It is the intent and purpose of the parties to this agreement (hereinafter referred to as this agreement) to promote and improve the working relations between The Swan Valley School Division and The Swan Valley Teachers' Association, to establish an acceptable salary schedule and other conditions of employment and finally, to provide a basis for both parties to improve the professional and academic services rendered to the school children and the citizens of The Swan Valley School Division.
This agreement shall come into force and take effect as of July 1, 2014 and shall remain in force from that date until June 30, 2018 and shall automatically renew itself unless either party gives the other a written notice by registered mail of a desire to terminate or amend the agreement, such notice to be given not more than ninety (90) days and not less than thirty (30) days prior to the expiry of the collective agreement. It is agreed that, in such case, the parties will confer not later than ten (10) days after receipt of such notice, or another date as may be mutually agreed to.
During negotiations for amendment or for a new agreement, the parties may agree to extend this agreement temporarily for a specific period, but not indefinitely.
Any settlement reached regarding the amendment of said agreement shall be effective as from the first day of July following the commencement of negotiations, unless some other effective date is agreed to by both parties.
For the purposes of this salary schedule, the teachers are classified according to their qualifications as recognized by Manitoba Education, Citizenship and Youth.
A basic salary, as per the accompanying schedule, shall be paid each teacher with a valid classification as in Section 3.01 above.
Salary/Allowances and other monetary items:
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
|
0 |
32,968 |
36,698 |
42,132 |
50,307 |
53,602 |
56,313 |
59,467 |
|
1 |
34,687 |
38,683 |
44,080 |
52,873 |
56,313 |
59,036 |
62,490 |
|
2 |
37,582 |
40,657 |
46,034 |
55,431 |
59,036 |
61,798 |
65,504 |
|
3 |
38,557 |
42,591 |
47,986 |
58,298 |
61,907 |
64,900 |
68,538 |
|
4 |
40,227 |
44,516 |
49,949 |
61,165 |
64,773 |
68,007 |
71,548 |
|
5 |
41,883 |
46,439 |
51,904 |
64,037 |
67,681 |
71,114 |
74,582 |
|
6 |
42,968 |
48,368 |
53,860 |
67,095 |
70,743 |
74,219 |
77,600 |
|
7 |
43,580 |
50,307 |
55,817 |
70,161 |
73,810 |
77,323 |
80,619 |
|
8 |
|
50,916 |
57,770 |
73,213 |
76,876 |
80,428 |
83,633 |
|
9 |
|
|
58,943 |
76,275 |
79,943 |
83,534 |
86,658 |
|
10 |
|
|
|
77,524 |
82,443 |
86,638 |
90,894 |
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
|
0 |
33,632 |
37,437 |
42,979 |
51,318 |
54,679 |
57,444 |
60,661 |
|
1 |
35,386 |
39,461 |
44,966 |
53,935 |
57,444 |
60,222 |
63,745 |
|
2 |
38,338 |
41,475 |
46,959 |
56,544 |
60,222 |
63,039 |
66,819 |
|
3 |
39,333 |
43,448 |
48,951 |
59,469 |
63,150 |
66,203 |
69,914 |
|
4 |
41,036 |
45,411 |
50,953 |
62,393 |
66,073 |
69,372 |
72,984 |
|
5 |
42,725 |
47,373 |
52,947 |
65,323 |
69,039 |
72,541 |
76,078 |
|
6 |
43,832 |
49,340 |
54,942 |
68,442 |
72,163 |
75,708 |
79,157 |
|
7 |
44,456 |
51,318 |
56,938 |
71,569 |
75,291 |
78,874 |
82,236 |
|
8 |
|
51,939 |
58,930 |
74,682 |
78,418 |
82,041 |
85,310 |
|
9 |
|
|
60,127 |
77,805 |
81,547 |
85,209 |
88,396 |
|
10 |
|
|
|
79,079 |
84,097 |
88,376 |
92,717 |
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
|
0 |
34,274 |
38,155 |
43,808 |
52,314 |
55,742 |
58,563 |
61,844 |
|
1 |
36,063 |
40,220 |
45,835 |
54,983 |
58,563 |
61,906 |
64,990 |
|
2 |
39,074 |
42,274 |
47,868 |
58,155 |
61,906 |
64,779 |
68,125 |
|
3 |
40,089 |
44,287 |
49,900 |
61,138 |
64,893 |
68,007 |
71,282 |
|
4 |
41,826 |
46,289 |
51,942 |
64,121 |
67,874 |
71,239 |
74,413 |
|
5 |
43,549 |
48,290 |
53,976 |
67,109 |
70,899 |
74,471 |
77,569 |
|
6 |
44,678 |
50,296 |
56,010 |
70,290 |
74,086 |
77,702 |
80,710 |
|
7 |
45,315 |
52,314 |
58,046 |
73,480 |
77,276 |
80,931 |
83,850 |
|
8 |
|
52,947 |
60,078 |
76,655 |
80,466 |
84,161 |
86,986 |
|
9 |
|
|
61,299 |
79,841 |
83,658 |
87,393 |
90,134 |
|
10 |
|
|
|
81,140 |
86,259 |
90,623 |
95,051 |
Effective first day of the Fall Term 2017: $100 to Class 4 – Steps 2 to 10
Class 5 – Steps 2 to 10
Class 6 – Steps 1 to 10
Class 7 – Step 10
Effective first day of Fall Term 2017: Salary Schedule to be adjusted by 1.5% after the aforementioned increment restructuring and adjustments as provided by the Collateral Dental Plan Agreement.
Effective first day of January 2017: Salary Schedule to be adjusted by 1.5% and adjustments as provided by the Collateral Dental Plan Agreement.
Annual increments shall be paid as per table 3.03 as of September 01.
Effective Date of Signing:
(a) Full-time teachers entering the service of the School Division in the Fall Term of any year shall receive an adjustment to the next higher rate in their Class on the Salary Schedule at the beginning of the Fall Term next following.
(b) Full-time teachers entering the service of the School Division in the Spring Term of any year shall receive an adjustment to the next higher rate in their Class on the Salary Schedule at the beginning of the Spring Term next following.
(c) Part-time teachers shall receive an adjustment to the next higher rate in their Class based on the fraction of the time employed at the beginning of the Fall or Spring Term following the accumulation of service with the School Division equals the equivalent of one full-time year of service as verified by The Manitoba Education Professional Certification Branch.
Full credit shall be allowed for past experience, as recognized by Manitoba Education, Citizenship and Youth.
Effective first day of Fall Term 2014, all principals shall be paid at the rate of $816.00, per teacher(s) supervised, excluding himself/herself. In no case will the allowance be less than $6,630.00. In no case will the allowance be more than $24,582.00.
Effective first day of Fall Term 2015, all principals shall be paid at the rate of $832.00, per teacher(s) supervised, excluding himself/herself. In no case will the allowance be less than $6,763.00. In no case will the allowance be more than $25,074.00.
Effective first day of Fall Term 2016, all principals shall be paid at the rate of $870.00, per teacher(s) supervised, excluding himself/herself. In no case will the allowance be less than $7,000.00. In no case will the allowance be more than $25,951.00.
Effective first day of Fall Term 2017, all principals shall be paid at the rate of $908.00, per teacher(s) supervised, excluding himself/herself. In no case will the allowance be less than $7,350.00. In no case will the allowance be more than $26,725.00.
Effective first day of January 2018, all principals shall be paid at the rate of $946.00, per teacher(s) supervised, excluding himself/herself. In no case will the allowance be less than $7,700.00. In no case will the allowance be more than $27,500.00.
In addition to the above, principals who have obtained a Level 1 Manitoba School Administrator’s Certificate shall receive an allowance per annum of $250.00. Those principals who have obtained a Level 11 Manitoba Principal’s Certificate shall receive an additional allowance per annum of $250.00.
Effective September 1, 2017, those principals who have obtained a Certificate in School Leadership shall receive an allowance per annum of $500.00.
A vice-principal shall receive an administrative allowance which is equal to one-half of that of the Principal.
In addition to the above, vice-principals who have obtained a Level I
Manitoba School Administrator’s Certificate shall receive an allowance per annum of $250.00. Those vice-principals who have obtained a Level II
Manitoba Principal’s Certificate shall receive an additional allowance per
annum of $250.00.
Effective September 1, 2017, those vice-principals who have obtained a Certificate in School Leadership shall receive an allowance per annum of $500.00.
In schools where there is no permanent vice-principal appointment, an interim vice-principal shall be designated when the need arises. The designee shall assume the duties of the vice-principal during the absence of the principal. When such absence extends to one full day, the designee shall be paid a per diem allowance of one half of the principal’s administrative allowance of that school.
In the event of one half day absence, the designated teacher shall be paid a per diem allowance of one quarter of the principal’s administrative allowance of that school.
Coordinator of Student Services, shall be paid an administrative allowance, prorated to a full time position, according to the following schedule:
|
Years in |
First Day |
First Day |
First Day |
First Day |
First Day |
|
Designated |
Fall Term |
March |
Fall Term |
Fall Term |
January |
|
Position |
2014 |
2015 |
2016 |
2017 |
2018 |
|
0 |
9,505 |
9,695 |
9,889 |
10,037 |
10,188 |
|
1 |
10,357 |
10,564 |
10,775 |
10,937 |
11,101 |
|
2 |
11,211 |
11,435 |
11,664 |
11,839 |
12,017 |
Any teacher who improves his/her classification on the schedule shall be paid a salary as per the improved classification as follows:
(a) If Manitoba Education, Citizenship and Youth recognizes the change in classification by the fifteenth of the month, then the change in salary shall be made effective on the first day of that month.
(b) If Manitoba Education, Citizenship and Youth recognizes the change in classification after the fifteenth of the month, then the change in salary shall be made effective on the first day of the following month.
The onus of providing the Board with satisfactory proof of qualifications rests with the teacher concerned.
No teacher, now on a negotiated contract, shall suffer a reduction in basic salary by reason of the adoption of this agreement, but shall remain at the same basic salary until this agreement is in accord therewith.
The salary of a teacher, whose qualifications and experience do not permit him/her to be paid according to the classification in this schedule, shall be paid by the Division subject to negotiation and agreement with the Swan Valley Teachers’ Association.
Total annual salary shall be paid in twelve (12) equal installments. The installments will be paid on the last teaching day of each month from September to June and the last banking day during July and August.
The Division will move to a twenty-four (24) pay system no later than Fall 2017, current language to then be deleted and replaced with:
Payment of salary shall be on the basis of twenty-four (24) approximately equal payments from September to August, said payments to be made respectively on the last banking day on or before the 15th day of the month and the end of the month. The payment shall be made by direct deposit.
Where a teacher leaves the employ of the Division during the course of the school year, the final salary payment shall be so adjusted that the teacher shall receive, for the part of the year taught, such fraction of the salary for the whole year as the number of days taught is of the number of school days in the current school year.
Wherever in this Agreement deduction of salary during a leave of absence or payment of salary is to be made at the per diem rate, the amount of the deduction or repayment shall be calculated in accordance with the appropriate formula set out below:
a) Payment at Per Diem Rate
Number of days for which payment is due x Teacher’s current
Number of school days in the school year annual salary
as defined by the Minister of Education.
b) Deduction at Per Diem Rate
Number of days of leave without pay x Teacher’s current
Number of school days in the school year annual salary
as defined by the Minister of Education.
Effective September 01 or the date of signing this agreement, whichever is the latter, the following shall apply:
(a) Substitute teacher means a teacher employed on a day-to-day basis.
(b) The salary rate for substitute teachers will be in accordance with the following schedule:
$133.75 per day
$145.00 per day, effective date of signing
$148.00 per day, effective first day of Fall Term 2016
$150.50 per day, effective first day of Fall Term 2017
$155.00 per day, effective first day of January 2018
(c) A period of substitute teaching in one particular assignment of at least five (5) days shall be deemed extended substitute teaching. A substitute teacher employed for a period in excess of five (5) consecutive teaching days in any extended teaching assignment, shall be paid on the sixth (6) day thereafter a per diem of his/her qualifications according to Table 3.03.
In-service days and/or Administrative days, shall not constitute a break in the extended teaching assignment.
(d) In addition, where during an extended substitute teaching assignment, the substitute teacher becomes unavailable to work due to attending what would be described as a family related emergency or for the death or serious illness of the substitute teacher’s family or for attending to Association or MTS business as a representative of the Association and where the substitute teacher returns to the teaching assignment immediately thereafter such unavailability, such days of unavailability as noted above shall not constitute a break in extended substitute teaching.
Definition of family for the above clause to be applied consistent with the current collective agreement.
(e) Unless otherwise determined at the time of the assignment, or except in unforeseen circumstances, the timetable for a substitute teacher in any assignment shall normally be the same as the timetable of the teacher who is being replaced.
(f) A substitute teacher who is called to work for an assignment for one half (1/2) day or less shall be paid one half (1/2) of the daily rate. A substitute teacher, who is called to work for an assignment of greater than a half day but less than a full day, shall be paid the daily rate. Notwithstanding the above, where the substitute teacher is replacing a teacher whose contractual assignment is more than 50% time but less than full time, the substitute shall be paid for a period equivalent in time to the assignment of the teacher being replaced.
(g) A substitute teacher who is called to work for an assignment and who reports for the assignment finding that his or her services are not required shall be offered an alternative assignment equivalent in time to the substitute’s original assignment and when such an alternative assignment is not available shall be paid a half (1/2) day’s pay at the applicable rate in lieu.
(h) Limited Term Teacher-General Contract
A substitute teacher who has been employed for at least twenty (20) days of extended substitute teaching shall, on the twenty-first (21st) day, be signed to a Limited Term Teacher-General contract, unless the return of the regular teacher or conclusion of the substitute assignment is immediately imminent.
(i) Sick Leave
A substitute teacher who has been employed for at least nine (9) consecutive days of extended substitute teaching in a school year shall be entitled to one (1) day of sick leave with pay for each nine (9) days taught in that assignment. Sick leave shall not accumulate from one extended substitute teacher assignment to another.
The use of a sick leave day with pay shall not constitute an interruption of the extended substitute teaching assignment.
(j) Pay relating to the salary earned by substitute teachers during any month shall be received by those teachers via direct deposit not later than the fifteenth (15th) day of the following calendar month.
(k) Manitoba Teachers’ Society fees shall be deducted from a substitute teacher’s monthly pay.
(l) The following clauses of the Collective Agreement apply to substitute teachers:
Article 1 – Purpose
Article 2 – Effective Period
Article 3.01, 3.02, 3.03, 3.05, 3.07, 3.08, 3.09, 3.10, 3.13 (as it relates to the conversion to per diem in accordance with 3.13 c)
Article 14 – Noon Hour
Article 18 – Complaints Against Teachers
Article 19 – Settlement of Dispute
- the only matters which may be grieved under Article 19 (Settlement of Dispute) by a substitute teacher or the Association on behalf of a substitute teacher are the provisions of this Article and the substantive rights and obligations of employment-related and human rights statutes, to the extent that they are incorporated into this collective agreement.
Article 22 – Interest on Retroactive Pay
Article 23 – Freedom From Violence
Article 24 – Signing Page
1. Where a teacher is sick, he/she shall be entitled to sick leave during his/her illness and to be paid his/her salary during his/her leave; but subject to subsection 2, the leave shall not exceed twenty (20) teaching days in any school year.
2. Where the employment of a teacher is continued for more than one (1) year, the unused portion of the sick leave in any year(s) shall be carried forward and accumulated from year to year to a maximum of:
- 40 teaching days in the second year
- 60 teaching days in the third year
- 80 teaching days in the fourth year
- 100 teaching days in the fifth year
- 120 teaching days in the sixth year
- 124 teaching days in the seventh and subsequent years effective date of signing
- 127 teaching days in the seventh and subsequent years effective Fall Term 2016
- 130 teaching days in the eighth and subsequent years effective Fall Term 2017
3. Leave beyond three (3) consecutive days shall require a medical certificate.
4. There shall be no accumulation of sick leave credited for periods of "Leave of Absence" and/or "Sabbatical Leave".
5. The Board shall provide full sick leave entitlement to a pregnant teacher who, as a result of her condition either before or after delivery, is unable to be at work and perform her regular duties for a valid health-related reason(s). The pregnant teacher shall follow current proof of claim procedures for sick leave entitlement as may be required by the Board.
Each teacher shall be allowed bereavement leave without loss of salary up to, but not exceeding four (4) days at any one time in the case of death of any member of the immediate family of the teacher. Up to two (2) of the four (4) days may be reserved to be used at a later date where the internment is delayed. Leave beyond this amount for compassionate grounds may be granted at the discretion of the Board.
Immediate family is defined as employee’s father, mother, sister, brother, son, daughter, wife, husband, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandchild and grandparents.
Effective date of signing: Each teacher shall be allowed bereavement leave without loss of salary up to, but not exceeding, three (3) days at any one time in the case of death of the teacher’s great grandparent, grandparent-in-law, son-in-law and daughter-in-law. Up to two (2) of the three (3) days may be reserved to be used at a later date where the internment is delayed.
Each teacher shall be allowed compassionate leave up to four (4) days in the event of serious illness of a member of the immediate family. The amount of salary deducted for each day of absence shall be the equivalent of the substitute teacher’s salary for that particular class.
Immediate family is defined as employee’s father, mother, sister, brother, son, daughter, wife, husband, mother-in-law, father-in-law, brother-in- law, sister-in-law, grandchild and grandparents.
Effective date of signing: Each teacher shall be allowed compassionate leave up to three (3) days in the event of serious illness of the teacher’s great grandparent, grandparent-in-law, son-in-law and daughter-in-law. The amount of salary deducted for each day of absence shall be the equivalent of the substitute teacher’s salary for that particular class.
Leave other than that allowed in Section 4.02 and 4.03 may be granted at the discretion of the Board, at no loss of salary, or per diem rate of the teacher’s salary, or the substitute teacher’s salary will be deducted for each day’s leave of absence so granted. The question of the amount deducted must be defined at the time the leave is granted.
Each teacher shall be entitled to use up to three (3) days of sick leave per school year to attend to the illness, injury or medical appointments of his or her immediate family including the spouse, children, or parents of the teacher or spouse.
Effective Fall Term 2016 up to four (4) days.
Every effort shall be made to schedule medical appointments outside of school hours.
A teacher being a member of The Manitoba Teachers’ Society Executive Committee or of a committee of the Society or of any branch thereof, and being authorized by the Executive Committee of the Society to attend a meeting of the committee of which he is a member, or to act as a representative, or a delegate shall be excused from school duties for either purpose or both purposes for not more than a total of seven (7) teaching days in any school year, and provided that a substitute satisfactory to the Board can be secured, and that the cost of providing a substitute is assumed by the Society and shall not be a charge upon the Board concerned. Upon request, the president of the Swan Valley Teachers’ Association may be granted an additional five (5) teaching days in any school year. The maximum number of days of leaves of absence by all teachers and the president of the Swan Valley Teachers’ Association shall not exceed forty (40) days. No additional leave of absence beyond seven (7) days for a teacher, and seventeen (17) days for the president of the Swan Valley Teachers’ Association in a school year shall be taken for the purpose mentioned above, except with the consent and approval of the Board.
The Board recognizes the principle of Sabbatical Leave and shall consider applicants for Sabbatical Leave on the basis of merit of each application.
a. Every female teacher shall be entitled to maternity leave and every teacher shall be entitled to parental leave and adoptive leave in accordance with this article.
b. Every teacher shall be entitled to unpaid parental leave.
c. Except as otherwise provided therein the Manitoba Employment Standards Code will apply.
d. The teacher and the Division may mutually agree to extend the length of leave if the teacher so desires. Any such arrangements shall be confirmed in writing by the Division.
e. A teacher taking maternity leave pursuant to this article shall be entitled to receive pay for the period of leave up to seventeen (17) weeks in the amount of ninety percent (90%) of the salary being received at the time leave was taken. This pay to include any benefits received from Human Resources Development Canada to a Supplemental Unemployment Benefits (SUB) Plan. The implementation of this clause is subject to the successful arrangement of a Supplemental Unemployment Benefits Plan with Human Resources Development Canada.
f. In respect of the period of maternity leave, payments made according to the SUB Plan will consist of the following:
i) For the first two (2) weeks, payment equivalent to ninety percent (90%) of her gross salary, and
ii) Up to fifteen (15) additional weeks, payment equivalent to the difference between the Employment Insurance benefit the employee is eligible to receive and ninety percent (90%) of her gross salary.
g. A teacher taking parental or adoptive leave pursuant to this article shall be entitled to receive pay for the period of leave up to ten (10) weeks in The amount of ninety percent (90%) of the salary being received at the time leave was taken. This pay to include any benefits received from Human Resources Development Canada to a Supplemental Unemployment Benefits (SUB) Plan. The implementation of this clause is subject to the successful arrangement of a Supplemental Unemployment Benefits Plan with Human Resources Development Canada.
h. In respect of the period of parental or adoptive leave, payments made according to the SUB Plan will consist of the following:
i) For the first two (2) weeks, payment equivalent to ninety percent (90%) of gross salary, and
ii) Up to eight (8) additional weeks, payment equivalent to the difference between the Employment Insurance benefit the employee is eligible to Receive and ninety
(90%) of gross salary.
Effective July 1, 2016, delete existing language (and also Memorandum of Agreement regarding same), and replace with the following:
ARTICLE 7: MATERNITY, ADOPTIVE AND PARENTAL LEAVE, SUPPLEMENTARY EMPLOYMENT BENEFITS (SEB) PLAN
A. Every female teacher shall be entitled to maternity leave and every teacher shall be entitled to adoptive leave and parental leave in accordance with this article.
B. Every teacher shall be entitled to unpaid parental leave.
C. Except as otherwise provided herein the Manitoba Employment Standards Code will apply.
D. The teacher and the Division may mutually agree to extend the length of leave if the teacher so desires. Any such arrangements shall be confirmed in writing by the Division.
E. Effective July 1, 2016, a teacher taking maternity leave and/or parental/adoptive leave pursuant to this article shall be entitled to receive pay equivalent to ninety percent (90%) of the teacher’s gross salary at the time the leave commenced plus any subsequently negotiated salary adjustments for up to one hundred and thirty-five (135) teaching days, which pay will include any employment insurance benefits received in accordance with this article.
F. Effective July 1, 2016, the Division shall pay a teacher on maternity leave and/or parental/adoptive leave:
a) if the teacher’s two (2) week or ten (10) day waiting period falls entirely on teaching days, ninety percent (90%) of the teacher’s gross salary plus up to seventy-five (75) teaching days of maternity leave top-up calculated at the difference between the teacher’s employment insurance benefit and ninety percent (90%) of the teacher’s gross salary provided the teacher remains on either maternity or parental leave and continues to receive employment insurance benefits;
b) if the teacher’s two (2) week or ten (10) day waiting period falls partially or entirely within a non-teaching period, ninety percent (90%) of the teacher’s gross salary for any teaching days and up to eighty-five (85) teaching days of maternity leave top-up calculated at the difference between the teacher’s employment insurance benefit and ninety percent (90%) of the teacher’s gross salary provided the teacher remains on either maternity or parental leave and continues to receive employment insurance benefits;
c) up to fifty (50) teaching days of parental/adoptive leave top-up calculated at the difference between the teacher’s employment insurance benefit and ninety percent (90%) of the teacher’s gross salary provided the teacher remains on parental/adoptive leave and continues to receive employment insurance benefits.
For greater certainty, a teacher who is receiving employment insurance benefits shall be entitled to:
a) one hundred and thirty-five (135) teaching days of pay and/or top-up benefits if the teacher takes both maternity leave and parental/adoptive leave;
b) eighty-five (85) teaching days of pay and/or top-up benefits if the teacher only takes maternity leave;
c) fifty (50) teaching days of pay and/or top-up benefits if the teacher only takes parental/adoptive leave;
Unless the teacher takes a shorter period of maternity leave or parental/adoptive leave in which case, the pay and/or top-up will be pro-rated to reflect the actual number of teaching days taken. The parties acknowledge that the top-up payments made by the Division for maternity leave may extend into the period of time that the teacher is on parental leave but the payment is intended to be a top-up of maternity leave benefits.
G. Non-Application
This article shall not apply to any teacher who is employed on a term contract during the teacher’s first year of employment. All other teachers shall be eligible to receive the top-up benefits once they have been employed for a period of seven (7) months by the Division.
Each teacher shall be entitled to one (1) day Personal Leave, in any school year, at no deduction of salary.
Effective Fall Term 2016, each teacher shall be entitled to two (2) days Personal Leave, in any school year, at no deduction of salary.
Personal Leave shall be subject to the teacher providing reasonable notice of such leave to the Division.
No more than two (2) teachers per school shall be granted leave on the same day; for schools with ten (10) or less teaching staff, the maximum number of teachers absent shall be one (1).
Personal Leave shall accumulate from school year to school year to a maximum of two (2) days.
The Personal Leave Day shall be taken prior to a teacher requesting discretionary leave from the Division.
"Extracurricular activities" means student-related athletic, social, recreational and cultural activities, occurring outside the normal school day but does not include activities related to academic or instructional matters outside the normal school day, whether such occur alone or with students, parents or administrative staff, such as (without limitation) staff meetings, parent/teacher meetings, committee work and in-service sessions.
A teacher who participates in extracurricular activities shall be entitled to a paid leave of absence of one-half (1/2) day for each twenty-five (25) hours of extracurricular duties performed in that school year, to a maximum of two (2) full days or four (4) one-half (1/2) days per school year noncumulative.
Part-time teachers who participate in extracurricular activities shall be entitled to a paid leave of absence of one-half (1/2) day prorated to his/her part-time assignment for each twenty-five (25) hours, prorated to his/her part-time assignment, of extracurricular duties performed in that school year to a maximum of two (2) full days or four (4) one-half (1/2) days prorated to his/her part-time assignment per school year noncumulative.
Notwithstanding the above, when a teacher becomes entitled to a leave of up to a maximum one (1) day of leave after April 30th, of any school year, the teacher may elect to carry forward his/her entitlement to the following school year. In such cases the entitlement must be used in the Fall Term.
Notwithstanding the above, a teacher who has contributed less than twenty-five (25) hours within a particular school year shall be allowed to carry over said hours until such time as the twenty-five (25) actual hours are obtained.
With the exception of the Swan Valley Regional Secondary School, the Division will provide, the equivalent of, a minimum of one hundred and eighty (180) minutes of preparation time per six (6) day cycle for each full time teacher. Preparation time shall be scheduled in blocks of not less than twenty-five (25) minutes, and shall be exclusive of recess. Part time teachers shall be provided preparation time on a pro rata basis based on their percentage of teaching assignment.
At the Swan Valley Regional Secondary School, the Division will provide, the equivalent of, a minimum of two hundred (200) minutes of preparation time per six (6) day cycle for each full time teacher. Preparation time shall be scheduled in blocks of not less than twenty-five (25) minutes, and shall be exclusive of recess. Part time teachers shall be provided preparation time on a pro rata basis based on their percentage of teaching assignment.
The Division shall administer the Manitoba Public School Employees’ Group Life Insurance Plan according to the terms and conditions of the Master Policy of the said plan, and subject to the limitations set out in Article 11.03.
All employees coming on staff after the effective date of the implementation of the Plan in the Division shall be required to participate in the plan, unless granted exclusion by the Trustees of the Manitoba Public School Employees’ Group Life Insurance Plan.
The Board’s responsibility with respect to the administration of this Plan shall be limited to the following:
i) deducting premiums from the teachers;
ii) enrolling newly hired teachers in the Plan;
iii) maintaining records of the teachers who are and are not insured, including maintaining files of application cards, late applicants, teachers who coverage was rejected on late application, beneficiary designations, and teachers whose coverage has terminated on leaving the Division;
iv) completing a premium statement to accompany premium remittances;
v) providing claim forms to teachers or beneficiaries on request;
vi) completing and submitting the Employer Claim Submission for claimants;
vii) distributing Plan information to teachers from time to time;
viii) conducting periodic re-openings from Accidental Death and Dismemberment applications.
Save and except for the express responsibilities set out in 11.03 of this article, the Association acknowledges and agrees that the Board neither has nor assumes any responsibility whatsoever with respect to any aspect of the Manitoba Public School Employees Group Life Insurance Plan.
The Association shall indemnify and save harmless the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of premiums or exercise of other responsibilities with respect to the Group Life Insurance Plan.
The Division shall deduct from teachers’ salaries the full premium costs prescribed by the MTS Disability Benefits Plan (the Plan) and shall forward such premiums on a monthly basis to the Plan.
All teachers shall be enrolled and participate in the Plan, in accordance with the terms and conditions of the Plan.
Any eligible teacher on a limited term or general teaching contract over 40 days in length and over 0.3 full time equivalency who enters the Division’s employ shall be enrolled in the Plan and shall have deducted monthly from his/her salary the amount of premiums specified by the Plan.
The Division’s responsibility with respect to the administration of this Plan shall be limited to the following:
i) deducting premiums from the teachers;
ii) enrolling newly hired teachers in the Plan;
iii) maintaining records of the teachers who are and are not insured, including maintaining files of, late applicants, employees whose coverage was rejected on late application, and teachers whose coverage has terminated on leaving the Division;
iv) completing a premium statement to accompany premium remittances;
v) distributing plan information to teachers from time to time;
vi) completing the Disability Notification Form and submitting it to the Plan after a teacher has been absent ten (10) consecutive days and where the sickness or disability may result in the filing of a claim for benefits;
vii) reporting to the Plan salary changes for teachers in receipt of benefits.
Save and except for the deduction and remittance of premiums, and the express responsibilities set out in 12.04 in this article, the Association acknowledges and agrees that the Division neither has nor assumes any responsibility whatsoever to any aspect of this Disability Benefits Plan administered by the Manitoba Teachers’ Society.
The Association shall indemnify and save harmless the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of premiums or exercise of other responsibilities with respect to the Disability Benefits Plan.
The Division will participate in the administration of the Manitoba Public School Employees Dental and Extended Health Benefits Plan(s), (MPSE Dental and EHB Plan(s) in accordance with the terms and conditions of the Agreement entered into by the Division and the Association attached hereto as the (collateral agreement).
All Employees covered by this Collective Agreement that are eligible under the terms of the MPSE Dental Plan and EHB Plan(s) shall be required to participate in the MPSE Dental and EHB Plan(s) unless entitled to elect out of the Dental and/or EHB Plan(s) as may be permitted under the terms thereof.
The cost of the MPSE Dental and EHB Plan(s) will be paid by the Division in accordance with the terms and conditions of the Dental and EHB Plan(s) Agreement.
The Division agrees that the Division’s monthly contribution to the MPSE Dental and EHB Plan(s) on behalf of each Employee will be the monthly rate for family coverage (that is, entitlement to coverage for an Employee, his/her spouse, and his/her dependent children, having regard to the definition of spouse and dependent children in the Dental and EHB Plan(s). Provided that an Employee may elect, in prescribed form, for reduced coverage as permitted under the terms of the Dental and EHB Plan(s) in which case the Division agrees to make monthly payments to the Employee as follows:
a) An Employee with only one dependent (spouse or child) who is entitled to and does so duly elect to opt down from family coverage under the Dental Plan to coverage for Employee and one other family member only, shall receive an amount equal to the difference in the monthly rate between family coverage and coverage for an Employee and one dependent only; or
b) An Employee with neither spouse nor dependent children who is entitled to and does so duly elect to opt down from family coverage under the Dental and Extended Health Plan to coverage for an Employee only, shall receive an amount equal to the difference in the monthly rate between family coverage and coverage for an Employee only; or
c) An Employee who is entitled to and does so duly elect to opt out of all coverage on the basis that the Employee’s spouse has group Dental and/or Extended Health plan coverage, shall receive an amount equal to the monthly rate for family coverage.
Each teacher will be scheduled for a duty free lunch period between 11:00 A.M. and 2:00 P.M. each school day. This lunch period shall be equal to the midday intermission given to the students of the school, in which the teacher is employed and which shall be a maximum of sixty (60) minutes. Designated Professional Staff will be on call during this lunch period to deal with discipline, parent inquiries and other problems normally under the jurisdiction of a teacher.
The Manitoba Teachers’ Society professional membership fees shall be deducted in twelve (12) equal installments from the salaries of all teachers employed by the Swan Valley School Division and forwarded to the central office of the Manitoba Teachers’ Society in the month following the month of deduction. The onus is on the teachers to make the necessary arrangements with the Manitoba Teachers’ Society for nondeductions or rebate of deductions.
a) The Division agrees to the compulsory check-off of Union dues for all teachers covered by this Agreement.
b) The deductions will be made in equal monthly installments commencing with the September pay according to the scale of dues established by the Swan Valley Teachers’ Association. Each monthly installment will be forwarded to the Swan Valley Teachers’ Association normally not later than the fifteenth (15th) day of the following calendar month.
c) The Association shall notify the Division, in writing, of any change in the amount of dues deducted at least thirty (30) days prior to the expected change.
The Association shall indemnify and save harmless the Board from any and all losses, costs, liabilities or expenses suffered or sustained by the Board as a result of legal action arising from the deductions of local Association and Manitoba Teachers’ Society fees made pursuant to this section; provided, however, that should the Association so require, the Association shall be permitted to take over and conduct such legal action and make such settlement thereof as it may see fit.
Section 92(5) of The Public Schools Act shall apply.
Leaves of absence granted by the Board shall constitute continuity of tenure.
A teacher who is subpoenaed for jury duty shall be entitled to his or her daily salary, less any payments made by the court, other than the payments representing costs of travel, accommodation and meals.
Section 92(4) of The Public Schools Act shall apply.
Effective date of signing: Delete existing wording and replace with, It is agreed that should the Board receive any serious complaint regarding a teacher in its employ, the Board shall as early as possible communicate in writing said complaint to the teacher concerned and shall, before passing judgment, afford the teacher an opportunity to make a personal presentation of his or her case in refutation. In such a case, the teacher may use a representative to present his or her case.
Where a violation of this agreement is alleged by a party to or persons bound by the agreement or on whose behalf it was entered into, or difference between the parties arises relating to the content, meaning, application or violation of this agreement, either party shall, within forty (40) teaching days of the event giving rise to the alleged violation or difference, or within forty (40) teaching days from the date on which the griever became aware of the event giving rise to the alleged violation or difference, notify the other party in writing, stating the alleged violation or difference and the solutions sought.
The time limits, as described above, may be waived by mutual agreement of the parties.
If a settlement is not reached within ten (10) teaching days from the date of notification, either party may request the matter be submitted to an arbitrator or an arbitration board as herein prescribed. Within ten (10) teaching days of the delivery of the written request to settle the difference by arbitration, each party shall nominate one (1) member, to sit on the arbitration board, and the two (2) members so selected shall, within a further period of ten (10) teaching days nominate a chairman, to serve in the capacity of the chairman of the arbitration board. In the event of the failure of the two (2) first mentioned members of the board to agree upon the selection of a chairman, the matter shall be referred by them to the Manitoba Labor Board who shall choose the chairman.
I. Where it is determined by the Board that a layoff is necessary and where natural attrition, transfers, sabbaticals and leaves of absence do not affect the necessary reduction in staff, the Board shall identify those teachers to be laid off according to the procedures set out below.
II. For the purpose of identifying the teachers to be laid off, first consideration will be given to seniority provided that the teacher has the qualifications, training and experience for a specific teaching assignment.
III. The Board shall provide the Association with a seniority list and shall post the seniority list in each school in the Division prior to February 01 of each year. Teachers shall have until February 28 to protest, in writing, any alleged omission or incorrect listing to the Board. The seniority list as provided or amended must be certified prior to March 7 by both parties, in writing, to be correct.
IV. Definitions
A. Training
Instruction received as preparation for the profession of teaching, which leads to the development of a particular skill or proficiency with respect to a particular subject or subjects.
B. Qualifications
Refers to the classification in which the teacher is placed by the Professional Certification and Student Records Unit of Manitoba Education, Citizenship and Youth.
C. Experience
The practical application of the training over a period of time with respect to the particular subject or subjects.
D. Seniority
1. The length of continuous teaching experience with the Division beginning with the first day of teaching within the Division. (Effective November 9, 2010). For teachers who are under one or more temporary contracts (Limited Term Teacher - General) with the Division prior to being placed on a permanent contract, the length of teaching experience shall be continuous teaching experience with the Division from the date of hire under one or more successive regular or temporary contracts provided there is no break in actual teaching service between contracts.
2. Where the teachers have the same length of continuous teaching experience as defined in (D)(1), the order of the seniority list shall be determined on the basis of the total length of employment with the Division.
3. Where teachers have the same seniority as defined in (1) and (2), the order of seniority shall be determined on the basis of total recognized teaching experience in Manitoba.
4. Where teachers have the same seniority as defined in (1), (2) and (3), the order of seniority shall be determined on the basis of total recognized teaching experience.
5. If the length of teaching experience as defined in (1), (2), (3) and (4) is equal, the teacher to be declared surplus shall be determined by the Board.
6. For the purpose of this article, an approved leave of absence of one (1) school year or less in duration shall not be deemed to interrupt the continuity of service and the duration of such leave shall be considered as teaching experience for seniority purposes, but not for salary purposes.
7. For the purpose of this article, any approved leave of absence in excess of one (1) school year shall not be deemed to interrupt the continuity of service, but the duration of such leave shall not be considered as teaching experience for seniority or salary purposes.
8. A teacher who has been laid off shall lose recall rights for any of the following reasons:
i. A teacher resigns.
ii. The teacher becomes employed by another school board as a regular full-time teacher on a Teacher-General Contract.
iii. The teacher is not reemployed within one (1) calendar year after September 30th following the date of layoff.
E. In the event of a layoff, the Board shall meet with the Executive of the Association to discuss the implications of the layoff and shall provide the Association with a list of teachers to be laid off.
F. Notice of layoff shall be given to the teacher by registered letter no later than the fifteenth day of May. The teacher, within twenty (20) teaching days of receiving notice of layoff, shall indicate, in writing by registered mail, his/her wish to be placed on the reemployment list. Notwithstanding anything else in this article, failure to respond within the time limit specified shall relieve the onus on the Division for that teacher’s placement on the reemployment list and the teacher shall lose seniority.
Notice of layoff must clearly direct the teacher’s attention to Paragraph F of Article 20 of this Agreement.
G. If after layoffs have occurred and for a period of one calendar year after the 30th day of September following the date of layoff, positions become available, teachers who have been laid off and have given written notice that they wish to be recalled shall be offered the positions first, providing such teachers have the necessary training qualifications and experience for the positions available. Seniority with the Board will be used to determine the order in which laid off teachers are offered the available positions provided that the said teachers have the necessary training qualifications and experience.
H. If a teacher is recalled as provided in (G) above, the following will not be affected:
i. accumulated sick leave;
ii. seniority gained prior to being laid off but seniority shall
not be accrued for the period of time of the layoff.
The Division or any agent thereof shall have the right to issue a written warning(s) to any teacher or suspend a teacher with or without pay.
Where the Division or person(s) acting on behalf of the Division issued a written warning(s) or suspension affecting any person covered by this Collective Agreement and where the affected person is not satisfied that the written warning(s) or suspension is for a just cause, the Division’s action shall be deemed to be a difference between the parties to or persons bound by this Collective Agreement.
When such a difference is referred to a Board of Arbitration under Article 19, the Board of Arbitration shall have the power to:
(1) uphold the written warning(s) or suspension;
(2) rescind the written warning(s) or suspension;
(3) vary or modify the written warning(s) or suspension;
(4) order the Division to pay all or part of any loss of pay and/or benefits in respect of the written warning(s) or suspension;
(5) do one or more of the things set out in subclause (1) or (2), (3), (4) above.
This Article does not apply to teacher assessment and evaluation process done pursuant to Division policy and practices and amendments thereto, except to the extent that any such assessment or evaluation is used as the basis of or in connection with disciplinary action.
The Division shall pay the members of the Association, interest on the gross amount of any retroactive pay which may be paid to such members less the amount of any statutory deduction for Canada Pension, Employment Insurance and Income Tax due with respect to that pay. The interest is to be calculated from the dates which the monies would have been due, on a monthly basis, to the date of actual payment.
The interest shall be computed at the lesser of 8.25% per annum or the average rate at which the Division borrows funds during the twelve (12) month period preceding the calculation date.
If the Division has not borrowed funds during the preceding twelve (12) month period, then interest shall be calculated at the rate paid by TD Canada Trust in Swan River on its premium rate savings account.
The parties recognize the principle that all teachers should have a working environment free from physical violence, verbal abuse or the threat of physical assault and both parties shall make reasonable efforts to maintain this goal.
This section is subject to The Public Schools Act and regulations thereto and is not intended to abrogate any management rights with respect to the student disciplinary process.
Teachers shall not have the right to grieve individual student disciplinary decisions made by the school administration.
Dated at Swan River, Manitoba this ___14th___ day of _June, 2016.
Signed and agreed to on behalf of The Swan Valley School Division.
____________________________ William Schaffer, Chair
____________________________ Brent Rausch, Secretary-Treasurer
Signed and agreed to on behalf of The Swan Valley Teachers’ Association.
_______________________________ Susan Cowan, President
_______________________________ Ryan Maksymchuk
Collective Bargaining/Salaries Chair
LETTER OF UNDERSTANDING
VOCATIONAL (TECHNOLOGY) TEACHERS SALARY PLACEMENT
Effective the date of signing, the parties agree that the following Letter of Understanding is to be utilized for the life of the current Collective Agreement, July 1, 2010 to June 30, 2014, or until such time as a new Collective Agreement has been negotiated and signed, whichever is later. Unless otherwise renewed, this Letter of Understanding shall expire as at such time.
1) This letter of Understanding shall apply only to those teachers hired after date of signing of this Memorandum.
2) Vocational (Technology) teachers shall be classified in accordance with the classification recognized by Manitoba Education, Citizenship and Youth.
3) Vocational (Technology) teachers coming on staff after date of signing of this Letter, to teach in a vocational (technology) area which is recognized as such by Manitoba Education, Citizenship and Youth for grant purposes and for which they are qualified to teach, as determined by Manitoba Education, Citizenship and Youth, shall be paid one (1) increment for every three (3) years of related trades work experience gained subsequent to the acquisition of journeyman’s papers, to a maximum of six (6) increments.
________________________________ _________________________________
Swan Valley School Division Swan Valley Teachers’ Association
________________________________ _________________________________
Swan Valley School Division Swan Valley Teachers’ Association
_________________________________
Collective Bargaining Chair
__June 14, 2016_____ ___June 14, 2016___________________
Date Date
Memorandum of Agreement between
The Swan Valley School Division
and
The Swan Valley Teachers’ Association
of The Manitoba Teachers’ Society
Effective July 01, 2016: Delete Memorandum of Agreement
The parties agree to the following application rules, terms and conditions clarifying the Maternity Leave Supplemental Unemployment Benefit Plan per Article 7.
1. The maternity leave period which is eligible for payment under this Article is the first 17 weeks (the 2 week waiting period and the next immediate 15 weeks).
2. Where any portion of the 17 weeks referenced in (1) above falls during the summer, Christmas Break, Spring Break or any other period for when the teacher is not earning her salary, that portion of the maternity leave period does not qualify the teacher to receive maternity leave benefits pursuant to Article 7.
3. A specific application or registration for a Supplemental Unemployment Benefits Plan is not required. The only requirement from Human Resources Development Canada is that the comments section of the Record of Employment confirming that Section 38 of the Employment Insurance Regulations are met.
4. Subject to the qualifying period, as set out in paragraph (6), where a teacher had commenced her maternity leave prior to March 25, 2002, and a portion of the first 17 weeks falls after March 25, 2002, the teacher shall be entitled to receive the paid maternity leave benefits for the portion (if any) of the first 17 weeks of maternity leave which falls after March 25, 2002.
5. Teachers must be under contract to the Division during the period when maternity leave benefits may be paid by the Division in order to be eligible to receive those payments.
6. The qualifying period of seven teaching months must be seven consecutive teaching months in the employ of The Swan Valley School Division, as per the Manitoba Employment Standards legislation. The full seven months qualifying period must be served in order to qualify for any maternity leave payment. For greater certainty, should a teacher fail to serve the full qualifying period prior to the start of the maternity leave, then that teacher shall be eligible to receive maternity leave benefits only for that portion of the 17 weeks referenced in (1) above which occurs after the completion of the 7 month qualifying period.
7. The Division requires, from each of the teachers on maternity leave, a copy of the Statement of Finalized Employment Insurance Benefits in order to accurately calculate her entitlement. This is a document which the teacher should have received (or will receive) from Employment Insurance four to six weeks from the date that she applied for Employment Insurance Benefits. Should payments to teachers be required prior to receipt of the Statement, an estimate of the correct entitlement will be made with an adjustment made following receipt of the Statement.
Dated at Swan River in the Province of Manitoba, this 14th__ day of __June, 2016.
Signed and Agreed to on behalf of The Swan Valley School Division
The Swan Valley Teachers’ Association
of The Manitoba Teachers’ Society
________________________________ ______________________________
President Chair
________________________________ ______________________________
Collective Bargaining Chair Secretary-Treasurer
THIS AUXILIARY AGREEMENT made as of the 14th day of June, 2016
BETWEEN:
SWAN VALLEY SCHOOL DIVISION
(hereinafter referred to as the “Division”)
- and -
SWAN VALLEY TEACHERS’ ASSOCIATION OF
THE MANITOBA TEACHERS’ SOCIETY,
(hereinafter referred to as the “Association”)
WHEREAS pursuant to a certain collective agreement dated June 14, 2016, the Division has agreed to participate in a number of insurance programs, including:
• The Manitoba Public School Employees Group Life Insurance Plan; and
• The Manitoba Public School Employees Dental & Extended Health Benefits Plan.
The Division has agreed to participate in these plans subject to the terms of administration and cost sharing, as determined by the conditions of entry stipulated by each individual plan.
WHEREAS the Division recognizes that not all teachers will be eligible for coverage under these plans by virtue of their administration and underwriting rules, the Division and the Association have agreed that certain Teachers will be paid according to the annual rate of pay for the 2014/15, 2015/16, 2016/17, and 2017/18 school years which follow:
| YEAR 1: 2014-15 | 2.0% increase | ||||||
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
| 0 | 35,308 | 39,038 | 44,472 | 52,647 | 55,942 | 58,653 | 61,807 |
| 1 | 37,027 | 41,023 | 46,420 | 55,213 | 58,653 | 61,376 | 64,830 |
| 2 | 39,922 | 42,997 | 48,374 | 57,771 | 61,376 | 64,138 | 67,844 |
| 3 | 40,897 | 44,931 | 50,326 | 60,638 | 64,247 | 67,240 | 70,878 |
| 4 | 42,567 | 46,856 | 52,289 | 63,505 | 67,113 | 70,347 | 73,888 |
| 5 | 44,223 | 48,779 | 54,244 | 66,377 | 70,021 | 73,454 | 76,922 |
| 6 | 45,308 | 50,708 | 56,200 | 69,435 | 73,083 | 76,559 | 79,940 |
| 7 | 45,920 | 52,647 | 58,157 | 72,501 | 76,150 | 79,663 | 82,959 |
| 8 | 53,256 | 60,110 | 75,553 | 79,216 | 82,768 | 85,973 | |
| 9 | 61,283 | 78,615 | 82,283 | 85,874 | 88,998 | ||
| 10 | 79,864 | 84,783 | 88,978 | 93,234 | |||
| YEAR 2: 2015-16 | 2.0% increase | ||||||
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
| 0 | 36,014 | 39,819 | 45,361 | 53,700 | 57,061 | 59,826 | 63,043 |
| 1 | 37,768 | 41,843 | 47,348 | 56,317 | 59,826 | 62,604 | 66,127 |
| 2 | 40,720 | 43,857 | 49,341 | 58,926 | 62,604 | 65,421 | 69,201 |
| 3 | 41,715 | 45,830 | 51,333 | 61,851 | 65,532 | 68,585 | 72,296 |
| 4 | 43,418 | 47,793 | 53,335 | 64,775 | 68,455 | 71,754 | 75,366 |
| 5 | 45,107 | 49,755 | 55,329 | 67,705 | 71,421 | 74,923 | 78,460 |
| 6 | 46,214 | 51,722 | 57,324 | 70,824 | 74,545 | 78,090 | 81,539 |
| 7 | 46,838 | 53,700 | 59,320 | 73,951 | 77,673 | 81,256 | 84,618 |
| 8 | 54,321 | 61,312 | 77,064 | 80,800 | 84,423 | 87,692 | |
| 9 | 62,509 | 80,187 | 83,929 | 87,591 | 90,778 | ||
| 10 | 81,461 | 86,479 | 90,758 | 95,099 | |||
| YEAR 3: 2016-17 | market adjustments + 2.0% increase | ||||||
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
| 0 | 36,734 | 40,615 | 46,268 | 54,774 | 58,202 | 61,023 | 64,304 |
| 1 | 38,523 | 42,680 | 48,295 | 57,443 | 61,023 | 64,366 | 67,450 |
| 2 | 41,534 | 44,734 | 50,328 | 60,615 | 64,366 | 67,239 | 70,585 |
| 3 | 42,549 | 46,747 | 52,360 | 63,598 | 67,353 | 70,467 | 73,742 |
| 4 | 44,286 | 48,749 | 54,402 | 66,581 | 70,334 | 73,699 | 76,873 |
| 5 | 46,009 | 50,750 | 56,436 | 69,569 | 73,359 | 76,931 | 80,029 |
| 6 | 47,138 | 52,756 | 58,470 | 72,750 | 76,546 | 80,162 | 83,170 |
| 7 | 47,775 | 54,774 | 60,506 | 75,940 | 79,736 | 83,391 | 86,310 |
| 8 | 55,407 | 62,538 | 79,115 | 82,926 | 86,621 | 89,446 | |
| 9 | 63,759 | 82,301 | 86,118 | 89,853 | 92,594 | ||
| 10 | 83,600 | 88,719 | 93,083 | 97,511 | |||
| YEAR 4: September 2017 | market adjustments + 1.5% increase | ||||||
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
| 0 | 37,285 | 41,224 | 46,962 | 55,596 | 59,075 | 61,938 | 65,269 |
| 1 | 39,101 | 43,320 | 49,019 | 58,305 | 61,938 | 65,433 | 68,462 |
| 2 | 42,157 | 45,405 | 51,083 | 61,626 | 65,433 | 68,349 | 71,644 |
| 3 | 43,187 | 47,448 | 53,145 | 64,653 | 68,465 | 71,626 | 74,848 |
| 4 | 44,950 | 49,480 | 55,218 | 67,681 | 71,491 | 74,906 | 78,026 |
| 5 | 46,699 | 51,511 | 57,283 | 70,714 | 74,561 | 78,186 | 81,229 |
| 6 | 47,845 | 53,547 | 59,347 | 73,943 | 77,796 | 81,466 | 84,418 |
| 7 | 48,492 | 55,596 | 61,414 | 77,181 | 81,034 | 84,743 | 87,605 |
| 8 | 56,238 | 63,476 | 80,403 | 84,271 | 88,022 | 90,788 | |
| 9 | 64,715 | 83,637 | 87,511 | 91,302 | 93,983 | ||
| 10 | 84,956 | 90,151 | 94,581 | 99,075 | |||
| YEAR 4: January 2018 | 1.5% increase | ||||||
| Yrs. Exp. | Class 1 | Class 2 | Class 3 | Class 4 | Class 5 | Class 6 | Class 7 |
| 0 | 37,844 | 41,842 | 47,666 | 56,430 | 59,961 | 62,867 | 66,248 |
| 1 | 39,688 | 43,970 | 49,754 | 59,180 | 62,867 | 66,414 | 69,489 |
| 2 | 42,789 | 46,086 | 51,849 | 62,550 | 66,414 | 69,374 | 72,719 |
| 3 | 43,835 | 48,160 | 53,942 | 65,623 | 69,492 | 72,700 | 75,971 |
| 4 | 45,624 | 50,222 | 56,046 | 68,696 | 72,563 | 76,030 | 79,196 |
| 5 | 47,399 | 52,284 | 58,142 | 71,775 | 75,679 | 79,359 | 82,447 |
| 6 | 48,563 | 54,350 | 60,237 | 75,052 | 78,963 | 82,688 | 85,684 |
| 7 | 49,219 | 56,430 | 62,335 | 78,339 | 82,250 | 86,014 | 88,919 |
| 8 | 57,082 | 64,428 | 81,609 | 85,535 | 89,342 | 92,150 | |
| 9 | 65,686 | 84,892 | 88,824 | 92,672 | 95,393 | ||
| 10 | 86,230 | 91,503 | 96,000 | 100,561 | |||
The parties have acknowledged that, without limiting the foregoing, the following classes of Teachers shall be paid according to this pay scale:
1. Substitute teachers;
2. Part-time teachers working less than 30% of full time;
3. Teachers receiving a Maternity or Parental Leave top-up;
4. Term teachers who are contracted to work less than 60 days
This Auxiliary Agreement is attached to and forms part of the Collective Agreement between the Parties dated June 14, 2016.
CONCURRING SIGNATORIES
Dated at Swan River, Manitoba this 14th day of June, 2016.
Signed and agreed on behalf of the Division:
_________________________________________
Chairperson
_________________________________________
Secretary-Treasurer
Signed and agreed on behalf of the Association:
_________________________________________
President
THIS COLLATERAL AGREEMENT made this 14th day of June, 2016
BETWEEN:
THE SWAN VALLEY SCHOOL DIVISION
(hereinafter referred to as the “Division”)
OF THE FIRST PART,
- and -
THE SWAN VALLEY TEACHERS’ ASSOCIATION OF
THE MANITOBA TEACHERS’ SOCIETY
(hereinafter referred to as the “Association”)
OF THE SECOND PART.
WHEREAS pursuant to a certain collective agreement dated June 14, 2016, made between the Division and the Association, the Division has agreed to participate in the administration of the Manitoba Public School Employees Dental & Extended Health Benefits Plan (the “Plan”) for all of the eligible employees (the “Employees”) as described by the Manitoba Public School Employees Dental & Extended Health Benefits Plan Trust (the “Trust”) in the employ of the Division; and
WHEREAS the Division and the Association desire to set forth the terms and conditions under which the Division shall so participate in the administration of the Plan; and
WHEREAS pursuant to a certain agreement made between the Manitoba School Boards Association, the Manitoba Teachers’ Society and the Trust, the Trust is responsible for the formulation, implementation and operation of the Plan.
NOW THEREFORE THIS AGREEMENT WITNESSETH that in consideration of the premises and the mutual covenants herein contained, the parties hereto hereby agree as follows:
1. The preamble hereto shall form an integral part hereof.
2. The terms and conditions of the Plan shall be as formulated by the Trust.
3. Subject to the terms of the Agreement, the Division and the Association shall comply with any administrative or underwriting requirements in respect to the Plan stipulated by the Trust and/or by the insurer appointed by the Trust to administer the Plan.
4. The Division shall make the following payments:
a) Subject to paragraph (b) which follows, for September, 2014 the Division shall pay monthly
$73.25 on behalf of each Employee in respect of the Dental plan and/or $105.50 on behalf of each Employee in respect of the Extended Health plan, and $16.25 in respect of the Vision plan, said $73.25, $105.50, and $16.25 being the monthly rates for family coverage under each plan. Such payments shall be made to the Trust or to such party as the Trustees shall designate in writing.
Subject to paragraph (b) which follows, for September, 2015 the Division shall pay monthly
$74.75 on behalf of each Employee in respect of the Dental plan and/or $107.50 on behalf of each Employee in respect of the Extended Health plan, and $16.25 in respect of the Vision plan said $74.75, $107.50, and $16.25 being the monthly rates for family coverage under each plan. Such payments shall be made to the Trust or to such party as the Trustees shall designate in writing.
Subject to paragraph (b) which follows, for September, 2016 the Division shall pay monthly
$76.25 on behalf of each Employee in respect of the Dental plan and/or $112.50 on behalf of each Employee in respect of the Extended Health plan, and $16.25 in respect of the Vision plan said $76.25, $112.50, and $16.25 being the monthly rates for family coverage under each plan. Such payments shall be made to the Trust or to such party as the Trustees shall designate in writing.
b) Where an Employee is entitled to and has so elected for reduced coverage, as permitted under the terms of the Plan, that is, coverage for Employee and one dependent (spouse or child) only, or for Employee only, or for no coverage in the event of the Employee having alternate employer-sponsored group dental or health coverage, as the case may be, the Division shall pay to the employee the difference in the monthly rate under each plan between family coverage and the coverage elected by the Employee.
c) For each year thereafter, the Division shall pay monthly on behalf of each Employee an amount not to exceed the amount payable by the Division for each Employee in the preceding year (taking into account payments referred to in both sub-paragraphs (a) and (b) of this paragraph 4) increased or decreased by a percentage equivalent to the percentage negotiated or awarded on average for the salary schedule of the Employees in the current year.
5. It is understood and agreed by the Association that any eligible Employees employed on or after the effective date of the implementation of the Plan shall be required to participate in the Plan unless entitled to elect out of the Plan as may be permitted under the terms thereof.
6. This Agreement may be terminated by either of the parties hereto effective the first day of September of a particular calendar year provided that not less than 12 months written notice of such termination is given by the party terminating this Agreement to the other party hereto.
7. Any notice required or permitted to be given hereunder shall be deemed to be effectively given if mailed by registered mail, postage prepaid or delivered by bonded carrier to the parties at the following addresses:
To the Division:
SWAN VALLEY SCHOOL DIVISION
Box 995, 1481-3rd St. N.
Swan River MB R0L 1Z0
To the Association:
SWAN VALLEY TEACHERS’ ASSOCIATION
Box 457
Swan River MB R0L 1Z0
and if mailed as aforesaid, shall be deemed to have been given on the fifth business day next following that upon which the letter containing such notice was posted.
8. Time shall be of the essence of the Agreement which Agreement shall be governed by the laws of the Province of Manitoba.
9. This Agreement shall be binding upon and shall inure to the benefit of the parties hereto and their respective successors and assigns.
IN WITNESS WHEREOF the Division has caused its Corporate Seal to be hereunto affixed duly attested by the signatures of its proper officers in that behalf, the day and year first above written.
THE SWAN VALLEY SCHOOL DIVISION
_______________________________
Chairperson
______________________________
Secretary-Treasurer
IN WITNESS WHEREOF the Association has caused this Agreement to be executed as duly attested by the signatures of the proper officers of the Association.
THE SWAN VALLEY TEACHERS’ ASSOCIATION
_______________________________
President
______________________________
Secretary
LETTER OF AGREEMENT – MTS SHORT TERM DISABILITY PLAN
Between
The Swan Valley School Division
and
The Swan Valley Teachers’ Association
of the
Manitoba Teachers’ Society
Re: Implementation and Administration of the Manitoba Teachers’ Society Short Term Disability Plan
The Division agrees to administer the Manitoba Teachers’ Society Short Term Disability Plan effective when the new payroll system is implemented, no later than Fall Term 2017, under the following terms and conditions.
a) The Board shall deduct from teachers’ salaries the full premium costs prescribed by the Plan and shall forward such premiums on a monthly basis to the Plan.
b) All eligible teachers shall be enrolled in the Plan and shall participate in the Plan, in accordance with the terms and conditions of the Plan.
c) Any teacher entering the Division’s employ shall be enrolled automatically in the Plan and shall have deducted monthly from his/her salary the amount of premiums specified by the Plan.
d) The Board’s responsibility with respect to the administration of this Plan shall be limited to the following:
i) deducting premiums from the teachers;
ii) enrolling newly hired teachers in the Plan;
iii) completing a premium statement to accompany premium remittances;
iv) distributing plan information to teachers from time to time;
v) completing a Short Term Disability Notification Form and submitting it to the Plan when a teacher has been absent from teaching and where the sickness or disability may result in the filing of a claims or benefits, as per the requirement of the plan.
e) Save and except for the express responsibilities set out in d) of this article, the Association acknowledges and agrees that the Board neither has nor assumes any responsibility whatsoever with respect to any aspect of the Short Term Disability Plan.
f) The Association shall indemnify and save the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of premiums or exercise of other responsibilities with respect to the Short Term Disability Plan.
g) The Division shall refund to the Association 100% of the additional premium rebate under the Employment Insurance Commission Act as a result of the implementation and continuation of the Short Term Disability Plan.
Dated at Swan River, Manitoba this 14th day of June, 2016
Signed on behalf of the Swan Valley School Division:
__________________________
Chairperson
__________________________
Secretary–Treasurer
Signed on behalf of the Swan Valley Teachers’ Association:
__________________________
President
__________________________
Secretary
LETTER OF UNDERSTANDING
July 01, 2014 to June 30, 2018 Collective Agreement
Re Article 22: Interest on Retroactive Pay
1) This letter of Understanding shall apply for the period July 01, 2014 to June 30, 2018.
2) Interest on retroactive pay be waived for the July 01, 2014 to June 30, 2018 Collective Agreement.
___________________________ _____________________________
Swan Valley School Division Swan Valley Teachers’ Association
___________________________ ______________________________
Swan Valley School Division Swan Valley Teachers’ Association
______________________________
Collective Bargaining Chair
___June 14, 2016 June 14, 2016_______
Date Date
THIS COLLATERAL AGREEMENT made this 22nd day of June, 2020
BETWEEN:
THE SWAN VALLEY SCHOOL DIVISION
(hereinafter referred to as the “Division”)
OF THE FIRST PART,
- and -
THE SWAN VALLEY TEACHERS’ ASSOCIATION OF
THE MANITOBA TEACHERS’ SOCIETY
(hereinafter referred to as the “Association”)
OF THE SECOND PART.
WHEREAS pursuant to a certain collective agreement dated June 14, 2016, made between the Division and the Association, the Division has agreed to participate in the administration of the Manitoba Public School Employees Dental & Extended Health Benefits Plan (the “Plan”) for all of the eligible employees (the “Employees”) as described by the Manitoba Public School Employees Dental & Extended Health Benefits Plan Trust (the “Trust”) in the employ of the Division; and
WHEREAS the Division and the Association desire to set forth the terms and conditions under which the Division shall so participate in the administration of the Plan; and
WHEREAS pursuant to a certain agreement made between the Manitoba School Boards Association, the Manitoba Teachers’ Society and the Trust, the Trust is responsible for the formulation, implementation and operation of the Plan.
NOW THEREFORE THIS AGREEMENT WITNESSETH that in consideration of the premises and the mutual covenants herein contained, the parties hereto hereby agree as follows:
To the Division:
SWAN VALLEY SCHOOL DIVISION
Box 995, 1481-3rd St. N.
Swan River, MB R0L 1Z0
To the Association:
SWAN VALLEY TEACHERS' ASSOCIATION
Box 457
Swan River, MB R0L 1Z0
and if mailed as aforesaid, shall be deemed to have been given on the fifth business day next following that upon which the letter containing such notice was posted.
IN WITNESS WHEREOF the Division has caused its Corporate Seal to be hereunto affixed duly attested by the signatures of its proper officers in that behalf, the day and year first above written.
THE SWAN VALLEY SCHOOL DIVISION
________________________________
Chairperson
_________________________________
Secretary - Treasurer
IN WITNESS WHEREOF the Association has caused this Agreement to be executed as duly attested by the signatures of the proper officers of the Association.
THE SWAN VALLEY TEACHERS' ASSOCIATION
__________________________________
President
__________________________________
Secretary
LETTER OF AGREEMENT
Manitoba Public School Employees Dental and Extended Health Plan
Between
The Swan Valley School Division
and
The Swan Valley Teachers’ Association
of the
Manitoba Teachers’ Society
RE: Sept 2020 Salary grid net of Dental and Extended Health
The Division administers the Manitoba Public School Employees Dental and Extended Health Plan as per the Collateral Agreement dated June 14, 2016 for the members of the Swan Valley Teachers’ Association. Teachers who are participants in the Dental Plan and Extended Health shall be paid according to article 13 in the Collateral agreement. The following salary schedule reflects the provisions of article 13 of the Collateral Agreement for September 2020.
|
STEP |
EFFECTIVE SEPTEMBER 2020 |
PREMIUM: $2991 |
|||||
|
0 |
$ 34,853 |
$ 38,851 |
$ 44,675 |
$ 53,439 |
$ 56,970 |
$ 59,876 |
$ 63,257 |
|
1 |
$ 36,697 |
$ 40,979 |
$ 46,763 |
$ 56,189 |
$ 59,876 |
$ 63,423 |
$ 66,498 |
|
2 |
$ 39,798 |
$ 43,095 |
$ 48,858 |
$ 59,559 |
$ 63,423 |
$ 66,383 |
$ 69,728 |
|
3 |
$ 40,844 |
$ 45,169 |
$ 50,951 |
$ 62,632 |
$ 66,501 |
$ 69,709 |
$ 72,980 |
|
4 |
$ 42,633 |
$ 47,231 |
$ 53,055 |
$ 65,705 |
$ 69,572 |
$ 73,039 |
$ 76,205 |
|
5 |
$ 44,408 |
$ 49,293 |
$ 55,151 |
$ 68,784 |
$ 72,688 |
$ 76,368 |
$ 79,456 |
|
6 |
$ 45,572 |
$ 51,359 |
$ 57,246 |
$ 72,061 |
$ 75,972 |
$ 79,697 |
$ 82,693 |
|
7 |
$ 46,228 |
$ 53,439 |
$ 59,344 |
$ 75,348 |
$ 79,259 |
$ 83,023 |
$ 85,928 |
|
8 |
$ - |
$ 54,091 |
$ 61,437 |
$ 78,618 |
$ 82,544 |
$ 86,351 |
$ 89,159 |
|
9 |
$ - |
$ - |
$ 62,695 |
$ 81,901 |
$ 85,833 |
$ 89,681 |
$ 92,402 |
|
10 |
$ - |
$ - |
$ - |
$ 83,239 |
$ 88,512 |
$ 93,009 |
$ 97,570 |
Dated at Swan River, Manitoba this 22nd day of June, 2020
Signed on behalf of the Swan Valley School Division:
_________________________
Chairperson
_________________________
Secretary – Treasurer
Signed on behalf of the Swan Valley Teachers’ Association:
__________________________
President
__________________________
Secretary