provided in clause 3.5.1.

3.4.5.1.3               Credit for experience will be granted for university work taken while on leave of absence or educational leave, if such leave is authorized by the Employer.

3.4.5.1.4               Teaching, or related administrative experience, obtained by a teacher while employed by an accredited post-secondary institution, or by Federal or Provincial government department or agency, including accredited private schools and accredited ECS programs shall be recognized as teaching experience subject to the conditions set forth in this Agreement.

3.4.5.1.5               Teaching experience obtained by a teacher prior to engagement by the Employer shall be granted, subject to the conditions set forth in this Agreement, as if it had been teaching experience under the Employer's Jurisdiction.

3.4.5.1.6               Credit for teaching experience shall become effective at the commencement of the school year or February 1 following when the experience was earned.

3.4.5.2   STATEMENTS OF TEACHING EXPERIENCE FOR TEACHERS COMMENCING EMPLOYMENT WITH THE EMPLOYER

3.4.5.2.1               Within sixty days of commencing employment with the Employer, every teacher shall submit statements of proof of past teaching experience, or proof of application for such statements.

3.4.5.2.2               If the statements of experience or the statements of proof of application are not received by the Employer within sixty calendar days of commencement of employment, then the teacher's salary shall revert to the minimum salary for the number of years of training required for the class of teaching certificate held by the teacher and no adjustment shall be made until the first of the month next following the date of receipt of official proof of experience and no retroactive adjustment shall be made.

3.4.5.2.3               If the statements of a teacher's experience show a number of years of teaching experience different from that currently recognized by the Employer, then the teacher's salary shall be adjusted retroactively, except as provided in clause 3.4.5.2.2.

3.5          INDUSTRIAL VOCATIONAL EDUCATION POSITIONS

3.5.1      The Employer may fill an Industrial Vocational Education teaching position at one or more steps on the salary schedule higher than that provided by his teaching experience, but his teaching salary shall not exceed the maximum provided for his category of teacher education.

3.5.2      Such higher placement shall continue, only provided that he teaches and continues to teach Industrial Vocational Education subjects.

3.5.3      Prior to the engagement of teachers in accordance with clause 3.5 the Employer shall consult the Chairman of the Association's Sturgeon Bargaining Unit stating the Employer's intention, giving reasonable opportunity to him to make representation thereon, and promptly notifying him when the appointment has been made.

3.6          OTHER RATES OF PAY

A teacher employed to provide instruction at the Employer’s summer school shall be paid on the regular salary grid, with pro-rata calculations reflecting the percentage of time taught.

3.7          OTHER ALLOWANCES

The Employer agrees to maintain and enforce a policy in its Policy Handbook governing the payment of a car allowance equal to that paid to all employees of the Employer, to teachers engaged in the supervision of extra-curricular activities approved by the Employer, to teachers serving on a standing or ad hoc committee appointed by the Employer or Superintendent, and to teachers who travel while providing professional service in two or more schools during the same school day.

3.7.1      The minimum car allowance will be in accordance with the Employer’s Employee Expense Reimbursement Policy.

4.            ADMINISTRATOR ALLOWANCES AND CONDITIONS OF PRACTICE

4.1          Creation of New Designations/Positions

The Employer may create or designate new positions not covered in this Agreement; nevertheless, salaries and additional allowances shall be arrived at by consultation with The Association before the appointment is made. The results of this consultation shall be embodied in a memorandum of agreement between the parties.

4.2          Administration Allowances

In addition to the basic salary rate there shall be paid an administration allowance to each Principal, in accordance with the following schedule:

4.2.1      The minimum administration allowance paid to a Principal shall be 5% of the fourth year maximum plus 1% of the fourth year maximum for each teacher to a maximum of two teachers.

4.2.2      For three to fifteen teachers, the administration allowance shall be a basic allowance of 25% of the fourth year maximum. For each teacher in excess of 15, an additional allowance of 0.4% of the fourth year maximum shall be paid.

4.2.3      The administration allowance paid to the Principal of the Oak Hill School shall be 16% of the fourth year maximum plus 1% of the fourth year maximum for each teacher.

4.2.4      The administration allowance paid to up to two (2) Division Principals at large shall be 32.5% of the fourth year maximum.

4.2.5      In calculating the administration allowance, the teachers shall be counted on September 30 and any changes resulting therefrom shall be effective September 1. In applying this clause, the Principals shall be excluded from the count. The teacher count shall be in terms of full-time equivalents, except for the first or only counsellor on staff who shall count as one full-time equivalent.

4.2.6      An administrative allowance for a –principal responsible for more than one school shall be calculated as follows: 

– per 4.2.1 and 4.2.2 for the main, or largest, school
– 2.0% of the fourth year maximum plus 0.4% for each teacher at each other school supervised

4.3          Red Circling

In the event the Superintendent transfers an Article 4 Administrator and such transfer results in an administration allowance that is less than the current allowance, the allowance shall be maintained for three (3) school years or when the administration allowance exceeds the old one, whichever occurs first. This shall not apply if the administrator requests a transfer.

4.4          Acting/Surrogate Administrators – Compensation

When all administrators are absent from the school for a period of a half-day or longer and a teacher is designated as an acting administrator, the teacher shall be paid an administrative allowance of 0.051% of 4th Year Max per day. The teacher shall be provided with release time from classroom duties during the period of designation.

4.5          Teachers with Principal Designations

The Employer shall provide each school administrator with a continuing designation in the fourth (4th) year of designation or return the teacher to a classroom assignment. Each school administrator who is commencing their fourth, or higher, year of designation as of Sept 1, 2014 will be provided with a permanent designation.

4.6          Other Administrator Designations

4.6.1      Vice-Principals shall be paid an amount equal to 50% of their Principal's allowance.

4.6.2      The allowance paid to a director of education services shall be 32.5% of the fourth year maximum.

4.6.3      The allowance to be paid to the Co-ordinator 'I' shall be 20% of the 4th year maximum. The allowance to be paid to the Co-ordinator 'II' shall be 25% of the 4th year maximum.

4.6.4      The allowance paid to the System Psychologist shall be 10% of the fourth year maximum.

4.7          Other Administrator Conditions

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

4.7.1      Effective September 1, 2014, school based vice principals will be granted one paid leave day per school year, at a time mutually agreeable to the Superintendent or designate. Failing agreement about whether the dates are mutually agreeable to the vice principals and Superintendent, the Employer shall pay out the unused paid leave days at 1/200th of the vice principal’s annual salary and allowance by the end of June each year.

5.            SUBSTITUTE TEACHERS

5.1          Rates of Pay

A substitute teacher is a teacher not on contract but employed on a day-to-day basis as required. Substitute teacher rates increase by the same percentage and on the same dates as the salary grid.

5.1.1      All substitute teacher salary rates shall be inclusive of 4% holiday pay.

5.1.2      Salary for a full day shall be $210.40

5.1.3      Salary for a half day shall be $110.21

5.2          Commencement of Grid Rate

5.2.1      Notwithstanding clauses 5.1.2 and 5.1.3, a substitute teacher who substitutes for the same teacher for a period of more than five (5) consecutively scheduled teaching days, shall be treated as a temporary teacher from the beginning and during the continuance of such consecutive teaching days.

5.2.2      This 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 break interrupts the teacher’s continuity in the classroom.

5.2.3      This period of consecutive employment during the school year shall not be considered interrupted if a teacher is unable to attend due to impassable roads.

5.2.4      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          Each year substitute teachers, upon termination, shall be issued a statement of the number of days taught during the past school year.

5.4          When a substitute teacher is assigned a schedule including first period teaching on the first day of the assignment every effort will be made to provide time to review lessons plans prior to the commencement of the first period on that 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          The percentage of premiums payable by the Employer for those teachers hired on a part time basis shall be pro-rated.

6.3          Any teacher employed on a part-time continuous contract shall be given the opportunity to access a full-time contract when a suitable position is available through the process of internal posting only.

7.            GROUP BENEFITS

7.1          The Employer agrees to make payroll and health plan benefit deductions and to forward the proceeds to the proper receiving authorities for the following purposes: group health, life insurance, dental, pension plans, Association fees and Canada Savings Bonds.

7.1.1      Participation in the Alberta School Employee Benefit Plan shall be a condition of employment. The Employer shall administer Schedule 2A of the life insurance section and Plan DI of the disability section of the Alberta School Employee Benefit Plan and shall pay 95% of the cost of the premiums.

7.1.2      The Employer shall administer the group hospital insurance plan known as The Alberta School Employee Benefit Plan Extended Health Care Plan 1 and shall pay 95% of the cost of the premiums.

7.1.3      The Employer shall pay under the Alberta Health Care Insurance Commission 95% of the cost of the premiums for every teacher in its employ who registers in the plan.

7.1.4      Participation in the Alberta School Employee Dental Care Plan 3C shall be a condition of employment except that an employee may waive participation by stating he has coverage through his spouse. The Employer shall pay 95% of the cost of the premiums for every teacher in its employ who registers in the plan.

7.1.4.1   For those teachers employed for a period of less than thirty (30)  days, coverage under clause 7.1.4 shall not be a condition of employment.

7.1.5      The benefits provided in this Section of the Agreement are deemed to include any and all of the employee portion of an Employer rate reduction provided under the Employment Insurance Act.

7.1.6      Participation in the Alberta School Employee Benefit Plan Vision Care Plan 3 shall be a condition of employment except that an employee may waive participation by stating he/she has coverage through his/her spouse. The Employer shall administer the plan and pay 95% of the cost of the premiums for every teacher in its employ who registers in the plan.

7.2          Any teacher new to the division who works prior to the operation of the school calendar shall be covered by benefits.

7.3          The Employer shall provide for each teacher, other than substitute teachers, a Health Spending Account that adheres to Revenue Canada requirements in the amount of $740 per full time teacher. The annual amount shall be provided in ten [10] equal monthly installments. The account shall be used for the benefit of the eligible teacher, the teacher’s spouse and his/her dependents.

7.3.1      The HSA administration agreement with Alberta School Employees Benefit Plan shall be consistent with the terms of the collective agreement and shall be provided to The Alberta Teachers' Association. The Alberta School Employees Benefit Plan will be directed to annually disclose summary information about HSA utilization to both the School Board and the Alberta Teachers' Association.

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.

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.

9.2          Educational Leave

9.2.1      In the interest of improving the academic and professional education of the teachers as well as to provide opportunity for travel or experience which the Employer judges to be useful in improving the service of its teachers, the Employer agrees to maintain in force a policy governing the granting of educational leave in its Policy Handbook.

9.2.2      Providing that suitable recommendations have been received from the Education Leave Selection Committee, the Employer may grant:

- one (1) or more Category A leave, and
- one (1) or more Category B leave.

9.2.3      Upon request, the Employer shall provide annually to the ATA Local the number of teachers who applied for educational leave under clause 9.2.

10.          SICK LEAVE

10.1        Annual sick leave, with pay, shall be granted to a teacher for the purpose of obtaining necessary medical or dental treatment or because of accident, sickness or disability for 90 calendar days.

10.2        After 90 calendar days of continuous absence due to medical disability, no further salary shall be paid and the Alberta School Employee Benefit Plan, Plan D shall take effect. A teacher who has been absent to obtain necessary medical or dental treatment or because of accident, sickness or disability shall upon return to work have their 90 calendar days of sick leave reinstated.

10.3        A teacher who has been absent due to illness for 30 or more calendar days shall be required to provide a completed Return to Work Certificate [Appendix A] before returning to regular duties. This Return to Work Certificate shall verify that the teacher is able to return to regular duties on a continuing basis in order to reinstate the 90 calendar days of sick leave. Upon submission of a receipt for the cost of completing the certificate along with the completed Return to Work Certificate, the Employer shall pay an amount up to the maximum specified in the Alberta Medical Association guidelines. This certificate shall only be amended by agreement of the parties.

10.4        In order to qualify for payment of sick leave:

10.4.1    when sick leave is for a period of three (3) days or less, a teacher shall provide a declaration as to the reason for the absence under clause 10.1;

10.4.2    when sick leave is for a period in excess of three (3) consecutive teaching days, a teacher shall provide upon the request of the Superintendent of Schools, a certificate signed by a medical practitioner indicating that the absence was necessitated by medical disability.

10.5        Clause 10.1 does not apply to teachers during their first year of employment with the Employer. During their first year of employment, annual sick leave without loss of salary shall be granted to a teacher for medical disability for twenty (20) operational days. Notwithstanding the foregoing, a teacher in the first year of employment will be entitled to ninety (90) calendar days of sick leave in the event that the teacher is continuously absent in excess of ninety (90) calendar days and is approved for extended disability benefits (EDB).

11.          MATERNITY, ADOPTION AND PARENTAL LEAVE

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

11.1.1    Subject to the Employment Standards Code, the maternity leave will begin at the discretion of the teacher. The teacher shall, whenever possible, notify the Employer of leave requirements three (3) months in advance of the first date of leave. Such notice shall include the intended commencement date and the intended date of return. When possible, the commencement of the leave and the return to work shall be at natural breaks in the school year.

11.1.2    Maternity leave shall be for a maximum of fifteen (15) weeks.

11.1.3    The teacher may access parental leave for an additional thirty-seven (37) weeks.

11.1.4    The teacher may terminate the leave at any time. The teacher shall give the Employer no less than four (4) weeks notice, in writing, of the intended date of return.

11.1.5    The teacher shall provide a statement from her physician or an Alberta-certified midwife certifying she is pregnant and giving the estimated date of delivery.

11.1.6    Maternity leave shall be without pay except as provided in clause 11.1.7.

11.1.7    At the commencement of maternity leave, the teacher, providing she has at least twelve (12) months continuous employment at the time of the commencement of the maternity leave, shall be eligible for one of the following options:

11.1.7.1                If the absence begins prior to twelve (12) 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 Plan D1 of the disability section of the Alberta School Employee Benefit Plan. The teacher shall provide a medical certificate indicating that she is unable to work because of a medical condition.

11.1.7.2                If the absence begins within twelve (12) weeks before the estimated date of delivery or on the date of delivery, the teacher shall choose either (a) or (b). Such choice shall apply until the teacher returns to work after the delivery.

a)            The teacher may access sick leave entitlement with pay as specified in clause 10.0 for the period of illness or disability.

b)            The Employer shall implement a supplementary unemployment benefits plan which shall provide teachers on maternity leave with 100% of their salary during eighteen (18) weeks of leave.

11.1.7.3                A teacher returning from maternity leave shall be returned to a position no less favourable than her position at the time of the commencement of the leave.

11.1.7.4                The Employer shall pay the portion of the teacher’s benefits plan premiums specified in clause 7.0 of the Collective Agreement during the sick leave or the eighteen (18) weeks leave referenced in 11.1.7.2.

11.1.7.5                Parental Leave

11.1.7.5.1             The Employer shall grant parental leave to the teacher in the following circumstances:

11.1.7.5.2             a period of not more than thirty-seven (37) consecutive weeks within fifty-two (52) weeks after the child’s birth;

11.1.7.5.3             in the case of an adoptive parent, a period of not more than thirty-seven (37) consecutive weeks within fifty-two (52) weeks after the  child is placed with the adoptive parent for the purpose of adoption.

11.1.7.5.4             an additional period of up to fifteen [15] weeks to extend parental or adoption leave. The date for return to work shall be mutually agreed between the teacher and the Employer prior to the commencement of this leave.

11.1.7.5.5             If both parents are teachers, the parental leave may be accessed entirely by one of the parents or shared between the parents. However, the Employer is not required to grant parental leave to more than one employee at a time.

11.1.7.6                Notice of Parental Leave

11.1.7.6.1             A teacher must give the Employer at least six (6) weeks of notice of the date the teacher will start parental leave.

11.1.7.6.2             Employees who intend to share parental leave must advise the Employer of their intention to share parental leave.

11.1.7.7                Notice of Resumption of Employment

11.1.7.7.1             A teacher who wishes to resume working on the expiration of a maternity leave or parental leave shall give the Employer at least four (4) weeks written notice of the date on which the teacher intends to resume work and, in no event not later than four (4) weeks before the end of the leave period to which the teacher is entitled, or four (4) weeks before the date on which the teacher has specified as the end of the teacher’s leave period, whichever is earlier.

11.1.7.7.2             Where a teacher is entitled to resume work under this Article, the Employer must:

(a) reinstate the teacher in the position occupied when maternity or parental leave started; or (b) provide the teacher with alternative work of a comparable nature at not less than the earnings and other benefits that had accrued to the teacher when the maternity or parental leave started.

11.1.7.7.3             A teacher who does not wish to resume employment after maternity or parental leave must give the Employer at least four (4) weeks written notice of intention to terminate employment.

11.1.7.7.4             Notwithstanding the foregoing, when staff reduction or program elimination is necessary, the Employer may place the teacher in a position of comparable nature at not less than the same wages and other benefits that had accrued to the teacher to the date that the leave commenced. With respect to staff reduction or program elimination, the teacher shall not have any advantage nor suffer any disadvantage as a result of having been on leave.

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 School Jurisdiction to prepay 100 per cent 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 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 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 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.

11.2.5    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.

11.2.6    If a teacher has not fully repaid the cost of benefit premiums previously paid by the School Jurisdiction 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        Compassionate Leave: Leave necessitated by the critical illness or death of a spouse, child, parent, brother, sister, parent of spouse, son-in-law, daughter-in-law or relation who is a member of the employee's household, shall be granted with full salary by the Employer, as follows:

12.1.1    Up to and including four operational days for critical illness;

12.1.1.1    The Employer may require a medical certificate under clause 12.1.1 at its discretion.

12.1.2    Up to and including four operational days in the event of death with an additional two days for travel when events require the teacher to leave the province.

12.1.3    Leave necessitated by the death of a grandparent,grandchild, grandparent of spouse, grandchild of spouse, brother-in-law, sister-in-law, aunt or uncle shall be granted with full salary by the Employer for up to two (2) operational days with the possibility of an additional two (2) days for travel.

12.1.4 Notwithstanding the foregoing, the Employer will grant without pay any additional leave necessary under clauses 12.1.1, 12.1.2 and 12.1.3.

12.2        Temporary leave of absence shall be granted with full pay as follows:

12.2.1    In consultation with the Principal, for operational days on which the teacher is unable to reach the school from his or her residence because of impassable roads;

12.2.2    For one (1) operational day to attend the convocation at the post-secondary institution or high school graduation at which the teacher or the teacher’s child or spouse is receiving a degree or diploma;

12.2.3    For two (2) operational days for the process of adoption of a child;

12.2.4    For two (2) operational days for partner leave in the event of a birth or upon the arrival of a child;

12.2.5    For two operational days for other personal reasons.

12.2.5.1    Such leave shall not be used on a Professional Development Day or to miss school-scheduled parent-teacher interviews without the prior approval of the Employer.

12.2.5.2    The number of teachers accessing this Clause from a school on any one day shall not exceed 20% of the school’s teaching staff. Schools with less than five teachers are exempt from this limitation. Leaves under this Clause will be granted on a first come first served basis.

12.2.6    A teacher may use up to five days of his/her sick leave entitlement per school year in order to attend to the medical needs of his/her sick child, grandchild, spouse, parent, or an individual who resides in the teacher’s household.

12.3        Notwithstanding the foregoing, the Employer will grant with full pay, less one two-hundredth (1/200th) for each day of leave, any additional leave necessary under clause 12.2.

12.4        Temporary leave of absence shall be granted with full pay less the cost of a replacement teacher as follows:

12.4.1    For one (1) operational day for serving as a pallbearer;

12.4.2    For one (1) operational day in order to write a post-secondary examination in an academic or professional course;

12.4.3    For one (1) operational day for other personal reasons.

12.5        Notwithstanding the foregoing, the Employer will grant with full pay less one two-hundredth, one day of additional leave necessary under clause 12.4.

12.6        Leaves of absence may be granted by the Employer with pay and Employer contributions to benefit premiums, without pay and with Employer contributions to benefit premiums, or without pay and without Employer contributions to benefit premiums. Teachers on Extended Disability Benefit [EDB] leave shall continue to have the Employer contribution to benefit premiums provided for those plans for which premiums are not waived by the plan carrier.

12.6.1    Teachers who wish to be considered for a long-term leave of absence shall normally notify the Employer by March 31.

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.

13.4        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

14.1        Teachers who participate in the deployment of the Crisis Response Team    shall be granted, with full salary by the Employer, one operational day following the completion of the deployment.

14.2        For jury duty or any summons related thereto; or to answer a subpoena or summons to attend as a witness in any proceeding authorized by law to compel the witness provided that the teacher remits to the Employer any witness fee or stipend (excluding allowances and/or expenses) set by the court or any other body.

14.3        Notwithstanding the foregoing, the Employer will grant with full pay, less one two-hundredth for each day of leave, any additional leave necessary under clause 14.0.

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        The purpose of the grievance procedure is to ensure that any grievance is processed in an expeditious manner, therefore, compliance with the provisions is mandatory. If the Employer fails to comply with the provisions, the grievance may be processed to the next step. If the grievor fails to comply with the provisions, the grievance shall be considered abandoned.

16.2        Any difference between any teacher covered by this Agreement, or in a proper case between the Association and the Employer, 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 follows:

16.2.1    Step A - Such difference (hereinafter called "a grievance") shall be promptly submitted in writing to the Superintendent of Schools and to the Coordinator of Teacher Welfare of The Alberta Teachers' 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 first had knowledge of the incident, whichever is later. 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.

16.2.2    Step B – The Employer shall render a decision in writing within twenty-one (21) days following receipt of the submission.

16.2.3    Step C - In the event the grievance is not resolved within twenty-one (21) days following receipt of the submission or the grievor does not agree with the decision rendered by the Employer, then the Association may, by written notice, submit the grievance to arbitration as hereinafter provided. Such notice must be given within ten (10) days after the aforesaid twenty-one (21) days time limit expires or a written decision is rendered and received by the grievor.

16.3        Arbitration Procedure

16.3.1    The notice referred to in clause 16.2.3 shall specify the name or a list of names of the person or persons it is willing to accept as the single arbitrator.

16.3.2    On receipt of a notice referred to in clause 16.3.1 the party receiving the notice,

16.3.2.1                if it accepts the person or one of the persons suggested to act as arbitrator, shall, within seven (7) days, notify the other party accordingly, and the grievance shall be submitted to the arbitrator, or

16.3.2.2                if it does not accept any of the persons suggested by the party sending the notice, shall, within seven (7) days, notify the other party accordingly and send the name or a list of names of the person or persons it is willing to accept as the single arbitrator.

16.3.3    If the parties are unable to agree on a person to act as the single arbitrator either party may request the Director of Mediation Services, Alberta Labour, in writing, to appoint a single arbitrator.

16.3.4    The arbitrator may, during the arbitration, proceed in the absence of any party or person who, after notice, fails to attend or fails to obtain an adjournment.

16.3.5    The arbitrator shall inquire into the grievance and issue an award in writing, and the award is final and binding on the parties and on every teacher affected by it.

16.3.6    The parties agree to share equally the expenses of the arbitrator.

16.4        Where any reference in either clause 16.2 or 16.3 is to a period of days, such period shall be exclusive of Saturdays, Sundays, statutory and Employer-declared holidays.

17.          EMPLOYMENT

17.1        Teachers who work at more than one school shall have their supervision duties at each school adjusted to match their FTE at each school.

17.2       Subrogation—If you receive sick leave benefits because you’ve been injured through the fault of another party, the Employer has subrogation rights. This means you may make a claim to recover the amount of these benefits from the other party. Depending on the amount of the outcome of your claim, you may be obliged to reimburse the Employer for any benefits which have been paid or will be paid to you.

17.3        Voc. Ed. Teacher Pay—Nothing herein contained, except clause 3.5.2, shall reduce a teacher's salary below the amount payable as set out in clause 3.1 immediately prior to the effective date hereof.

17.4        Absence Forms—All leaves shall be reported on the absence form provided by the Employer respecting the privacy of teachers.

17.5        Transfers—The Employer shall develop a procedure that allows teachers to request a transfer from one school to another. The procedure must be posted in each school in an appropriate location.

17.5.1    Teachers who wish to be considered for transfer shall normally notify the Employer by March 31.

17.5.2    Should a teacher apply for a transfer and not be selected, the teacher may request a written explanation of the reason(s) which the Employer will provide within 14 days.

17.6        All teachers shall be entitled to obtain a T2200 – Declaration of Conditions for Employment form, fill it out and have it reviewed by the Secretary-Treasurer for consideration and approval. This document allows the claiming of classroom expenses, at the discretion of the teacher, on their annual tax return, as per Canada Revenue Agency guidelines and requirements.

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 is not subject of a grievance under this collective agreement.