This agreement shall come into force and take effect on the first day of July, 2018, and remain in force until June 30, 2022, and shall be automatically reviewed from year to year unless either party to the agreement gives the other party written notice by registered mail of a desire to terminate or amend the agreement. Should either party desire to terminate or amend this agreement, such party shall notify the other party of its intention not more than ninety (90) days and not less than thirty (30) days prior to the expiration date. The parties agree to meet within fourteen (14) days after notice has been given or such further time as the parties mutually agree upon.
Where the singular and feminine are used in this agreement, the same shall be construed as meaning the plural, or the masculine or the neuter where the context so admits or requires and the converse shall hold as applicable.
For the purpose of the agreement, members of the teaching staff shall be classified according to the classification awarded them by Manitoba Education under the Education Administration Act according to Regulation 515/88 and amendments thereto.
Effective for the 2018/2019 School Year
1.6 % Salary Increase
September 1/18 – June 30/19 $3,129 Annual Benefit Premium
|
I |
II |
III |
IV |
V |
VI |
VII |
0 |
36,670 |
40,742 |
45,890 |
55,150 |
58,992 |
62,296 |
65,839 |
1 |
38,351 |
43,029 |
48,343 |
58,276 |
62,268 |
65,393 |
69,327 |
2 |
40,041 |
45,323 |
50,795 |
61,404 |
65,542 |
69,083 |
72,819 |
3 |
41,727 |
47,612 |
53,246 |
64,531 |
68,820 |
72,485 |
76,312 |
4 |
43,418 |
49,899 |
55,696 |
67,656 |
72,092 |
75,875 |
79,802 |
5 |
45,106 |
52,185 |
58,151 |
70,781 |
75,372 |
79,276 |
83,293 |
6 |
46,790 |
54,478 |
60,602 |
73,909 |
78,645 |
82,665 |
86,786 |
7 |
48,479 |
56,749 |
63,059 |
77,034 |
81,921 |
86,063 |
90,282 |
8 |
|
|
65,499 |
80,167 |
85,196 |
89,455 |
93,768 |
9 |
|
|
|
83,290 |
88,476 |
92,855 |
97,261 |
10 |
|
|
|
86,420 |
91,740 |
96,247 |
100,739 |
|
|
|
|
|
|
|
|
Effective for the 2019/2020 School Year
1.4 % Salary Increase
September 1/19 – June 30/20 $3,177 Annual Benefit Premium
|
I |
II |
III |
IV |
V |
VI |
VII |
0 |
37,279 |
41,308 |
46,528 |
55,918 |
59,814 |
63,164 |
66,757 |
1 |
38,884 |
43,267 |
49,015 |
59,088 |
63,135 |
66,608 |
70,293 |
2 |
40,597 |
45,953 |
51,502 |
62,260 |
66,456 |
70,046 |
73,834 |
3 |
42,307 |
48,274 |
53,987 |
65,430 |
69,779 |
73,495 |
77,376 |
4 |
44,022 |
50,593 |
56,472 |
68,599 |
73,097 |
76,933 |
80,915 |
5 |
45,733 |
52,911 |
58,961 |
71,768 |
76,423 |
80,381 |
84,455 |
6 |
47,441 |
55,237 |
61,446 |
74,940 |
79,742 |
83,818 |
87,997 |
7 |
49,153 |
57,550 |
63,938 |
78,109 |
83,064 |
87,263 |
91,542 |
8 |
|
|
66,412 |
81,825 |
86,384 |
90,703 |
95,076 |
9 |
|
|
|
84,452 |
89,710 |
94,150 |
98,618 |
10 |
|
|
|
87,626 |
93,020 |
97,590 |
102,415 |
Effective for the 2020/2021 School Year
0.5 % Salary Increase
September 1/120 – June 30/21 $3,237 Annual Benefit Premium
|
I |
II |
III |
IV |
V |
VI |
VII |
0 |
37,321 |
41,470 |
46,717 |
56,153 |
60,069 |
63,436 |
67,046 |
1 |
39,034 |
43,801 |
49,216 |
59,339 |
63,407 |
66,897 |
70,601 |
2 |
40,756 |
46,139 |
51,716 |
62,527 |
66,744 |
70,352 |
74,159 |
3 |
42,475 |
48,472 |
54,213 |
65,713 |
70,084 |
73,819 |
77,719 |
4 |
44,198 |
50,802 |
56,710 |
68,898 |
73,418 |
77,274 |
81,275 |
5 |
45,917 |
53,132 |
59,212 |
72,082 |
76,761 |
80,739 |
84,833 |
6 |
47,634 |
55,469 |
61,709 |
75,270 |
80,096 |
84,193 |
88,393 |
7 |
49,355 |
57,793 |
64,214 |
78,455 |
83,435 |
87,655 |
91,955 |
8 |
|
|
66,699 |
81,647 |
86,772 |
91,113 |
95,508 |
9 |
|
|
|
84,830 |
90,114 |
94,577 |
99,067 |
10 |
|
|
|
88,020 |
93,441 |
98,034 |
102,611 |
Fall Term 2021 Salary Schedule to be adjusted by COLA and adjustments as provided by the applicable Collateral agreement for the MPSE Dental and Extended Health Plan. COLA to be determined as follows: In January 2022, or as soon as possible thereafter, when the 12 -month (January – December 2021) average annual Manitoba Statistics Canada Consumer Price Index (all Items) change is made known. The increase will be applied retroactively to September 1, 2021.
Principals shall receive a supervisory allowance as follows:
When assuming such duties, the acting principal shall receive a per diem allowance of $53.00. or 50% of the principal’s per diem allowance for the period of such absence, whichever is greater, for 2019/2020.
When assuming such duties, the acting principal shall receive a per diem allowance of $53.00 or 50% of the principal’s per diem allowance for the period of such absence, whichever is greater, for 2020/2021.
When assuming such duties, the acting principal shall receive a per diem allowance of $53.00 plus an increase of COLA as referenced in 4.01 or 50% of the principal’s per diem allowance for the period of such absence, whichever is greater, for 2021/2022.
$5,553 for 2018/19;
$5,631 for 2019/20;
$5,659 for 2021/22;
$5,659 plus an increase of COLA as referenced in 4.01 for 2021/22.
All schools in the division except Crystal Springs School shall have a full-time principal who is relieved of classroom teaching duties.
Effective the first day of the 2018/2019 school year, the Computer Coordinator shall receive, in addition to basic salary in accordance with the salary schedule of this collective agreement, an allowance of $6,162.00.
Effective the first day of the 2019/2020 school year, the Computer Coordinator shall receive, in addition to basic salary in accordance with the salary schedule of this collective agreement, an allowance of $6,248.00.
Effective the first day of the 2020/2021 school year, the Computer Coordinator shall receive, in addition to basic salary in accordance with the salary schedule of this collective agreement, an allowance of $6,280.00.
Effective the first day of the 2021/2022 school year, the Computer Coordinator shall receive, in addition to basic salary in accordance with the salary schedule of this collective agreement, an allowance of $6,280.00 plus an increase of COLA as referenced in 4.01.
The Administrator of Student Services is to be paid the per teacher amount for administrators for every teacher under his/her supervision, and in the event that an HSD principal is transferred into this position, the minimum guarantee would also apply.
Where a teacher is employed for the teaching of summer school courses, he/she is to be paid 50% of 1/n (where n = the number of days in the current school year as determined by the Minister responsible for Education) of each three (3) hour session.
Where a teacher is employed for the teaching of summer school courses, he/she is to be paid 1/n (where n = the number of days in the current school year as determined by the Minister responsible for Education) for each six (6) hour session.
Where a teacher is employed for the teaching of evening courses for Manitoba Education credit, he/she is to be paid an hourly rate equivalent to that of Article 4:06.
Teachers who, when authorized by motion of the division, use their car for divisional purposes shall be reimbursed for expenses in accordance with the Hanover School Division travel allowance policy.
Effective for the 2018/2019 – March 31, 2021
Class 1-3 $142.42 inclusive of holiday and vacation pay.
Class 4-7 $177.21 inclusive of holiday and vacation pay.
Effective for April 1, 2021 – December 31, 2021
Class 1-3 $147.46 inclusive of holiday and vacation pay.
Class 4-7 $183.48 inclusive of holiday and vacation pay.
Effective for January 1, 2022 – June 30, 2022
Class 1-3 $147.46 plus an increase of COLA as referenced in 4.01 inclusive of holiday and vacation pay.
Class 4-7 $183.48 plus an increase of COLA as referenced in 4.01 inclusive of holiday and vacation pay.
A substitute teacher shall be allowed one (1) day of sick leave with pay for each nine (9) consecutive days taught in that assignment. Sick leave days shall not accumulate from assignment to assignment.
The use of a sick leave day with pay shall not constitute an interruption of consecutive days of substitute teaching in an assignment.
Assignment shall mean consecutive teaching days in one (1) position.
A substitute teacher claiming sick leave may be required to provide proof of illness from a registered medical physician if requested to do so by the Superintendent or designate.
Hanover Teachers’ Association fees shall be deducted and remitted from a substitute teacher’s pay monthly. These fees shall be prorated on the basis of the number of days worked in a given month.
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 Manitoba Teachers’ Society or Hanover Teachers’ Association fees.
Article 1 Effective Period
Article 2 Interpretation
Article 3 Classification of Teachers* (As it related to Article 4:10 (d))
Article 4:01 Salary Schedule* (As it related to Article 4:10 (d))
Article 4:10 Substitute Teachers
Article 5:01 Credit for Past Experience* (As it related to Article 4:10 (d))
Article 5:02 Recognition for Related Work Experience* (As it related to Article 4:10 (d))
Article 5:04 Credit for Improved Qualifications* (As it related to Article 4:10 (d))
Article 9 Provision for Settlement of Dispute During Currency of Agreement
Article 11 Meal Period
The Division shall pay the members of the Association interest on the net amount of any retroactive 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. Interest shall be calculated at the rate set by the Bank of Canada. Whenever interest earned on retroactive pay is less than $2.00 for any teacher per negotiated agreement, this interest amount will be paid to the Hanover Teachers' Association instead of each individual teacher.
Teachers coming into the division shall be allowed one increment for each year of experience elsewhere. Teaching experience gained while on Letter of Authority will be recognized. Teaching experience gained while on permit will be recognized up to a maximum of two years. Experience gained while teaching in private schools where Manitoba Education, or equivalent, curriculum is being taught shall be recognized up to a maximum of four years, or Manitoba Education rating.
Effective September 2016, following a teacher's placement on the Salary Schedule in accordance with Article 4.00; a teacher shall advance to the next higher step on the salary schedule at the rate of one increment upon completion of the equivalent of ten months full time teaching service as recognized by Professional Certification and Student Records, until maximum is reached. The due date for increments shall be the first day of the teaching month next following the completion of this ten (10) months teaching service.
For the Vocational and Business Education teachers related work experience will be granted as follows:
Business Education: related work experience to be calculated from the time that a person was a qualified office employee or after having completed a Business Education training, or some other form of training acceptable to the board and teachers.
Vocational: related work experience to be calculated from the time he/she received his/her journeyman's license.
One increment will be granted for each year of related work experience up to three years, thereafter one increment will be granted for each two years of related work experience to a maximum of three increments - to a maximum of six increments for nine years of related work experience. Total number of increments shall not be greater than the required amount of increments needed to get a maximum salary.
In areas of employment in which a journeyman certificate is not issued related work experience shall be calculated from the time the person became qualified in the area of employment by virtue of the fact that the person held a position in the area of employment. However, only those years of employment in the particular area shall be counted as related work experience.
Applicable only to teachers having been on staff one year or more, unless the board requests a first year teacher in the division to take a specific course.
Academic Course: including degree credit professional courses, are described as those offered under the sponsorship of a University and which give credit towards a recognized degree by Manitoba Education.
The tuition fees, plus a negotiable expense allowance, will be paid to teachers who have been requested by the board to take a certain course. For those courses approved by the board, tuition fees only, will be paid. Teachers requesting approval will receive official notice one month after application.
These payments to be made in a lump sum, once only, upon presentation by the teacher of successful completion of course. This payment shall not apply in the case of a course that moves a teacher into the next higher classification.
Professional Courses: are described as those education courses offered under the sponsorship of Manitoba Education, Manitoba Teachers' Society or any other recognized group, but do not give credit towards a recognized degree by Manitoba Education. A Bursary of $100.00 for a 1.5 unit course and a Bursary of $200.00 for a 3 unit course shall be paid for each successfully completed professional course that has been recommended by the Superintendent and approved by the board prior to taking the course or for courses that have been taken at the request of the board. Teachers requesting approval for professional courses will receive official notice one month after application.
Where increased qualifications are secured which qualify a teacher for an advance on the salary schedule, the resulting increase in salary shall become effective from the first (1st) day of the month following that month in which evidence is filed with the Secretary-Treasurer of the Hanover School Division that such additional qualifications have been obtained. The onus shall be on the teacher to provide verification of academic and professional standing to Manitoba Education so appropriate placement on the salary classification schedule may be made; likewise such information shall be filed at the office of the Hanover School Division. Teachers who bring in their fall marks but are unable to get proper verification for change in class, will, upon proper verification be paid retroactive to the first day of the month, following that month in which the teacher produced his marks.
Onus of Proof: new teachers coming on staff, or teachers who have increased their qualifications which put them into the next higher class, must provide the division with proof from the Director of Teacher Training. Otherwise all cheques will be based on the teacher's previous standing. Transcripts from the University will not be accepted as proof, unless accompanied by a letter from the Director of Teacher Training.
The following shall be effective fall term 2016:
The Manitoba Teachers' Society membership fees shall be deducted from every teacher who has not given written notice to the board within ten (10) days of the current school year that he or she is not a member of the Manitoba Teachers' Society.
These deductions will be made in twelve (12) equal monthly instalments starting with the September cheque according to the scale of fees established by the Manitoba Teachers' Society. Each monthly instalment will be forwarded to the Manitoba Teachers' Society normally not later than the fifteenth (15th) day of the following calendar month.
The onus is on the teacher to make the necessary arrangements with the Manitoba Teachers' Society for rebates of deductions.
The Hanover Teachers’ Association fees will be deducted from the cheque of every teacher who has not given written notice to the Board before September 15th of each year that he or she is not a member of the Manitoba Teachers' Society. These deductions will be made in twenty-four (24) equal instalments over the course of the calendar year in accordance with the current rate of fees as set by the Association before the tenth (10th) day of October.
In consideration of the Division making the compulsory check-off of dues as herein provided, the Hanover Teachers’ Association agrees to and does indemnify and save the Division harmless for all claims, demands, actions and the proceeding of any kind and from all costs which may arise or be taken against the Division by reason of the Division making a compulsory check-off of the Hanover Teachers’ Association or Manitoba Teachers’ Society dues provided for in this article.
For the purpose of this article, a common-law spouse shall be defined as follows: Where an employee establishes that he or she has been residing with a person and has been publicly representing that person as his or her spouse for a period of not less than one (1) year, that person shall be deemed to be the common-law spouse of the employee.
For the purpose of this article, a common-law spouse shall be defined as follows: Where an employee establishes that he or she has been residing with a person and has been publicly representing that person as his or her spouse for a period of not less than one (1) year, that person shall be deemed to be the common-law spouse of the employee.
Sabbatical leave shall be paid according to the following formula: A teacher shall have been on staff for seven consecutive years. (Consecutive to mean that the teacher has not been under the employ of someone other than Hanover School Division.) The allowance paid during his/her leave shall be 50% of his/her basic salary, plus increments. (Principal's allowance not included.) Not more than 2% of the teachers on staff in the Division shall be eligible for leave in any one year. Leave shall be granted for further study only. Each teacher shall be required to return to the Division for three years after his/her one year of sabbatical leave. In the event that a teacher does not return after the leave, he/she shall be required to refund 100% of the sabbatical allowance. If the teacher leaves employment after one year of service, 2/3 of his/her allowance shall be refunded. If the teacher returns for two years only, he/she shall be required to refund 1/3 of his/her sabbatical allowance. Approval for leave may be granted by the Superintendent and the School Board. All applications for sabbatical leave shall be submitted to the Superintendent by the last teaching day in November. Approval or denial of such leave shall be decided by the last teaching day of December.
For greater certainty, a teacher who is receiving employment insurance benefits shall be entitled to:
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.
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.
Teachers shall not be granted personal leave on any in-service, parent teacher, or administration days, nor shall personal leave be granted to extend Spring, Summer, Christmas break periods, or long weekends.
In no event will more than 10% of the teachers per school be granted personal leave on any one (1) day. Requests for personal leave shall be made to the principal with as much notice as possible and will be dealt with on an as received basis.
A maximum of fifty (50) days in total may be taken for the purposes mentioned above during any school year by members of the Association. No additional leave of absence beyond fifty (50) days in a school year shall be taken for the purposes mentioned above except with the consent and approval of the Board.
Teachers shall not be granted personal leave on any in-service, parent teacher, or administration days, nor shall personal leave be granted to extend Spring, Summer, Christmas break periods.
In no event will more than 10% of the teachers per school (but not less than 2 teachers per school) be granted personal leave on any one day. Notwithstanding the above, for the day preceding a long weekend and the day immediately following a long weekend, no more than 5% of the teachers per school will be granted personal leave, and no teacher will be granted more than one personal leave day per long weekend.
Requests for personal leave shall be made to the principal with as much notice as possible and will be dealt with on an as received basis. In the case of an emergency the teacher shall contact their principal no later than 8:00 a.m. for the day the leave is being requested.
A maximum of three (3) personal leave days may be accumulated from year to year.
A teacher may apply for a one year leave of absence at no loss of tenure rights provided that:
Each teacher is entitled to use up to four (4) days of his/her sick leave per school year for a medical issue of an immediate family member.
A teacher who is summoned for jury duty or who receives a summons or subpoena to appear as a witness in a court proceeding, other than a court proceeding occasioned by the employee’s private or personal affairs, shall be granted a leave of absence without loss of pay for the required period of absence. All jury and witness fees, excluding expense reimbursements, received by the employee shall be remitted to the Division. The teacher shall have responsibility to provide to the Division satisfactory proof of the necessity of this absence. Absence from work shall be minimized. The employee shall immediately notify the Division upon becoming aware of his/her requirement to attend at court and keep the Division informed on their anticipated absence and return date.
Effective September 2015, a teacher who wishes to attend the birth of their child(ren) shall be entitled to a maximum of one (1) day leave at no deduction of salary. This day must be taken within one week following the birth.
Effective September 2015, any teacher who is adopting a child shall be entitled to a maximum of one (1) day leave at no deduction of salary. This day must be taken within one week following the adoption.
The Hanover School Division shall administer a voluntary Deferred Salary Leave Plan for the Hanover Teachers' Association of the Manitoba Teachers' Society.
Where there is a dispute between the parties to or persons bound by the agreement or on whose behalf it was entered into, concerning its content, meaning, application or alleged violation, the aggrieved party shall within sixty (60) teaching days of the event giving rise to the dispute or alleged violation, or within sixty (60) teaching days from the date on which the griever became aware of the event giving rise to the dispute or alleged violation, whichever is later, notify the other party in writing stating the nature and particulars of the dispute and the solution sought.
If the dispute is not settled within ten (10) teaching days from the date when the Association takes the matter up with the division or the division notified the Association in writing of its desire to have the difference negotiated, shall, upon the written request of either party be submitted to an arbitration board, consisting of three members. Nothing herein shall prohibit the parties from mutually agreeing on an extension of time beyond ten (10) days.
Each of the parties of the dispute, shall within seven (7) days of the date of the written request for arbitration appoint an arbitrator and shall notify the other party of the appointment. These two arbitrators within a further period of seven (7) days after their appointment, shall meet and select a chairman mutually satisfactory to both. Should the two arbitrators fail to agree upon a chairman within the required seven (7) days, either party may request the Labour Board to make the appointment of a chairman.
Nothing herein shall prohibit the parties from agreeing on a single arbitrator. If the parties so agree, the provisions of this Article relating to an Arbitration Board shall apply mutatis mutandis, to the single arbitrator.
Effective September 2015, except in cases of emergency, or unforeseen circumstances, every full-time teacher shall be entitled to an uninterrupted meal period between 11:00 a.m. and 2:00 p.m. each school day (the meal period for the SRSS teachers shall be between 10:15 a.m. and 12:45 p.m. for those teachers who start at 8:00 a.m.):
“Extra-curricular 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 or curriculum subjects 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, in-service sessions, marking and setting examinations, or marking school assignments.
A teacher who participates in extra-curricular activities shall be entitled to a paid leave of absence of on (1) day per school year, non-cumulative, provided that at least fifty (50) hours of extra-curricular duties are performed in that school year. Notwithstanding the above, a teacher who has contributed less than fifty (50) hours within a particular school year shall be allowed to carry over those hours for two consecutive school years.
In the case where the teacher accumulates sufficient hours to qualify for a day of leave in any school year, the teacher may choose to take the day in the following school year. The maximum leave allowed to be carried over by a teacher to the next school year shall be one day.
An extra-curricular activity is an activity which has received prior approval from the school principal.
In areas where a question arises regarding whether an activity would qualify under this clause, the school principal will consult with the Superintendent.
This leave may not be taken on any in-service, parent teacher, or administrative days. In no event will more than 10% of the teachers per school be granted personal leave on any one (1) day. Requests for personal leave shall be made to the principal with as much notice as possible and will be dealt with on an as received basis.
Where reference to “1/200” is made within this Collective Agreement, the parties agree it means: 1/n, where n = the number of days in the current school year as determined by the Minister responsible for Education.
Effective date of Association ratification:
Over the course of the school year, each teacher shall be entitled to an equivalent of six (6) regular teaching periods per six (6) day cycle for preparatory work as scheduled within their school timetable. Preparation time shall be scheduled in blocks of not less than thirty (30) minutes and be exclusive of recess.
Notwithstanding the above, the current duty schedule of one period every four days will remain in place at the SRSS.
Part time teachers will be provided preparation time on a pro-rated basis based upon the percentage of their teaching assignment.
It is expected and shall be the responsibility of each teacher to utilize the preparation time provided to them in a productive, efficient manner towards fulfilling the educational needs of his/her students. Teachers shall remain in their assigned school during their preparation time.
DATED at Steinbach, Manitoba, this __8th__ day of ___APRIL_____________, 2021.
SIGNED and AGREED on behalf of the Hanover School Division
Chairperson
Secretary-Treasurer
SIGNED and AGREED on behalf of the Hanover Teachers’ Association of the Manitoba Teachers' Society.
President
Collective Bargaining Chairperson
Schedule A
THIS COLLATERAL AGREEMENT made this 8th day of APRIL , 2021
BETWEEN:
THE HANOVER SCHOOL DIVISION
(hereinafter referred to as the “Division”)
OF THE FIRST PART,
- and -
THE HANOVER 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 April 8, 2021 , 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:
Subject to paragraph (b) which follows, for September, 2019 the Division shall pay monthly
$122.50 on behalf of each Employee in respect of the Dental plan and/or $126.00 on behalf of each Employee in respect of the Extended Health plan, and $16.25 on behalf of each employee in the Vision plan. Said $122.50, $126.00, 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, 2020 the Division shall pay monthly
$122.50 on behalf of each Employee in respect of the Dental plan and/or $131.00 on behalf of each Employee in respect of the Extended Health plan, and $16.25 on behalf of each employee in the Vision plan. Said $122.50, $131.00, 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.
To the Division:
HANOVER SCHOOL DIVISION
5 Chrysler Gate
Steinbach MB R5G 0E2
To the Association:
HANOVER TEACHERS’ ASSOCIATION
34 Purcell Avenue
Winnipeg MB R3G 1A1
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 HANOVER 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 HANOVER TEACHERS' ASSOCIATION
_________________________
President
_________________________
Collective Bargaining Chair
THIS AUXILIARY AGREEMENT made as of the __8th___ day of ___April___________, 2021
BETWEEN:
HANOVER SCHOOL DIVISION
(hereinafter referred to as the “Division”)
- and –
HANOVER TEACHERS’ ASSOCIATION OF
THE MANITOBA TEACHERS’ SOCIETY,
(hereinafter referred to as the “Association”)
WHEREAS pursuant to a certain collective agreement dated _April 8, 2021____________, the Division has agreed to participate in a number of insurance programs, including:
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 2018/19, 2019/20, 2020/21 school years which follow:
STEP |
EFFECTIVE JULY 1, 2018 (1.6%) |
||||||
0 |
$ 39,799 |
$ 43,871 |
$ 49,019 |
$ 58,279 |
$ 62,121 |
$ 65,425 |
$ 68,968 |
1 |
$ 41,480 |
$ 46,158 |
$ 51,472 |
$ 61,405 |
$ 65,397 |
$ 68,822 |
$ 72,456 |
2 |
$ 43,170 |
$ 48,452 |
$ 53,924 |
$ 64,533 |
$ 68,671 |
$ 72,212 |
$ 75,948 |
3 |
$ 44,856 |
$ 50,741 |
$ 56,375 |
$ 67,660 |
$ 71,949 |
$ 75,614 |
$ 79,441 |
4 |
$ 46,547 |
$ 53,028 |
$ 58,825 |
$ 70,785 |
$ 75,221 |
$ 79,004 |
$ 82,931 |
5 |
$ 48,235 |
$ 55,314 |
$ 61,280 |
$ 73,910 |
$ 78,501 |
$ 82,405 |
$ 86,422 |
6 |
$ 49,919 |
$ 57,607 |
$ 63,731 |
$ 77,038 |
$ 81,774 |
$ 85,794 |
$ 89,915 |
7 |
$ 51,608 |
$ 59,888 |
$ 66,188 |
$ 80,163 |
$ 85,050 |
$ 89,192 |
$ 93,411 |
8 |
|
|
$ 68,628 |
$ 83,296 |
$ 88,325 |
$ 92,584 |
$ 96,897 |
9 |
|
|
|
$ 86,419 |
$ 91,605 |
$ 95,984 |
$ 100,390 |
10 |
|
|
|
$ 89,549 |
$ 94,869 |
$ 99,376 |
$ 103,868 |
STEP |
EFFECTIVE JULY 1, 2019 (1.4%) |
||||||
0 |
$ 40,356 |
$ 44,485 |
$ 49,705 |
$ 59,095 |
$ 62,991 |
$ 66,341 |
$ 69,934 |
1 |
$ 42,061 |
$ 46,804 |
$ 52,192 |
$ 62,265 |
$ 66,312 |
$ 69,785 |
$ 73,470 |
2 |
$ 43,774 |
$ 49,130 |
$ 54,679 |
$ 65,437 |
$ 69,633 |
$ 73,223 |
$ 77,011 |
3 |
$ 45,484 |
$ 51,451 |
$ 57,164 |
$ 68,607 |
$ 72,956 |
$ 76,672 |
$ 80,553 |
4 |
$ 47,199 |
$ 53,770 |
$ 59,649 |
$ 71,776 |
$ 76,274 |
$ 80,110 |
$ 84,092 |
5 |
$ 48,910 |
$ 56,088 |
$ 62,138 |
$ 74,945 |
$ 79,600 |
$ 83,558 |
$ 87,632 |
6 |
$ 50,618 |
$ 58,414 |
$ 64,623 |
$ 78,117 |
$ 82,919 |
$ 86,995 |
$ 91,174 |
7 |
$ 52,330 |
$ 60,727 |
$ 67,115 |
$ 81,286 |
$ 86,241 |
$ 90,440 |
$ 94,719 |
8 |
|
|
$ 69,589 |
$ 84,462 |
$ 89,561 |
$ 93,880 |
$ 98,253 |
9 |
|
|
|
$ 87,629 |
$ 92,887 |
$ 97,327 |
$ 101,795 |
10 |
|
|
|
$ 90,803 |
$ 96,197 |
$ 100,767 |
$ 105,322 |
STEP |
EFFECTIVE JULY 1, 2020 (0.5%) |
||||||
0 |
$ 40,558 |
$ 44,707 |
$ 49,954 |
$ 59,390 |
$ 63,306 |
$ 66,673 |
$ 70,283 |
1 |
$ 42,271 |
$ 47,038 |
$ 52,453 |
$ 62,576 |
$ 66,644 |
$ 70,134 |
$ 73,838 |
2 |
$ 43,993 |
$ 49,376 |
$ 54,953 |
$ 65,764 |
$ 69,981 |
$ 73,589 |
$ 77,396 |
3 |
$ 45,712 |
$ 51,709 |
$ 57,450 |
$ 68,950 |
$ 73,321 |
$ 77,056 |
$ 80,956 |
4 |
$ 47,435 |
$ 54,039 |
$ 59,947 |
$ 72,135 |
$ 76,655 |
$ 80,511 |
$ 84,512 |
5 |
$ 49,154 |
$ 56,369 |
$ 62,449 |
$ 75,319 |
$ 79,998 |
$ 83,976 |
$ 88,070 |
6 |
$ 50,871 |
$ 58,706 |
$ 64,946 |
$ 78,507 |
$ 83,333 |
$ 87,430 |
$ 91,630 |
7 |
$ 52,592 |
$ 61,030 |
$ 67,451 |
$ 81,692 |
$ 86,672 |
$ 90,892 |
$ 95,192 |
8 |
|
|
$ 69,936 |
$ 84,884 |
$ 90,009 |
$ 94,350 |
$ 98,745 |
9 |
|
|
|
$ 88,067 |
$ 93,351 |
$ 97,814 |
$ 102,304 |
10 |
|
|
|
$ 91,257 |
$ 96,678 |
$ 101,271 |
$ 105,848 |
The parties have acknowledged that, without limiting the foregoing, the following classes of Teachers shall be paid according to this pay scale:
This Auxiliary Agreement is attached to and forms part of the Collective Agreement between the Parties dated April 8_, 2021.
CONCURRING SIGNATORIES
Dated at _Steinbach_________, Manitoba this 8th___ day of __April__________, 2021.
Signed and agreed on behalf of the Division:
_________________________________________
Chairperson
_________________________________________
Secretary - Treasurer
Signed and agreed on behalf of the Association:
_________________________________________
President
_________________________________________
Collective Bargaining Chair
THIS AUXILIARY AGREEMENT made as of the 7th day of February, 2022
BETWEEN:
HANOVER SCHOOL DIVISION
(hereinafter referred to as the “Division”)
- and -
HANOVER TEACHERS’ ASSOCIATION OF
THE MANITOBA TEACHERS’ SOCIETY,
(hereinafter referred to as the “Association”)
WHEREAS pursuant to a certain collective agreement dated April 8, 2021 the Division has agreed to participate in a number of insurance programs, including:
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 2021/22 school year which follows:
STEP |
EFFECTIVE JULY 1, 2021 (3.3%) |
||||||
0 |
$ 41,896 |
$ 46,183 |
$ 51,602 |
$ 61,350 |
$ 65,395 |
$ 68,873 |
$ 72,603 |
1 |
$ 43,666 |
$ 48,590 |
$ 54,184 |
$ 64,641 |
$ 68,843 |
$ 72,449 |
$ 76,274 |
2 |
$ 45,445 |
$ 51,005 |
$ 56,766 |
$ 67,934 |
$ 72,290 |
$ 76,018 |
$ 79,950 |
3 |
$ 47,220 |
$ 53,415 |
$ 59,346 |
$ 71,225 |
$ 75,741 |
$ 79,599 |
$ 83,628 |
4 |
$ 49,000 |
$ 55,823 |
$ 61,925 |
$ 74,515 |
$ 79,185 |
$ 83,168 |
$ 87,301 |
5 |
$ 50,777 |
$ 58,229 |
$ 64,509 |
$ 77,805 |
$ 82,638 |
$ 86,747 |
$ 90,976 |
6 |
$ 52,550 |
$ 60,643 |
$ 67,089 |
$ 81,098 |
$ 86,083 |
$ 90,315 |
$ 94,653 |
7 |
$ 54,327 |
$ 63,044 |
$ 69,676 |
$ 84,388 |
$ 89,532 |
$ 93,892 |
$ 98,334 |
8 |
|
|
$ 72,244 |
$ 87,685 |
$ 92,980 |
$ 97,463 |
$ 102,003 |
9 |
|
|
|
$ 90,973 |
$ 96,432 |
$ 101,042 |
$ 105,680 |
10 |
|
|
|
$ 94,268 |
$ 99,869 |
$ 104,613 |
$ 109,341 |
The parties have acknowledged that, without limiting the foregoing, the following classes of Teachers shall be paid according to this pay scale:
This Auxiliary Agreement is attached to and forms part of the Collective Agreement between the Parties dated April 8, 2021.
CONCURRING SIGNATORIES
Dated at Steinbach, Manitoba this 7th day of February, 2022.
Signed and agreed on behalf of the Division:
_________________________________________
Chairperson
_________________________________________
Secretary - Treasurer
Signed and agreed on behalf of the Association:
_________________________________________
President
_________________________________________
Secretary
THIS COLLATERAL AGREEMENT made this 7th day of February, 2022
BETWEEN:
THE HANOVER SCHOOL DIVISION
(hereinafter referred to as the “Division”)
OF THE FIRST PART,
- and -
THE HANOVER 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 April 8, 2021, 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:
HANOVER SCHOOL DIVISION
5 Chrysler Gate
Steinbach MB R5G 0E2
To the Association:
HANOVER TEACHERS’ ASSOCIATION
34 Purcell Avenue
Winnipeg MB R3G 1A1
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 HANOVER 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 HANOVER TEACHERS' ASSOCIATION
__________________________
President
__________________________
Secretary
LETTER OF AGREEMENT
Manitoba Public School Employees Dental and Extended Health Plan
Between
The Hanover School Division
and
The Hanover Teachers’ Association
of the
Manitoba Teachers’ Society
RE: Sept 2021 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 April 8, 2021 for the members of the Hanover Teachers’ Association. Teachers who are participants in the Dental Plan and Extended Health shall be paid according to article 4 in the Collateral agreement. The following salary schedule reflects the provisions of article 4 of the Collateral Agreement for September 2021.
STEP |
EFFECTIVE FALL TERM 2021 |
Premium: $3267 |
|||||
0 |
$ 38,629 |
$ 42,916 |
$ 48,335 |
$ 58,083 |
$ 62,128 |
$ 65,606 |
$ 69,336 |
1 |
$ 40,399 |
$ 45,323 |
$ 50,917 |
$ 61,374 |
$ 65,576 |
$ 69,182 |
$ 73,007 |
2 |
$ 42,178 |
$ 47,738 |
$ 53,499 |
$ 64,667 |
$ 69,023 |
$ 72,751 |
$ 76,683 |
3 |
$ 43,953 |
$ 50,148 |
$ 56,079 |
$ 67,958 |
$ 72,474 |
$ 76,332 |
$ 80,361 |
4 |
$ 45,733 |
$ 52,556 |
$ 58,658 |
$ 71,248 |
$ 75,918 |
$ 79,901 |
$ 84,034 |
5 |
$ 47,510 |
$ 54,962 |
$ 61,242 |
$ 74,538 |
$ 79,371 |
$ 83,480 |
$ 87,709 |
6 |
$ 49,283 |
$ 57,376 |
$ 63,822 |
$ 77,831 |
$ 82,816 |
$ 87,048 |
$ 91,386 |
7 |
$ 51,060 |
$ 59,777 |
$ 66,409 |
$ 81,121 |
$ 86,265 |
$ 90,625 |
$ 95,067 |
8 |
|
|
$ 68,977 |
$ 84,418 |
$ 89,713 |
$ 94,196 |
$ 98,736 |
9 |
|
|
|
$ 87,706 |
$ 93,165 |
$ 97,775 |
$ 102,413 |
10 |
|
|
|
$ 91,001 |
$ 96,602 |
$ 101,346 |
$ 106,074 |
Dated at Steinbach, Manitoba this 7th day of February, 2022
Signed on behalf of the Hanover School Division:
_________________________
Chairperson
__________________________
Secretary – Treasurer
Signed on behalf of the Hanover Teachers’ Association:
__________________________
President
___________________________
Secretary