The Alberta Teachers’ Association

Between Wild Rose School Division No 66 (hereinafter called "the Board") of the first part and the Alberta Teachers' Association, a body corporate incorporated under the laws of the Province of Alberta (hereinafter called "the Association") of the second part.

Whereas the Association is the bargaining agent for the teachers employed by the Board; and

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

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

1.   Bargaining Unit

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

(a) superintendent

(b) deputy or assistant superintendents

2.   Scope

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

2.2   The matters negotiated by the parties in respect of the salaries and the terms and conditions of the teachers' employment with the Board are governed by the provisions of this agreement and any statutory provisions relating thereto.

3.   Term of Agreement

3.1   This agreement takes effect on September 1, 2003 and terminates on August 31, 2006. Either party may give to the other not less than 60 days nor more than 150 days prior to the termination date of this agreement a notice in writing of its intention to commence collective bargaining. A meeting between the Board and the Association shall take place not more than 30 days after notice is served. The parties shall exchange a complete set of detailed bargaining proposals within 15 days of the first time they meet for the purpose of collective bargaining or within any longer time agreed to by the parties. Negotiations shall be limited to the items in the two lists combined.

3.2   If neither party submits notice as per clause 3.1, this agreement shall continue from year to year thereafter until notification of desire to amend or terminate is given as per clause 3.1.

3.3   The wording and figures contained in the articles and schedules of this agreement shall not be changed by either party, except through mutual agreement.

3.4   The parties agree that negotiations during the term of this agreement can only be reopened on any part thereof if the reopening is mutually acceptable to both parties, except as provided in clause 3.1.

4.   Salary Schedule

4.1   The Board shall pay all teachers the salaries and allowances herein set forth and computed. All sums mentioned herein are "per annum" unless specifically stated otherwise. One month salary shall be 1/12 part of the annual salary at the rate in effect that month.

4.2   The number of years of teacher education and the years of teaching experience, as computed according to this agreement, shall together determine the basic salary rate of each teacher employed by the Board.

4.3    The following salary schedule shall be effective as indicated.

Effective September 1, 2003

All regular and temporary staff employed during the period September 1, 2003 to August 31, 2004 shall be paid by way of a signing bonus an amount equivalent to 2 per cent of their gross salary earned during the 2003-2004 school year; and for those affected an additional adjustment due to the grid roll-up.

Continue the roll-up pattern for “Years of Teacher Experience” from 0-1 (2002-2003) to 1-2 (2003-2004).

Effective September 1, 2004:

Effective March 1, 2005:

Effective September 1, 2005:

Effective January 1, 2006:

4.4   Nothing in this agreement shall reduce the basic salary of a teacher below the basic salary payable to him/her immediately prior to the effective date of this agreement.

4.5   Provisions of this agreement in respect of salary and benefit premiums as per clause 18.2 shall be applicable to part-time teachers on a prorated basis, who shall receive only that portion of salary and benefit premiums that the period of actual service in the year bears to a year of full-time service.

5.   Administration and Administrative Allowances

5.1   In addition to the foregoing salary, there shall be paid administrative allowances in accordance with the following schedule:

5.1.1   Each administrator employed during the period of September 1, 2003 to August 31, 2004 shall be paid by way of a signing bonus an amount equivalent to 2 per cent of the gross administrative allowance earned during the 2003-2004 school year.

Principal's Allowances: Effective September 1, 2004

In addition to a base allowance of $10,557.34, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students - $0

(b) per student for 101 to 200 students - $28.24

(c) per student for 201 to 300 students - $18.42

(d) per student for 301 to 400 students - $17.19

(e) per student thereafter - $13.50

Principal's Allowances: Effective March 1, 2005

In addition to a base allowance of $10,636.52, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students - $0

(b) per student for 101 to 200 students - $28.45

(c) per student for 201 to 300 students - $18.55

(d) per student for 301 to 400 students - $17.32

(e) per student thereafter - $13.61

Principal’s Allowances Effective September 1, 2005

In addition to base allowance of $10,849.26, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students - $0

(b) per student for 101 to 200 students - $29.02

(c) per student for 201 to 300 students - $18.92

(d) per student for 301 to 400 students - $17.66

(e) per student thereafter - $13.88

Principal’s Allowances Effective January 1, 2006

In addition to base allowance of $10,930.62, principals shall be paid an additional amount for student enrollment as follows:

(a) per student for the first 100 students - $0

(b) per student for 101 to 200 students - $29.23

(c) per student for 201 to 300 students - $19.07

(d) per student for 301 to 400 students - $17.80

(e) per student thereafter - $13.98

In cases where a principal is designated responsibility for ECS, ECS students shall be included in the student count and each ECS student shall be counted as 0.6 student.

5.1.2   Vice-Principal/Assistant Principal Allowances - Administrative allowance amounting to 50 percent of the allowance received by a principal in accordance with 5.1.1 shall be paid to each vice-principal and assistant principal. Where the Board has designated a senior or first vice-principal, the senior or first vice-principal shall receive an administrative allowance amounting to 60 percent of the allowance received by the principal. The pupil count for a vice-principal or assistant principal shall be the same as the count for the principal.

5.2   Acting Principal

5.2.1   When, in the absence of the principal, the vice-principal acts in his/her place for a period of 10 or more consecutive days, the vice-principal shall assume the position of acting principal and shall receive an allowance equivalent to that of the principal for the period from and including the eleventh day until the return of the regular principal.

5.2.2   In the absence of the principal from a school where there is no vice-principal or in the absence of both the principal and vice-principal(s) from a school, a teacher shall be designated by the Board to be acting principal and shall be paid 50 percent of the principal's allowance should the principal or both the principal and vice-principal(s) be absent for more than three consecutive school days and such allowances shall be payable from day one. Such designation shall terminate upon the return to duty of the principal or either the principal or vice-principal(s) or upon the appointment of a new principal, who has assumed responsibility within the school, whichever is sooner.

5.3   The pupil and teacher count for purposes of administration and administrative allowances shall be made on September 30 of each year and to be effective on commencement of the current school year.

5.4   Additional Allowances - In addition to the salary specified in clause 4.3, there shall be paid additional allowances for other designated administrative positions as follows:

5.4.1   Instructional consultants/psychologists

Each instructional consultants/psychologists employed during the period of September 1, 2003 to August 31, 2004 shall be paid by way of a signing bonus and amount equivalent to 2 per cent of the gross allowance earned during the 2003-2004 school year.

September 1, 2004 - $12,055

March 1, 2005 - $12,146

September 1 2005 - $12,388

January 1, 2006 - $12,481

5.5   A teacher occupying an administrative position on the date of signing of this agreement shall continue to retain his/her administrative designation for the term of this agreement or until he/she vacates the administrative position in the school or is otherwise unable to fulfil the responsibilities of the administrative position.

5.6   The Board may create or fill administrative positions other than those specifically enumerated in clause 5.4 hereof, provided that additional allowances are negotiated with the teachers’ economic policy committee's negotiating subcommittee before advertising and filling such position. If after 10 days from the time notice is given to the committee no agreement is reached, the Board may proceed to fill the position with the understanding that the amount of the allowance will be on the bargaining table at the next round of salary negotiations.

5.7   Designation of a Vice-Principal - In a school where there are 10 or more teachers including the principal, the Board shall designate one teacher to be vice-principal, unless an alternative administrative designation is deemed to be more practical after consultation and agreement between the Board and the principal of the school concerned.

6.   Teacher Education

6.1   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 principles and policies established by the Teacher Salary Qualifications Board pursuant to the memorandum of agreement dated March 23, 1967, among the Department of Education, the Alberta Teachers' Association and the Alberta School Trustees' Association.

6.2   The adjustment dates for changes in the allowance for university education are September 1 and February 1.

6.3   Each teacher claiming additional teacher education and each teacher commencing employment with the Board, shall supply satisfactory evidence of teacher education to the Board within 90 calendar days from commencement of the school year or from the date of commencement of employment or adjustment dates. If satisfactory evidence is not submitted within 90 calendar days, salary shall be adjusted effective the beginning of the month following submission of satisfactory evidence. This clause shall not apply if the teacher submits proof of his/her application for evaluation of teacher education to the Board within 45 calendar days of commencement of employment or adjustment dates.

6.4   Until the teacher submits satisfactory evidence, the teacher shall be placed on the salary schedule according to the most recent acceptable statements of qualifications or according to the minimum education requirements for his/her teaching certificate.

7.   Experience Increments

7.1 (a) A year of teaching experience shall be earned by teachers providing service for at least the equivalent of 125 school days with the Board. Teaching experience earned by part-time teachers shall be accumulated within four consecutive years. When a year of teaching experience has been accumulated, the teacher shall not begin to earn additional teaching experience until an increment has been granted at the beginning of another school year or February 1.

(b) The number of years of teaching experience earned by a teacher prior to engagement by the Board is granted as if it had been teaching experience in schools under the Board's jurisdiction.

(c) No teacher shall receive increments for experience gained while not holding a valid teaching certificate.

7.2   The adjustment date for changes in the number of increments allowed for teaching experience shall be at the commencement of the school year or February 1.

7.3   Substitute teaching shall not be counted as teaching experience for incremental purposes, except for those teachers who are under contract.

7.4   The teacher shall be responsible to submit satisfactory evidence of teaching experience to the Board from other previous employer(s).

7.5   Proof of previous experience or proof of having applied for same must be submitted to the Board within 45 calendar days of commencement of employment, the first day of school of each school year or February 1, whichever is applicable.

7.5.1   If such evidence is submitted within the 45 calendar days, salary shall be paid according to this experience effective the date of commencement of the school year or the date of commencement of employment or February 1, whichever is applicable.

7.5.2   If such evidence is not submitted within the aforementioned 45 days, the teacher shall be placed in the salary schedule according to the most recent acceptable statement of experience or at the minimum of his/her category according to years of university education and salary shall be adjusted effective the beginning of the month following submission of such evidence.

7.6   A teacher shall not receive more than one increment per year regardless of circumstances.

8.   Vocational Teachers

8.1   Notwithstanding clause 7.1, this clause shall be effective:

8.2   Definition: A vocational teacher is one who is teaching vocational shop courses for at least half of his teaching day.

8.3   Vocational teacher salary entitlement, provided he has no previous teaching experience as a certified teacher, will be the minimum salary rate according to his evaluation of university education for salary purposes.

8.4   In addition to his salary rate, each vocational education teacher will be entitled to an industrial experience allowance (as a journeyman or equivalent) as set forth below, provided that in any case, his total salary shall not exceed the maximum salary rate according to his evaluation. Recognition for allowance purposes shall be provided where the experience claimed is experience earned in the related area and while holding a journeyman's certificate or the equivalent listed below:

8.5   The initial industrial experience allowance shall remain constant throughout the period of employment. The original placement of the vocational teacher on the salary schedule shall be subject to review by the grievance committee established under clause 16.1.2 of this agreement.

9.   Substitute Teachers

9.1   (a) For the 2003-04 school year, substitutes shall be paid a signing bonus equal to 2 per cent of their gross earnings as substitutes in the 2003-2004 school year.

(b) Effective September 1, 2004, substitute teachers shall be paid on a pro-rata at the rate of $152.41 per diem, including vacation pay. Effective March 1, 2005, substitute teachers shall be paid on a pro-rata at the rate of $153.55 per diem, including vacation pay. Effective September 1, 2005, substitute teachers shall be paid on a pro-rata basis at the rate of $156.62 per diem, including vacation pay. Effective January 1, 2006, substitute teachers shall be paid on a pro-rata basis at the rate of $157.80 per diem, including vacation pay.

Where the total amount of substitute teaching on a particular day is less than full-time, pay will be on a prorated basis, with a minimum of half the daily rate.

Notwithstanding the foregoing, if an individual employed as a teacher is also employed as a substitute teacher, the total pay for any day shall not exceed 1/200 of the applicable grid rate of the individual at 1.0 FTE.

9.2   When a substitute teacher has taught for more than five days consecutively in one position, he/she shall be placed on the salary grid in accordance with his/her years of training and experience, such placement to be effective from the sixth day of service in that position.

9.3   When a substitute teacher is required for a period in excess of five consecutive teaching days in the same teaching assignment, the same substitute teacher shall be retained if the substitute teacher is willing to continue the assignment and the superintendent, on the advice of the principal, has determined that the substitute teacher assignment is in the best interests of the students and the school.

9.4   Substitute teachers shall be paid not later than the tenth day of the month following, provided the necessary payroll information is submitted no later than the third teaching day of the month following the days taught.

10.   Salary Payment

10.1   Except for substitute teachers, each teacher shall be paid 1/12 of his/her annual rate of salary as follows:

(a) not later than one clear banking day prior to the last Friday of the following months: September to November and January to July.

(b) not later than two clear banking days prior to the Christmas vacation.

(c) July cheque will be dated July 1 and sent with June cheque. August cheques will be paid not later than one clear banking day prior to the last Friday of July.

(d) Notwithstanding where a teacher has resigned, salary shall be paid subject to section 111(6) and (7) of the School Act 2000 as amended from time to time.

10.1.1   Except for substitute teachers, each teacher shall have his/her salary payment deposited into his/her bank account.

10.2   Teachers shall be assigned duties for not more than 200 days in any school year. Any teacher who is in receipt of an administrative allowance as provided in clause 5 shall accept the responsibility for having his/her school units operational on the commencement day of each school term, semester or other division of the school year.

10.3   Teachers required to teach in two or more schools in one day shall be paid mileage or travel allowance at the same rate as other Board personnel.

11.   Sick Leave

11.1   In the first year of service with the Board, a teacher shall be entitled to sick leave as follows:

(a) an accumulation of the maximum statutory sick leave of 20 days accumulated at two days per month.

(b) Should sick leave exceed the number of days of sick leave entitlement, resulting in salary deduction, subsequent accumulated sick leave entitlement, to a maximum of 20 days, in the same school year shall be applied and any salary adjustment required shall be made on the last cheque issued to the teacher for the current school year.

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

11.3   A teacher who has more than one year of continuous service and has been absent due to medical disability shall, upon return to full-time duty, have the teacher's sick leave benefits restored to 90 calendar days.

11.4   Provisions of the sick leave shall be suspended and the benefits of the ASEBP extended disability shall apply where a teacher is so eligible for these ASEBP benefits.

11.5   A teacher who is absent from school duties to obtain necessary medical or dental treatment or because of accident, disability or sickness for a period of more than three consecutive teaching days may be required to present at the Board's discretion a medical certificate(s) during the sick leave period or upon return to work.

11.6   A teacher who is absent from school duties to obtain necessary medical or dental treatment or because of accident, disability or sickness for a period of three teaching days or less may be required to present a signed statement giving the reason for such absence.

11.7   Provisions of this article shall not be applicable when a teacher is on other leaves, with or without pay or while on strike.

11.8   When a teacher leaves the employ of the Board, all accumulated sick leave shall be cancelled.

11.8.1   Notwithstanding clause 11.8, in the case of a teacher who has had one or more years of continuous service with the Board and within two years is re-employed by the Board he/she shall have his/her entitlement to 90 calendar days of sick leave reinstated.

12.   Sabbatical Leave

12.1   Sabbatical leave shall mean leave of absence granted by the Board on application by the teacher for the following reasons:

12.1.1   Study approved by the Board for improving the teacher's academic or professional education.

12.1.2   Travel or experience which has been approved by the Board as being useful in improving the teacher's service.

12.2   To be eligible for sabbatical leave under clause 12.1.1 or 12.1.2, the teacher shall have served the Board for five years.

12.3   A teacher who is granted sabbatical leave shall give an undertaking in writing to return to his/her duties following expiration of his/her leave and shall not resign or retire from teaching service other than by mutual agreement between the Board and the teacher for a period of at least two years after resuming his/her duties.

12.4   A teacher granted sabbatical leave shall enter into an individual written agreement with the Board as to the conditions under which he/she shall return to the school system.

12.5   All applications for sabbatical leave shall be submitted to the Board by March 1 preceding the school year in which sabbatical leave is commenced.

12.6   The Board shall, after reviewing the applications for sabbatical leave, determine both the number and the persons to be granted such leave, after considering the seniority of each applicant and the interests of the school system.

12.7   A teacher who is granted sabbatical leave for the year shall receive a salary of 50 percent of category 4, step 5 for that year. Payments shall be made in equal monthly instalments on the last day of the month. The total allowance is that rate in effect at the time of granting the leave.

12.8   The Board may grant a sabbatical leave for a period of less than one year but greater than one month. A teacher granted such leave shall receive an allowance prorated to the amount provided in clause 12.7 calculated in the ratio that the period of approved leave bears to one year.

12.9   Upon resumption of duties, a teacher shall be returned to a position no less favorable than the one which he/she enjoyed before the leave was taken.

13.   Maternity Leave

13.1   Teachers shall be entitled to maternity leave for a period of up to 15 weeks.

13.2   The health related portion of each teacher's maternity leave shall be as determined by medical documentation, in accordance with sick leave provisions.

13.3   The Board has implemented a supplemental unemployment benefits plan (SUB) that will pay 95 percent of salary during the health related portion of maternity leave. All teachers shall be required to access the SUB plan during the health related portion of their maternity leave. The SUB benefit shall replace sick leave and the teacher shall have no access to sick leave benefits while on maternity leave. The Board shall pay its portion of each teacher's benefit plan premiums during her maternity leave. The remainder of the maternity leave not covered by the health related portion shall be without pay. SUB shall be payable for a maximum of 17 weeks or for the period covered by accumulated sick leave, whichever is less. Notwithstanding the above, in the event that the claim falls during a period in which a teacher would not normally have taught, the teacher shall not be entitled to payment of any additional SUB payments and benefits during this period. The Board shall advise each teacher to apply for extended disability benefit at least 30 days in advance of her expected eligibility for such benefit. After 90 consecutive calendar days of sickness the teacher shall apply for extended disability benefits and no further salary or SUB shall be payable by the Board.

13.4   Each teacher shall be eligible for parental leave:

(a) without pay and the Board’s portion of benefit premiums for up to 37 consecutive weeks immediately following the last day of maternity leave or

(b) a period of not more than 37 consecutive weeks within 52 weeks after the child’s birth or

(c) in the case of an adoptive parent, a period of not more than 37 consecutive weeks within 52 weeks after the child is placed with the adoptive parent. During this 37 week period, each teacher shall be eligible to maintain benefit plan coverage provided the teacher pays 100 per cent of the premium.

13.5   Each teacher shall notify the Board of the leave requirements 6 weeks in advance of the date the teacher intends to commence maternity or parental leave. Such notice shall be in writing, and in the case of maternity leave, accompanied by a medical certificate giving the estimated date of birth of the child.

13.6   The teacher shall give the Board at least four weeks notice of the day on which the teacher intends to return to work. Such notice shall be in writing.

13.7   Upon expiration of the leave the teacher shall be reinstated to the same position within the school division as held at the commencement of the leave or to a position no less favourable than held at the commencement of the leave. This does not imply that a teacher on leave has any advantage or disadvantage in the event that staff reduction or program changes become necessary in a particular school.

13.8   Upon notification, a teacher shall be granted 1 day leave with full pay and benefits to attend the birth of the teacher’s child or to take custody of the adopted child.

14.   Other Leaves of Absence

14.1   A teacher is entitled to temporary leave of absence with pay and such leave is deemed to be an authorized leave of absence approved by the Board pursuant to section 111(1)(d)(i) of the School Act, 2000, where such teacher is absent:

14.2   For not more than five teaching days for each occurrence because of the critical illness, critical injury or death of spouse, child, parent, legal guardian, brother, sister, parents of spouse, grandparents, grandchildren, grandparents of spouse, brother-in-law, sister-in-law, son-in-law, daughter-in-law or a relative who is a member of the teacher's household and up to one teaching day to attend the funeral of aunts and of uncles of the teacher or spouse or nieces or nephews of the teacher. Medical documentation supporting the teacher's requirement to be in attendance may be required for critical illness and critical injury.

14.3   Because, despite reasonable effort, he/she is unable to travel to his/her school from his/her place of residence because of:

(a) inclement weather,

(b) impassable road conditions or

(c) the failure of transportation facilities other than his/her own.

14.3.1   For the period of one day necessary to attend convocation at a post-secondary institution at which the teacher or the teacher's son, daughter or spouse is graduating.

14.4   Leave of absence (personal leave) may be used by a teacher to attend to personal business provided a written request has been approved by the principal. A teacher shall have available three days of personal leave each school year. Unused leave may be accumulated and carried forward by the teacher to a maximum of two days per school year. The maximum number of personal leave days a teacher may carry forward to a subsequent school year is two. No more than five days of personal leave may be taken per school year. One day of personal leave may be taken by the teacher each school year without deduction of salary; all personal leave taken after the first day of personal leave shall result in a deduction equal to the rate of a substitute teacher’s pay for each such day of leave taken. This clause shall be applicable to part-time teachers on a basis prorated to the period the teacher’s actual service in the year bears to a year of full-time service.

14.5 (a) Leave of absence for salary negotiations shall be granted to a maximum of five teachers of the Board without loss of salary or personal days, provided, however, that the Board shall be reimbursed by the Association for the cost of substitutes for each day of such leave. Such leave shall be granted for Local bargaining only. Should bargaining go to a regional or provincial basis only one teacher shall be released.

(b) If no substitute is required then, upon notification to the Board's negotiating committee, substitute costs shall be waived.

14.6 (a) Additional leaves of absence may be granted by the Board with pay and the Board's portion of benefit premiums at the discretion of the Board.

(b) Additional leaves of absence may be granted by the Board without pay at the discretion of the Board, but with the Board's share of benefit premiums. If such leave reaches six consecutive teaching days the teacher shall assume responsibility for 100 percent of benefit premiums retroactive to day one of the leave and through to the last day of the leave.

14.7   When a teacher is required to serve on a jury or is subpoenaed to appear in the courts as a witness, the Board will continue to pay the teacher his/her full salary provided the full amount of the allowance(s) (excluding reimbursement for authorized expenses) received by the teacher from the courts is remitted to the Board.

14.8   The Board shall grant leave of absence with full pay and benefits for teachers who are absent to attend professional business at the local level approved by the Alberta Teachers’ Association, provided that the Board be advised that the ATA local of the leave required and is reimbursed for the cost of a substitute, as provided in article 9.1 for each day of absence. Normally, leave shall not exceed 3 days per year per teacher, with the exception of the following members of the Alberta Teachers’ Association local: president, a release up to 0.25 FTE, secretary, a release time up to 0.125 FTE and treasurer, a release time up to 0.125 FTE. In the case of president, treasurer and secretary scheduled release time will be advised to the Board annually by September 15 and reimbursed to the Board at the amount of FTE being assessed, at the average divisional FTE teacher cost as determined by the Board. Unscheduled release time for the president, secretary and treasurer will normally not exceed 10 days per year and will be reimbursed to the Board at the cost of a substitute as provided in article 9.1 for each day of absence.

15.   Grievance Procedure

15.1   Any difference between any employee covered by this agreement and the Board or in a proper case between 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 follows, without stoppage of work or refusal to perform work.

15.1.1   Step "A" - Such difference (hereinafter called "a grievance") shall be promptly submitted in writing to the superintendent of schools or his/her designate and to the chairperson or his/her designate of the economic policy committee of the teachers of Wild Rose School Division No 66, as the case may be. Such written submission shall be made within 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. It shall be the responsibility of the respondent of the grievance to arrange a meeting with the grievor or his/her representative within 10 days of receiving notice of the grievance.

15.1.2   Step "B" - In the event the grievance is not settled within 15 days after the date of submission of the grievance in accordance with Step A, then on or before a further five days have elapsed from the expiration of the aforesaid 15 day time period, the grievance shall be referred in writing by the grievor specifically and at the same time to the following: the chairperson of the teacher's grievance committee, the chairperson of the Board and the superintendent of schools.

Such grievance committee shall be composed of two members of the Board and two members of the economic policy committee of the teachers of Wild Rose School Division No 66. The chairperson of the responding party shall contact the chairperson of the grieving party to set an appropriate date, place and time to meet in order to attempt to resolve the dispute. The grievance committee shall render its decision in respect of the grievance within 21 days following the receipt of the submission. If the grievance committee reaches a majority decision as to the disposition of the grievance, that decision shall be final and binding.

15.1.3   Step "C" - In the event the grievance committee does not meet within 21 days following the receipt of the submission or in the event the said committee does not reach a majority decision within the said time, then either party may by written notice require the establishment of an arbitration board as hereinafter provided. Such notice must be given within 10 days after the aforesaid 21 day time limit expires or if the grievance committee fails to render a majority decision.

15.2   Each party shall appoint one member as its representative on the arbitration board within seven days of such notice and the two members shall endeavor to select an independent chairperson.

15.3   If the two members fail to select a chairperson within five days after the day on which the latter of the two members is appointed, they shall request the Director of Mediation Services, Department of Labour to select a chairperson.

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

15.5   The arbitration board shall not change, modify or alter any of the terms of this agreement.

15.6   The arbitration board shall give its decision not later than 14 days after the appointment of the chairperson except with the consent of the Board and the Association, by whose joint consent only shall such limitations of time be extended. The findings and decisions of a majority of an arbitration board shall be the findings and decisions of the arbitration board and shall be binding on the parties.

15.7   Each party to a grievance shall bear the expenses of its respective nominee and the two parties shall bear equally the expenses of the chairperson.

15.8   Where any references in clauses 15.1 to 15.6 inclusive are to a period of days, such period shall be exclusive of Saturdays, Sundays, statutory and Board declared holidays.

15.9   The purpose of the grievance procedure is to ensure that all grievances are processed properly and expeditiously. Therefore, strict adherence to the provisions of the grievance procedure is mandatory. If the respondent fails to comply with the provisions of the grievance procedure, the grievance may be processed to the next step. If the grievor fails to comply with the provisions of the grievance procedure, the grievance shall be considered abandoned. Time limits may only be extended by the written agreement of both parties.

16.   Transfers

16.1   Notwithstanding section 104 of the School Act, 2000, no teacher who has been designated a principal, vice-principal or assistant principal shall be transferred to another school without his/her consent.

16.2   The Board requesting a teacher to transfer to another school shall move him/her or shall pay his/her reasonable moving expenses necessarily incurred by him/her due to such transfer.

16.3   Any teacher who becomes an employee of the Board pursuant to the provisions of sections 241 and 242 of the School Act, 2000 and who had been designated a principal, vice-principal or assistant principal by his/her former employer retains such designation.

17.   Group Insurance

17.1   When enrolment and other requirements for group participation in various plans have been met, the Board will sponsor such plans to the portion agreed upon and such sponsorship shall not exceed that which is authorized or accepted by the benefit agency.

17.2   Effective the first of the month following the date of ratification of this agreement, the Board shall make a contribution of 88 per cent per month toward the gross cost of the various premiums. This contribution shall increase to 91 per cent effective September 1, 2005 and to 92.5 per cent effective March 1, 2006

The Board gross contribution shall be calculated and applied against the premiums in the following order:

(a) ASEBP Extended Health Care Plan 1

(b) ASEBP Extended Disability Plan D

(c) ASEBP Dental Care Plan 3

(d) ASEBP Vision and Hearing Care Plan 3, effective January 1, 2005

(e) ASEBP Life Insurance Schedule 2

(f)  Alberta Health Care

17.3   Subject to the provisions of the master policies, all teachers appointed to the staff of the Board after the signing of this collective agreement shall be required to enroll; in the ASEBP plans and AHC. All teachers enrolled in the plans on the signing date of this agreement shall continue to be enrolled in the plans. A teacher may be exempted from participation in the extended health care plan, the dental plan, the vision plan and the AHC plan upon submitting proof of participation in these or similar plans through his or her spouse.

17.4   Payments towards benefit plans by the Board shall permit it to retain and not pass on to teachers, any rebates of premiums otherwise required under Canada Employment and Immigration Commission (previously Unemployment Insurance Commission) regulations.

18.   Conditions for Professional Service

18.1   The Board shall submit, in writing, proposed Board regulations pertaining to teachers to:

(a) the ATA school representative in each school in the Board's jurisdiction

(b) the secretary of the ATA Local.

In each case it shall be the responsibility of the ATA to provide the Board with the names of the school representatives and the secretary.

18.2   The teachers shall, through their representatives, make such representations as they wish concerning any changes proposed by the Board within three calendar weeks of receipt of written notice of any proposed change.

19.   Other

19.1   Except where provisions of the agreement are made with reference to specific provisions in previous agreements, all previous agreements and salary schedules between or affecting the parties are hereby cancelled.

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

20.   Date of Agreement

In witness thereof, the parties hereto execute this agreement by affixing hereto the signatures of their proper officers on their behalf.

LETTER OF UNDERSTANDING

Regarding the Designation of the Position of Coordinator Under Article 5 of the Collective Agreement

With respect to the collective agreement dated the 15 of December, 2004 between

Wild Rose School Division No 66 (hereinafter called "the Board") and The Alberta Teachers' Association (hereinafter called "the Association")

The Board and the Association hereby mutually agree that, notwithstanding article 5, administration and administrative allowances, the Board may designate administrative positions as coordinator, with an allowance to be paid to the designated coordinator in an amount equal to 75 percent of the allowance paid to Instructional Consultants/Psychologists.

The coordinator allowance shall be paid only for the duration of the employee's term as a coordinator, and shall no longer be payable to the employee once the employee returns to regular teaching duties.

LETTER OF UNDERSTANDING

SIGNING BONUS ADMINISTRATIVE PROCDURES

Regarding income earned by teachers between September 1, 2003, and August 31, 2004, “The Signing Bonus”, the Employer hereby gives to the following procedures:

(1) For a teacher who was on leave, retired or otherwise left the service of the Board between September 1, 2003 and August 1, 2004: The current practice of reporting this income as earned during the 2003-4 school year ensures that it is considered as pensionable income.

(2) For a teacher on leave and in receipt of employment insurance benefits: Prior to or upon completion of the employment insurance entitlement period, the teacher shall present to the employer documentation identifying any lost entitlement during the EI entitlement period due to signing bonus administration, and the employer shall compensate the teacher for the identified amount.

(3) For a teacher who receives an amount in the signing bonus that takes the teacher over the ATRF monthly salary cap: The current practice of splitting the signing bonus between two consecutive months, thereby keeping the teacher under the cap shall be continued.

(4) For a teacher who has qualified for extended disability benefits during the above referenced period: i.e. whose “last day worked” occurred during this period: The employer shall reimburse the teacher for any lost disability benefits attributable to signing bonus administration.

(5) For other situations not identified above: The employer assumes responsibility for other income lost by a teacher directly attributable to signing bonus administration. The teacher is required to provide documentation to the employer from the appropriate authority substantiating such a claim.

Signing bonus income is pensionable earnings. Signing bonus administration shall be reported to the local EPC chair.