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LAKESHORE TEACHERS' ASSOCIATION

EFFECTIVE PERIOD: 2018/07/01 - 2022/06/30

ARTICLE 1 - PURPOSE

It is the intent and purpose of the parties to the agreement to provide a basis for both parties to improve the professional services rendered to the students and citizens in the Lakeshore School Division and to negotiate working relations between the School Board of the Lakeshore School Division and the Lakeshore Teachers' Association of the Manitoba Teachers' Society by establishing an acceptable salary schedule as provided for in Section 2 of the Individual Statutory Contract and other conditions of engagement resulting from the operation of this agreement.

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ARTICLE 2 - EFFECTIVE PERIOD

This agreement shall come into force and take effect on this first day of July 2018 and shall remain in force until June 30, 2022. Thereafter it shall remain in force from year to year unless either party gives the other written notice by registered mail between April 1st and April 30th of a desire to terminate or amend the agreement as of June 30th of that year.  It is agreed that if notice is given, the parties will meet within 14 days of receipt of notice or within such further time as the parties may mutually agree upon.

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ARTICLE 3 – SALARIES

3.01 Payment of Salaries

  1. All salaries shall be paid in twenty-four (24) payments which are payable on the fifteenth (15th) day of each month, and on the last banking day of each month.

 

  1. Salaries are earned on the basis of four-tenths (4/10) for the fall term and six-tenths (6/10) for the spring term and shall be based on the salary schedule in effect for the teacher's classification.

 

  1. Adjustments in salary earned after September 1st shall be pro-rated over the remaining payments to the following August 31st.

 

  1. Teachers terminating employment in June shall be paid in full all salaries accrued at June 30th in accordance with the approved form of agreement.

 

  1. Teachers who commence employment or return to active employment following an unpaid leave of absence after the commencement of a school year shall be paid as follows:
  1. In the first month of employment, the salary shall be paid on the basis of the number of teaching days remaining in that month as a fraction of the total number of days in the current school year as prescribed by the Minister of Education and Training.
  2. For the balance of the school year, the pay installments shall be determined on the basis of the number of teaching days remaining in that school year as a fraction of the total number of days in the current school year as prescribed by the Minister of Education and Training divided by the number of pay days remaining to August 31st next.
  3. Thereafter, the teacher shall be paid in accordance with Article 3:  Payment of Salary.

 

  1. If a teacher's contract is terminated as provided therein or if a teacher commences a leave of absence without pay before the end of a 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 total number of days in the current school year as prescribed by the Minister of Education and Training.

 

  1. Adjustments in salary resulting from a change in a teacher's salary entitlement pursuant to this Agreement, shall be calculated and paid as follows:
  1. number of teaching days remaining in the current school year from the date of adjustment as a fraction of the total number of days in the school year as prescribed by the Minister of Education and Training times the adjusted salary rate in effect for that period of time. 
  2. For the balance of the school year, the pay installments shall be determined on the basis of the number of teaching days remaining in that school year as a fraction of the total number of days in the current school year as prescribed by the Minister of Education and Training divided by the number of pay days remaining to August 31st next.
  3. Thereafter, the teacher shall be paid in accordance with Article 3:  Payment of Salary.

 

  1. Note: Department of Education and Training is the term used throughout this Agreement to refer to Department of Education and Training, Manitoba Education Training and Youth, Manitoba Education, Citizenship and Youth or any other future change in name. Minister of Education and Training is the term used for the Government’s Minister responsible for public schools.
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3.02 Educational Qualifications

  1. For the purpose of this agreement the members of the teaching staff shall be classified according to the classification set forth in the Manitoba Regulations under the Public Schools Act, except herein as provided.

 

  1. Permit teachers will be classified one class lower than they would be with one year of teacher training.

 

  1. Classification of and Experience for Vocational Industrial Teachers:

A vocational industrial teacher who holds a Journeyman Certificate and who obtained from the Department of Education and Training of Manitoba at least a P1 rating will be classified as Class 4 by the Lakeshore School Division for salary purposes.  If the teacher rating for grant purposes by the Department of Education and Training is higher than Class 4, the teacher will be classified according to the Department rating.

A vocational industrial teacher who holds a Journeyman Certificate will be granted increments for "related work experience" up to a maximum of 6 years.  "Related work experience" shall be experience for which a Journeyman's Certificate was needed for the work performed. Experience beyond this definition may be granted at the discretion of the School Board. If a Vocational Industrial teacher with a Journeyman Certificate has taught elsewhere than in the Lakeshore School Division without at least one year of recognized teacher training by the Department of Education and Training, his/her teaching experience shall be recognized as "related experience only", and will be included in the maximum 6 years allowed for related experience.

If the above related experience clause will result in lower salary for any one of the Vocational Industrial teachers presently employed by the Lakeshore School Division, no cut in salary will be made.  However, there will be no salary increases granted until that teacher is entitled to higher salary because of further teaching experience.

A teacher who holds a permanent Vocational Industrial Certificate and a Bachelor of Education degree will be paid at the rate of Class 5 or according to the Department salary classification, whichever is higher.

 

  1. Except as otherwise provided in this agreement the corresponding classifications shall be as follows:

 

            Grant Code                               Division Classification

            P1A1                                        Class 1

            P1A2                                        Class 2

            P1A3                                        Class 3

            P1A4                                        Class 4

            P1A5, P2A4                              Class 5

            P1A6, P2A5                              Class 6

            P2A6                                        Class 7

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3.03 Salary Schedules

Salary schedules are to be found in Appendix “A” at the end of this agreement.

 

Effective:         

Fall Term 2018   1.6% increase to salaries and allowances

Fall Term 2019   1.4% increase to salaries and allowances

Fall Term 2020   0.5% increase to salaries and allowances                     

Fall Term 2021   COLA*

 

*Cost of Living Adjustment (COLA) to be determined as follows: in January 2022, or as soon as possible thereafter, when the 12 month (January to December 2021) average annual Statistics Canada consumer price index change is made known, the increase will be applied retroactively to September 1, 2021.              

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3.04 Placement on Salary Schedule

  1. For teachers on staff and for teachers coming on staff who have one or more years of teaching experience after certification and prior to joining the Lakeshore staff, and where such experience is approved and recognized by the Department of Education and Training, the minimum rates shall be increased by one increment on schedule for each year but not exceeding a maximum of their class.

 

  1. Any teacher who is on staff or is coming on staff between August 1st and December 31st shall receive his/her first increment of salary at the commencement of the following term (fall term). Any teacher who is on staff or is coming on staff between January 1st and June 30th shall receive his/her first increment in the following January.
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3.05 Administrative Allowances

Rate of pay effective the beginning of the Fall Term 2018:

 

In addition to his/her salary according to the basic salary schedule, principals and vice-principals shall receive the following allowances:

  1. Principals:

Effective September 2018, a principal shall receive a basic allowance of $849.02 plus $798.04 per full-time equivalent teacher in the school, to a maximum of $17.319.26 per year.

The principal shall not be included in the count of full-time equivalent teachers in the school.

 

  1. Vice-Principals:

A vice-principal shall receive an allowance equal to 50% of the principal's allowance in that school.

 

  1. Acting Principals:

In schools where there is no vice-principal appointed, or where the vice-principal is absent from the school on that day, an allowance shall be paid to a designated teacher when the principal is absent for a period of one-half (1/2) day or more.  This allowance shall be $3.25 per full-time equivalent teacher in the school per day, to a maximum of $37.02 per day.

 

  1. When the Division requests a principal to be absent from the building for a period of one-half day or more, a substitute will be provided, at the expense of the Division, to cover the teaching assignment of the acting principal.

 

  1. No percentage increase will be granted on the basic administrative allowances unless these basic allowances are negotiated.

Rate of pay effective the beginning of the Fall Term 2019:

 

In addition to his/her salary according to the basic salary schedule, principals and vice-principals shall receive the following allowances:

  1. Principals:

Effective September 2019, a principal shall receive a basic allowance of $860.91 plus $809.21 per full-time equivalent teacher in the school, to a maximum of $17,561.73 per year.

The principal shall not be included in the count of full-time equivalent teachers in the school.

 

  1. Vice-Principals:

A vice-principal shall receive an allowance equal to 50% of the principal's allowance in that school.

 

  1. Acting Principals:

In schools where there is no vice-principal appointed, or where the vice-principal is absent from the school on that day, an allowance shall be paid to a designated teacher when the principal is absent for a period of one-half (1/2) day or more.  This allowance shall be $3.30 per full-time equivalent teacher in the school per day, to a maximum of $37.54 per day.

 

  1. When the Division requests a principal to be absent from the building for a period of one-half day or more, a substitute will be provided, at the expense of the Division, to cover the teaching assignment of the acting principal.

 

  1. No percentage increase will be granted on the basic administrative allowances unless these basic allowances are negotiated.

Rate of pay effective the beginning of the Fall Term 2020:

 

In addition to his/her salary according to the basic salary schedule, principals and vice-principals shall receive the following allowances:

  1. Principals:

Effective September 2020, a principal shall receive a basic allowance of $865.21 plus $813.26 per full-time equivalent teacher in the school, to a maximum of $17,649.54 per year.

The principal shall not be included in the count of full-time equivalent teachers in the school.

 

  1. Vice-Principals:

A vice-principal shall receive an allowance equal to 50% of the principal's allowance in that school.

 

  1. Acting Principals:

In schools where there is no vice-principal appointed, or where the vice-principal is absent from the school on that day, an allowance shall be paid to a designated teacher when the principal is absent for a period of one-half (1/2) day or more.  This allowance shall be $3.32 per full-time equivalent teacher in the school per day, to a maximum of $37.73 per day.

 

  1. When the Division requests a principal to be absent from the building for a period of one-half day or more, a substitute will be provided, at the expense of the Division, to cover the teaching assignment of the acting principal.

 

  1. No percentage increase will be granted on the basic administrative allowances unless these basic allowances are negotiated.

Rate of pay effective the beginning of the Fall Term 2021:

 

In addition to his/her salary according to the basic salary schedule, principals and vice-principals shall receive the following allowances:

  1. Principals:

Effective September 2021, a principal shall receive a basic allowance of $ TBD as per COLA* plus $ TBD as per COLA*   per full-time equivalent teacher in the school, to a maximum of $ TBD as per COLA* per year.

The principal shall not be included in the count of full-time equivalent teachers in the school.

 

  1. Vice-Principals:

A vice-principal shall receive an allowance equal to 50% of the principal's allowance in that school.

 

  1. Acting Principals:

In schools where there is no vice-principal appointed, or where the vice-principal is absent from the school on that day, an allowance shall be paid to a designated teacher when the principal is absent for a period of one-half (1/2) day or more.  This allowance shall be $ TBD as per COLA* per full-time equivalent teacher in the school per day, to a maximum of $ TBD as per COLA* per day.

 

  1. When the Division requests a principal to be absent from the building for a period of one-half day or more, a substitute will be provided, at the expense of the Division, to cover the teaching assignment of the acting principal.

 

  1. No percentage increase will be granted on the basic administrative allowances unless these basic allowances are negotiated.

 

*Cost of Living Adjustment (COLA) to be determined as follows: in January 2022, or as soon as possible thereafter, when the 12 month (January to December 2021) average annual Statistics Canada consumer price index change is made known, the increase will be applied retroactively to September 1, 2021.  

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3.06 Substitute Teachers

  1. Daily Salary Schedule (inclusive of vacation pay):

Effective Date of Signing:

Class 3 and below Teachers:            $121.00

Class 4 and above Teachers:            $153.00

 

Effective September 1, 2021:            COLA*

*Cost of Living Adjustment (COLA) to be determined as follows: in January 2022, or as soon as possible thereafter, when the 12 month (January to December 2021) average annual Statistics Canada consumer price index change is made known, the increase will be applied retroactively to September 1, 2021.  

 

  1. A substitute teacher filling a position for the same teacher for a period of at least five (5) consecutive scheduled working days shall be termed extended substitute teaching.

Substitute teachers shall be paid at the daily rates in (a) above for the first five (5) days of extended substitute teaching and thereafter shall be paid according to qualifications and salary as in Article 3.02 and 3.04 (a). However, in no case shall a substitute teacher be paid on scale at a salary higher than that provided for at Class 5 maximum under the salary schedule. The rate of pay for the extended teaching assignment shall continue in effect until the end of the extended teaching assignment.

In-service days and/or Administrative days shall not constitute a break in the extended teaching assignment.

 

  1. Deduction of Manitoba Teachers’ Society Fees

Manitoba Teachers’ Society fees and Association fees shall be deducted from a substitute teacher’s pay monthly, based on the advice of MTS or the LTA. These fees shall be pro-rated 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 rising from the deduction of local Association fees or Manitoba Teachers’ Society fees.

 

  1. Sick Time  

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 assignment to assignment.

 

  1. Timetable

The timetable for a substitute teacher unless otherwise determined at the time of the assignment, or except in unforeseen circumstances, shall normally be the same as the timetable of the teacher who is being replaced.

 

  1. A substitute teacher is employed by the Division to either replace a regular teacher or fulfill an assignment which is less than twenty (20) days in duration.

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.

 

  1. Substitute Teacher’s Services Not Required
  1. A substitute teacher called into work for one half day or less shall be paid one half of the daily rate.
  2. A substitute teacher called in for greater than one half day up to a full day shall be paid the full daily rate.
  3. In the event of early dismissal for emergency reasons, substitute teachers will be paid full pay at the applicable rate of pay.
  4. A substitute teacher who is called to work and reports for that assignment finding that his or her services are not required shall be offered an alternative assignment in the same school.

 

  1. Employment Insurance
  1. The Record of Employment certificates for substitute teachers shall be issued by July 7 or on request.
  2. For purposes of Employment Insurance, the number of insurable hours to be reported shall be 9.1 hours per day.

 

  1. The provisions of the Collective Agreement do not apply to substitute teachers except as expressly provided for in Article 3.06, Substitute Teachers.

The following articles of the Collective Agreement apply to substitute teachers:

Article 1            Purpose

Article 2            Effective Period

Article 3.02        Educational Qualifications

Article 3.03        Salary Schedule

Article 3.04        Placement on Schedule

Article 3.08        Change in Classification

Article 7             Advertising of Positions

Article 8            Meal Period **

Article 11           Freedom From Violence

Article 13          Provision for Settlement of Differences (only for clauses which apply to substitute teachers)

 

The only matters which may be grieved under Article 13 (Provision for Settlement of Differences) 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.

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3.07 Part-Time Teachers

Teachers employed under contract on a part-time basis shall:

  1. be paid according to their qualifications as established in Article 3.02 and 3.04;
  2. be paid on a rate based on the fraction of time employed;
  3. the service of a part-time teacher shall be accumulated in the proportion of actual percentage of time employed in each school year.  Whenever a part-time teacher's accumulated service equals the equivalent of one full year or more, that teacher shall be reclassified to the next higher step of the schedule, on September 1st or January 1st next, whichever comes first.
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3.08 Change in Classification

The onus is on the teacher to give notice to the Division after earning credits which result in a change of classification.  The teacher should notify the division as soon as possible after such credit has been obtained.  In giving notice, the teacher must offer documentary evidence that his/her increased qualifications have been registered with the Teacher Certifications Record Branch.  When such evidence has been submitted, the salary change shall be paid retroactive to the month of the date on the university transcript indicating that the necessary credit has been obtained.

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3.09 Interest on Back Pay

The division will pay its teachers interest on the net amount of increases of any retroactive pay at the saving interest rate in the Canadian Imperial Bank of Commerce as of March 31st of the current year of the Agreement.  "Net amount of increases" is defined as being the actual net increases in pay that the teacher would have received on their monthly pay cheques if the settlement for the year would have been reached on March 31st of the negotiated year.

 

NOTE: For the purpose of this agreement only, interest on retroactive pay is waived.

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ARTICLE 4 - DEDUCTION OF FEES

4.01 Deduction of M.T.S. Fees

The Manitoba Teachers' Society membership fees shall be deducted from every teacher.

These deductions will be made in twenty (20) equal semimonthly installments starting in September according to the scale of fees established by the Manitoba Teachers' Society.  Each monthly installment will be forwarded to the Manitoba Teachers' Society normally not later than the fifteenth 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 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 fees.

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4.02 Deduction of Lakeshore Teachers' Association Fees

  1. Once each year the Lakeshore Teachers' Association of the Manitoba Teachers' Society will inform the School Division office of the amount to be deducted by registered mail and under the authority of the appropriate officers of the Association.
  2. The deduction of Association fees will be made at the end of the month of October.
  3. 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 Lakeshore Teachers’ Association fees.
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ARTICLE 5 – INSURANCE PLANS

5.01 Disability Benefits Plan

New teachers coming on staff will be required to join.

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5.02 Group Life Insurance Plan

  1. The Board will administer the Manitoba Public Employees Group Life Insurance Plan according to the terms and conditions of the Master Policy of the said plan.
  2. The employee's share of premiums shall be deducted at source for all participants in the plan.
  3. All teaching employees coming on staff on or after January 1, 1975 shall be required to participate in the plan.
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5.03 Dental Insurance

  1. Effective May 1, 1991, the Division will participate in the administration of the MSBA/MTS Dental Plan (the “Dental Plan”) in accordance with the terms and conditions of the Agreement entered into by the Division and the Association attached hereto as Schedule 1 (the “Dental Plan Agreement).
  2.  All employees covered by this Collective Agreement that are eligible under the terms of the Dental Plan shall be required to participate in the Dental Plan unless entitled to elect out of the Dental Plan as may be permitted under the terms thereof.
  3. The cost of the Dental Plan will be paid by the Division in accordance with the terms and conditions of the Dental Plan Agreement.
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5.04 Short Term Disability Plan

  1. The Division shall administer a Short Term Disability Insurance Plan for Teachers in the Division.

 

  1. All Teachers employed by the Division shall be required to participate in the plan.

 

  1. The full cost of the premiums shall be borne by the Teachers in the Division.

 

  1. The Division shall refund to the Association the whole of the additional rebate allowable under the Employment Insurance Commission Act.

 

  1. 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 action, legal or otherwise, arising from the operation of this Short Term Disability Insurance Plan.
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ARTICLE 6 – LEAVES OF ABSENCE

6.01 Bereavement/Compassionate Leave

  1. Each teacher in the Division shall be granted bereavement leave without loss of salary, to a maximum of five (5) days in the case of death of the teacher’s father, mother, spouse, son or daughter.
  2. Each teacher in the Division shall be granted bereavement leave without loss of salary, provided the Superintendent is notified prior to the leave, to a maximum of four (4) days in the case of death of the teacher’s brother, sister, parents-in-law, natural grandparents, grandchildren, and fiancé(e).  In each case a maximum of four (4) days leave shall be granted.
  3. Each teacher in the Division shall be granted bereavement leave without loss of salary, to a maximum of one (1) day in the case of death of the teacher’s sister-in-law, brother-in-law, grandparent-in-law, aunt, or uncle.
  4. Each teacher in the Division shall be granted two (2) days compassionate leave without loss of salary, provided the Superintendent is notified prior to the leave, in the case of a life-threatening illness of the teacher’s father, mother, son, daughter, brother, sister, spouse, parents-in-law, natural grandparents, grandchildren and fiancé(e).

Leave with or without salary for compassionate reasons not covered above may be granted at the discretion of the Board.

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6.02 Leave for Manitoba Teachers' Society Purposes

  1. A teacher who is a member of the Manitoba Teachers' Society Executive Committee, or any of the Society's authorized committees, or is an authorized representative or delegate of the Society, and who is authorized to attend a meeting of the committee(s) or to act as a representative, or delegate may be allowed at the discretion of the Board, without loss of salary, a leave of absence to a maximum of five (5) teaching days in any one school year, provided that the Board is notified prior to the leave and the Division is reimbursed for the cost of providing a substitute teacher.  A maximum of 40 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 40 days in a school year may be taken for the purposes mentioned above except with the consent and approval of the Board.

 

Effective Fall Term 2016:

  1. President’s Release Time
  1. Each school year, the Division shall provide release time of up to thirty (30%) percent to the President of the Association.
  2. The Association agrees to reimburse the Division with the replacement teacher’s cost and for any increased administrative allowances incurred during the leave taken by the President of the Association.
  3. Lakeshore Teachers’ Association shall notify the Division by May 15th if they intend to exercise the leave of absence for the President. The schedule for the leave shall be developed with the President, Principal of the school affected and the Superintendent.
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6.03 Examination Leave

On request, the teachers on staff shall be allowed a maximum of one day leave without loss of salary, for the writing of each university examination or other final assessment that falls on a school day, provided the examination or other final assessment is for a course leading to a higher classification on the basic schedule of the agreement or for a course that will permit a teacher to broaden his/her teaching experience.

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6.04 Parenting Leaves

  1. Every female teacher shall be entitled to maternity leave and every teacher shall be entitled to parental leave in accordance with this article.
  2. Except as otherwise provided herein the Manitoba Employment Standards Code will apply.
  3. 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.
  4. 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.
  5. In respect of the period of maternity leave, payments made according to the SUB Plan will consist of the following:
  1. For the first two weeks, payment equivalent to 90% of her gross salary, and
  2. Up to fifteen (15) additional weeks payment equivalent to the difference between the Employment Insurance benefit the employee is eligible to receive and 90% of her gross salary.
  1. A teacher taking parental 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.
  1. In respect of the period of adoptive/parental leave, payments made according to the SUB Plan will consist of the following:
  1. For the first two weeks, payment equivalent to 90% of gross salary, and
  2. Up to eight (8) additional weeks payment equivalent to the difference between the Employment Insurance benefit the employee is eligible to receive and 90% of gross salary.
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6.05 Paternity Leave

A teacher shall be granted two (2) days leave without loss of salary on the birth of his son or daughter if:

  1. the birth occurs during the time school is in session, or if
  2. the birth occurs on the last day of Christmas, spring, or summer break.

 

A teacher shall be granted one (1) day leave without loss of salary on the birth of his son or daughter if the birth occurs on the second last day of Christmas, spring, or summer break.

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6.06 Adoptive Leave

A teacher shall be granted two (2) days leave without loss of salary on the adoption of a child if:

  1. the adoption occurs during the time school is in session, or if
  2. the adoption occurs on the last day of Christmas, spring, or summer break.

 

A teacher shall be granted one (1) day leave without loss of salary on the adoption of a child if the adoption occurs on the second last day of Christmas, spring, or summer break.

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6.07 Sick Leave

  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 sick leave but subject to subsection (b), the leave shall not exceed twenty (20) teaching days in any school year.

 

  1. 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;

124 teaching days in the sixth year;

 

Effective Fall Term 2015: 126 days in the seventh and subsequent years;

Effective Fall Term 2016: 128 days in the seventh and subsequent years;

Effective Fall Term 2017: 130 days in the seventh and subsequent years.

 

  1. The teachers covered by this collective agreement agree to have their portion of the Reduced Premiums realized from the Employment Insurance Commission as the result of this extended sick leave coverage paid to the Lakeshore Teachers' Association during each January for the preceding year to be used for educational purposes.

 

  1. Teachers may be required, after three (3) consecutive days, to provide a medical note while away on sick leave. For extended sick leave, teachers may be required to provide medical updates to the employer on a regular basis to the Superintendent’s Department. All medical information will be safeguarded and kept confidential.

Upon returning to work after an extended sick leave, teachers shall be required to provide medical clearance to the Division which demonstrates their ability to return to their duties.

 

  1. Family Medical Leave

Each teacher shall be entitled to use up to five (5) days of his/her sick leave per school year to attend to the serious illness or injury or medical appointments of an emergent nature of that teacher's spouse, pre-school age or school age children, or parents.  Where such cases occur, and both parents of a particular child are teachers within the scope of this Agreement, both parents may not access the provisions of this paragraph concurrently.

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6.08 Leave for Jury and Witness Duty

A teacher who is subpoenaed for jury or witness duty by a court of law will be reimbursed for any loss of pay in excess of the stipends received from the court.  This shall be done when the teacher provides evidence to show the number of days involved and the amount of money received for the court duty.

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6.09 Personal Leave

Effective Fall Term 2011:

  1. With reasonable notice to the Superintendent, two days of personal leave with no loss of salary per school year shall be granted by the Superintendent.  Where notice for leave is less than 3 days prior to the day leave is requested, such leave shall be granted at the sole discretion of the Superintendent.

 

  1. Teachers shall not be granted personal leave on any in-service day, parent-teacher administration day, and pupil evaluation day set aside by the Division or school for pupil evaluation in which the teacher is involved, nor shall personal leave be granted to extend the Spring, Summer, or Christmas breaks.  However, no more than two (2) teachers in schools with more than 6 teachers, and no more than one (1) teacher in a school with less than 6 teachers shall be granted personal leave on any one day.

 

  1. Teachers will be allowed to carry over one day personal leave to the next school year. However, in no case will a teacher be allowed a total maximum accumulation greater than three days of personal leave in any school year.  Personal leave shall not be taken on consecutive workdays.
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6.10 Special Leave

The Division and the Association support in principle the concept that staff can benefit from exploring new learning experiences through a wide variety of opportunities.  The Division and the Association recognize the need for the public school system to provide teaching opportunities for new teachers entering the profession.

 

  1. Special leaves of absence may be granted by the school division to those Lakeshore School Division professional teaching staff who have the equivalent of ten (10) years of service with the Division.

 

  1. Special Leaves of Absence may be for a full year or less.

 

  1. No teacher shall be eligible for more than the equivalent of one year of Special Leave in any ten (10) year period of employment with the Lakeshore School Division.

 

  1. The maximum number of teachers on Special Leave in any given school year shall not exceed the full-time equivalent of three (3) teachers.

 

  1. A teacher granted a Special Leave of Absence shall be guaranteed his/her previous position in the same school.  In the event that the position has become redundant because of course cancellation and/or a reduction in enrolment, the teacher shall be guaranteed a similar position.

 

  1. A Special Leave of Absence shall not count as experience for increment purposes.

 

  1. A Special Leave of Absence being granted will be conditional upon the availability of a replacement first- or second-year teacher suitable to the Board.  The replacement teacher will sign a Form 2A Term Contract.

 

  1.  
  1. Income paid to a teacher during a whole year of Special Leave of Absence will be:

$26,112.65, effective the first (1st.) day of fall term, 2018; less prepaid premiums;

$26,478.23, effective the first (1st.) day of fall term, 2019; less prepaid premiums;

$26,610.62, effective the first (1st.) day of fall term, 2020; less prepaid premiums;

Effective the first (1st.) day of fall term, 2021;  COLA* as stated in Article 3.03

  1. Income paid to a teacher who takes less than a whole year leave shall be the total number of school days for which leave is granted divided by the number of days in the current school year as prescribed by the Minister of Education and Training multiplied by the annual Special Leave income, less prepaid premiums.
  1. Income as determined in (a) and (b) shall be paid in equal installments in accordance with the pay periods in effect during the leave.

 

  1. Income for the year of Special Leave of Absence shall be prorated to the contract time of the teacher at the time the Leave is requested:

            (e.g.)    A full-time teacher will receive 100% of salary as outlined.

                        A half-time teacher will receive 50% of salary as outlined.

 

  1. This Special Leave of Absence cannot be taken concurrently with any other Leave program.

 

  1. Teachers wishing to begin a Special Leave of Absence in any school year must apply in writing to the Superintendent on or before March 31st of the preceding school year.

 

  1. Upon receipt of the application for Special Leave of Absence by the Superintendent, the Superintendent will then convene a committee consisting of the Superintendent, one Board member and the Association President, that will review applications for the Leave, and make subsequent recommendations to the Board for final approval.
[View Clause]

6.11 Participation in Group Plans During Leave of Absence

Teachers who have been granted a Leave of Absence and are eligible to continue to participate, during their absence, in group payroll deduction benefit plans, may request in writing that the Division make premium payments under such plans.  The teacher wishing to commence a Leave of Absence shall prepay to the Division a sum of money equal to the total premium for the period of the Leave of Absence.  The Division shall thereupon make payment(s) under the plan(s) on behalf of the teacher during such Leave of Absence.  In the event of a rate change in any of the plans during the duration of the Leave, the Division shall inform the teacher of the additional sums of money necessitated by the change.  Failure on the part of the teacher to forward such sums necessitated by the change in rate shall be deemed to be notice that said teacher no longer wishes continuation of premium payments, and the Division shall give notice to the teacher of such discontinuation and forward to that teacher any residual monies to which the teacher may be entitled.

[View Clause]
[View Article]

ARTICLE 7 – ADVERTISEMENT OF POSITIONS

When a teaching position, except in specialized areas of French, home economics, industrial arts, vocational education, or resource, becomes vacant, the position will be advertised in each school for at least five (5) teaching days.

When administrative positions become vacant in any division schools, these positions will be advertised in all schools for at least ten (10) teaching days so that division teachers have the opportunity to apply.

[View Clause]
[View Article]

ARTICLE 8 – DUTY FREE LUNCH

Except in the case of emergency or unforeseen similar circumstances, all teachers shall be entitled to an uninterrupted meal period, of 55 minutes duration.  Such meal period shall be taken between 11:00 a.m. and 2:00 p.m. daily.

The majority of the teachers in a particular school and the administration responsible for that school may agree to a different arrangement respecting lunch periods, however such arrangement shall not exceed the 55 minutes duration.  Designated professional staff will be on call during this lunch period to deal with discipline, parent enquiries and other problems normally under the jurisdiction of a teacher.

[View Clause]
[View Article]

ARTICLE 9 – ADVANCE PAYMENTS TO NEWLY HIRED TEACHERS

All newly hired Form 2 teachers shall, upon request by the teacher, be advanced a net amount of $500.00 pro-rated based on full-time equivalents.  This advance will be deducted in full from the teacher's first pay cheque.  In the event the teacher does not have sufficient earnings in the first month of employment, the advance (or portion thereof still owing) will be deducted from subsequent pay cheques until the outstanding balance is nil.

[View Clause]
[View Article]

ARTICLE 10 – LAY-OFF

  1. When it is determined by the Board that a lay-off is necessary and where natural attrition, transfers, sabbaticals and leaves of absence do not effect the necessary reduction in staff, the Board shall develop a seniority list as hereinafter provided.  Such a list shall contain the names of those teachers having the least seniority identified in sufficient numbers to enable the Board to lay-off the required number of teachers.

 

  1. Notwithstanding the foregoing, the Board shall have the right to disregard the length of service of any teacher in the event of a lay-off, if such teacher does not have the necessary training, academic qualifications, experience and ability for a specific teaching assignment.

 

  1. 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 1st of each year. Teachers shall have until February 28th 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 7th by both parties in writing to be correct.  Any protest shall be limited to changes that have occurred since the last certified listing.
  1. Definitions:
  1. 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.

 

  1. Academic Qualifications: refers to the classification in which the teacher is placed by the Teachers' Certification and Records Branch of the Department of Education and Training.

 

  1. Experience: the practical application of the training over a period of time with respect to the particular subject or subjects.

 

  1. Ability: refers to a teacher's ability to perform a particular teaching assignment satisfactorily and proficiently after having acquired the necessary training, academic qualifications and experience.

 

  1.  
  1. Seniority for the purposes of this article is defined to mean the length of continuous teaching experience from the date of last hire with the Division on a current Form 2 contract, which shall be calculated from the first day the teacher was to begin actual teaching.

 

  1. Where the teachers have the same length of continuous equivalent teaching experience, the order of the seniority list shall be determined on the basis of total length of Form 2 employment with the Division.

 

  1. 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.

 

  1. 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.

 

  1. 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.

 

  1. A teacher will retain and accrue seniority if absent from work because of:
  1. illness or accident up to the maximum days accumulated under the provisions of the collective agreement;
  2. a leave of absence up to thirty (30) calendar days;
  3. maternity and/or parental leave under the provisions of the Employment Standards Act;
  4. a Special Leave of Absence under Article 13 of the collective agreement.

 

  1. A teacher shall retain but not accrue seniority if the teacher is:
  1. on leave of absence in excess of thirty (30) calendar days;
  2. laid-off for a period of time less than that set out in VII hereof;
  3. absent because of illness or accident for more than the maximum number of days accumulated under the provisions of the collective agreement;
  4. absent because the Division has granted more maternity and/or parental leave than required by the Employment Standards Act.

 

  1. Without limiting the generality of the foregoing, a teacher shall lose seniority and rights to further consideration for employment for any of the following reasons:
  1. the teacher resigns;
  2. the teacher is employed by another school board on a regular basis and on a Form 2 contract;
  3. the teacher fails to return to work after the termination of any leave granted by the Board;
  4. the teacher is not re-employed within one (1) calendar year after September 30th following the date of lay-off;
  5. the teacher's contract is terminated for cause.
  6. any teacher on the re-employment list who refuses to accept a position for which the teacher has the necessary training, academic qualifications, experience and ability to perform the work in the position offered shall forfeit all right to seniority and re-employment.

A teacher who has lost seniority as a result of the application of this article shall be notified as soon as possible that his/her teaching contract has been terminated

  1. In the event of a lay-off, the Board shall meet with the Executive of the Association to discuss the implications of the lay-off and shall provide the Association with a list of teachers to be laid-off.

 

  1. Notice of lay-off shall be given to the teacher by registered letter no later than the fifteenth (15th) day of May of any school year.  The teacher, within twenty (20) teaching days of receiving notice of lay-off, shall indicate, in writing by registered mail, his/her wish to be placed on the re-employment 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 re-employment list and the teacher shall lose seniority.

 

  1. If after lay-offs have occurred and for a period of one calendar year after the 30th day of September following the date of lay-off, positions become available, teachers who have been laid-off and have given written notice that they wish to be recalled shall be offered positions, providing such teachers have the necessary training, qualifications, ability, and experience for the position(s) 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.

 

  1. If a teacher is recalled as provided in (vii) above, the following will not be affected:
  1. accumulated sick leave;
  2. seniority gained prior to being laid off but seniority shall not be accrued for the period of time of the lay-off.

 

  1. If the Board terminates the contract of a teacher because that teacher is surplus, the Board shall, at the request of the teacher, provide him/her with a letter to this effect.

 

  1. Notwithstanding any other provisions in this article, the foregoing lay-off procedure shall not apply to teachers who have not completed more than one (1) full school year of employment under contract with the Division or to teachers employed on a fixed term contract (Form 2A) where during that term the teacher is employed on the understanding that such teacher will not, after the completion of such term, be employed by the Division.

 

  1. The Board may, at its discretion, exempt a principal or vice-principal from the provisions of this article in the case where the principal or vice-principal would be subject to lay-off in accordance with the provisions of the article.
[View Clause]
[View Article]

ARTICLE 11 – FREEDOM FROM VIOLENCE

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.

[View Clause]
[View Article]

ARTICLE 12 - TRANSFER

The Association recognizes the right of the Division to assign teachers employed by the Division to schools under its jurisdiction.  The Division shall provide to any teacher being considered for transfer an opportunity for consultation with respect to the transfer and the details of the intended assignment.  The most reasonable notice possible given the circumstances shall be provided to the teacher.  The right to transfer shall be exercised fairly and reasonably, having due regard for the educational needs of the Division, and the interests of the teacher involved.

[View Clause]
[View Article]

ARTICLE 13 - PROVISION FOR SETTLEMENT OF DIFFERENCES

Within 40 teaching days of the event giving rise to a dispute respecting an alleged violation of this agreement or respecting the content, meaning or application of the agreement (including a dispute as to whether or not the matter upon which the arbitration has been sought comes within the scope of the agreement), a party hereto, after exhausting any grievance procedure established hereby, if the dispute is not settled within ten (10) days, may notify the other party in writing of its desire to submit the dispute to arbitration.

Where a party gives notice to another party of its desire to submit the dispute to arbitration, the notice shall contain the name of the person appointed to the Board of Arbitration by the party giving notice.

A party to whom notice is given that another party desires to submit the dispute to arbitration shall, within ten days of receiving the notice, name the person whom it appoints to the Board of Arbitration who shall be the chairperson thereof.

When a party receiving notice that another party desires to submit a dispute to arbitration fails to appoint a member to the Board of Arbitration, or where the two appointees of the parties fail to agree on the appointment of the third member of the Board of Arbitration within the time specified, the Manitoba Labour Board may be requested by any party to the agreement to appoint a member on behalf of the party failing to make the appointment or to appoint a third member as the case may be, and, where the case requires, may be requested to appoint both.

The Board of Arbitration shall make its award within fourteen days after the appointment of the third member of the Board of Arbitration or within such longer period as may be agreed upon by the parties.

[View Clause]
[View Article]

ARTICLE 14 - EXTRA CURRICULAR ACTIVITIES

“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.

The parties acknowledge the importance of extra-curricular activities as an integral part of each student’s educational experience.  An eligible extra-curricular activity is an activity which has received prior approval from the school principal.

Commencing with the school year starting in September of 2015, and thereafter, in any school year (as per the Minister of Education and Training’s definition), a teacher will be entitled to a paid leave of absence of one-half day provided that he or she:

  1. perform 25 hours of eligible extra-curricular duties during a school year; to a maximum of 100 hours and;
  2. the date for such leave shall be agreed upon between the principal and the teacher;
  3. where the fifty (50) hours are not accumulated until after April 30th, a teacher shall be entitled to use a full day of leave prior to December 31st in the following school year.
  4. Extra-curricular leave shall not be taken on consecutive workdays.
  5. Teachers shall not be granted extra curricular leave on any in-service day, parent-teacher administration day, and pupil evaluation day set aside by the Division or school for pupil evaluation in which the teacher is involved.
[View Clause]
[View Article]

ARTICLE 15 - HOURS OF WORK

Effective Fall Term 2008, within the instructional day the Division shall provide a minimum of one hundred ten (110) minutes of preparation time for each full-time teacher per five (5) day cycle.

Preparation time shall be scheduled in blocks of not less than thirty (30) minutes and shall be exclusive of recess. Part time teachers shall be provided preparation time on a pro rated basis based on their percentage of contract.

Effective Fall Term 2009, within the instructional day the Division shall provide a minimum of one hundred thirty (130) minutes of preparation time for each full-time teacher per five (5) day cycle.

Effective June 30, 2010, and thereafter, within the instructional day the Division shall provide a minimum of one hundred fifty (150) minutes of preparation time for each full-time teacher per five (5) day cycle.

[View Clause]
[View Article]

ARTICLE 16 - Complaints

Any complaints concerning teachers must be addressed as follows:

  1. School Level:
  1. Meet with the teacher against whom the complaint is made. 
  2. If the meeting with the teacher does not result in a resolution, both parties would then meet with the school principal.
  3. The principal shall document the particulars of the complaint and provide a copy to all parties.

 

  1. Divisional Level:
  1. If meetings at the school level do not lead to a satisfactory resolution, documentation from 1.c) shall be submitted to the Superintendent prior to a meeting with the Superintendent.
  2. If after consultation with the Superintendent, the situation has not been resolved, contact with the Board of Trustees should be made.

 

  1. Sub-sections 1 and 2 shall apply under all circumstances except in the case of an urgent situation affecting the welfare of the Division, or of a student or students, or of a teacher.

 

  1. For the purpose of this Article, complaint shall mean an issue not related to the employer/teacher relationship.

THIS AGREEMENT is by and between the Lakeshore School Division and the Lakeshore Teachers’ Association of the Manitoba Teachers’ Society.

 

DATED at Eriksdale, Manitoba this 27th day of  April, 2021.

 

Signed and agreed on behalf of the Lakeshore School Division.

________________________________________

Chairperson of the Board

_______________________________________

Secretary-Treasurer

 

Signed and agreed on behalf of the Lakeshore Teachers' Association of the Manitoba Teachers' Society.

________________________________________

President/Collective Bargaining Chairperson

________________________________________

Secretary

[View Clause]
[View Article]

MEMORANDUM OF AGREEMENT

Memorandum of Agreement between

The Lakeshore School Division

and

The Lakeshore Teachers’ Association

of The Manitoba Teachers’ Society

The parties agree to the following application rules, terms and conditions clarifying the Maternity Leave Supplemental Unemployment Benefit Plan per Article 6.04.

 

  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).

 

  1. 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 6.04.

 

  1. 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.

 

  1. 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.

 

  1. The qualifying period of seven teaching months must be seven consecutive teaching months in the employ of the Lakeshore 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 seven month qualifying period.

 

  1. 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.

THIS AGREEMENT is by and between the Lakeshore School Division and the Lakeshore Teachers’ Association of the Manitoba Teachers’ Society.

 

DATED at Eriksdale, Manitoba this 27th day of  April, 2021.

 

Signed and agreed on behalf of the Lakeshore School Division.

________________________________________

Chairperson of the Board

________________________________________

Secretary-Treasurer

 

Signed and agreed on behalf of the Lakeshore Teachers' Association of the Manitoba Teachers' Society.

________________________________________

President/Collective Bargaining Chair

________________________________________

Secretary

[View Clause]
[View Article]

APPENDIX "A"

Year 1: 2018-19       1.6%

Increase

        

 

­

Years

Class 1

Class 2

Class 3

Class 4

Class 5

Class 6

Class 7

Experience

              

0

38,498

42,615

47,698

56,799

60,633

63,867

67,270

1

40,174

44,583

49,870

59,881

63,866

67,227

70,704

2

41,851

46,550

52,005

62,957

67,093

70,578

74,134

3

43,522

48,518

54,152

66,043

70,325

73,927

77,473

4

45,199

50,489

56,296

69,121

73,555

77,287

80,995

5

46,875

52,459

58,272

72,203

76,794

80,643

84,418

6

48,555

54,421

60,574

75,285

80,025

83,999

87,856

7

50,229

56,394

62,715

78,361

83,260

87,355

91,288

8

  

58,360

64,858

81,444

86,487

90,703

94,716

9

    

66,997

84,521

89,725

94,068

98,155

10

      

87,601

92,952

97,419

101,587

 

Year 2: 2019-20       1.4%

Increase

          

Years

Class 1

Class 2

Class 3

Class 4

Class 5

Class 6

Class 7

Experience

              

0

39,037

43,212

48,366

57,595

61,482

64,761

68,212

1

40,736

45,207

50,568

60,719

64,760

68,168

71,694

2

42,437

47,202

52,733

63,839

68,032

71,567

75,172

3

44,132

49,197

54,910

66,968

71,310

74,962

78,558

4

45,832

51,196

57,084

70,088

74,585

78,369

82,129

5

47,531

53,194

59,087

73,214

77,869

81,772

85,600

6

49,234

55,183

61,422

76,339

81,146

85,175

89,086

7

50,932

57,184

63,593

79,458

84,426

88,578

92,566

8

  

59,177

65,766

82,584

87,698

91,973

96,042

9

    

67,935

85,704

90,981

95,385

99,529

10

      

88,827

94,253

98,783

103,009

 

Year 3: 2020-21       0.5%

Increase

          

Years

Class 1

Class 2

Class 3

Class 4

Class 5

Class 6

Class 7

 

Experience

 

 

 

 

 

 

 

 

0

39,232

43,428

48,608

57,883

61,789

65,085

68,553

1

40,940

45,433

50,820

61,023

65,084

68,509

72,053

2

42,649

47,438

52,997

64,158

68,372

71,924

75,548

3

44,352

49,443

55,184

67,302

71,667

75,337

78,950

4

46,061

51,452

57,369

70,439

74,958

78,761

82,539

5

47,769

53,460

59,383

73,580

78,259

82,181

86,028

6

49,481

55,459

61,729

76,720

81,551

85,601

89,531

7

51,187

57,470

63,911

79,855

84,848

89,021

93,028

8

 

59,473

66,095

82,997

88,136

92,433

96,522

9

 

 

68,275

86,133

91,436

95,862

100,027

10

 

 

 

89,271

94,724

99,277

103,524
[View Clause]
[View Article]

AUXILIARY AGREEMENT

THIS AUXILIARY AGREEMENT made as of the 27th day of April, 2021

BETWEEN:

LAKESHORE SCHOOL DIVISION

(hereinafter referred to as the “Division”)

- and -

LAKESHORE TEACHERS’ ASSOCIATION OF

THE MANITOBA TEACHERS’ SOCIETY,

(hereinafter referred to as the “Association”)

WHEREAS pursuant to a certain collective agreement dated July 1, 2018 to June 30, 2022, 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 /2019, 2019/2020, 2020/21, and 2021/22 school years which follow:

Year 1: 2018-19

          

1.6% increase

Years Experience

Class 1

Class 2

Class 3

Class 4

Class 5

Class 6

Class 7

0

35,069

39,186

44,269

53,370

57,204

60,438

63,841

1

36,745

41,154

46,441

56,452

60,437

63,798

67,275

2

38,422

43,121

48,576

59,528

63,664

67,149

70,705

3

40,093

45,089

50,722

62,614

66,896

70,498

74,044

4

41,770

47,060

52,866

65,692

70,126

73,858

77,566

5

43,446

49,030

54,842

68,774

73,365

77,214

80,989

6

45,126

50,992

57,145

71,856

76,596

80,570

84,427

7

46,800

52,965

59,286

74,932

79,831

83,926

87,859

8

  

54,931

61,430

78,015

83,058

87,274

91,287

9

    

63,568

81,092

86,296

90,639

94,726

10

      

84,172

89,523

93,990

98,158

Year 2: 2019-20

          

1.4% increase

Years Experience

Class 1

Class 2

Class 3

Class 4

Class 5

Class 6

Class 7

0

35,734

39,909

45,063

54,292

58,179

61,458

64,909

1

37,433

41,904

47,265

57,416

61,457

64,865

68,391

2

39,134

43,899

49,430

60,536

64,729

68,264

71,869

3

40,829

45,894

51,607

63,665

68,007

71,659

75,255

4

42,529

47,893

53,781

66,785

71,282

75,066

78,825

5

44,228

49,891

55,784

69,911

74,566

78,469

82,297

6

45,931

51,879

58,119

73,036

77,843

81,872

85,783

7

47,629

53,881

60,290

76,155

81,123

85,275

89,263

8

  

55,874

62,463

79,281

84,395

88,670

92,739

9

    

64,632

82,401

87,678

92,082

96,226

10

      

85,524

90,950

95,480

99,706
               

Year 3: 2020-21

          

0.5% increase

Years

              

Experience

Class 1

Class 2

Class 3

Class 4

Class 5

Class 6

Class 7

0

36,025

40,221

45,401

54,676

58,582

61,878

65,346

1

37,733

42,226

47,613

57,816

61,877

65,302

68,846

2

39,442

44,231

49,790

60,951

65,165

68,717

72,341

3

41,145

46,236

51,977

64,095

68,460

72,130

75,743

4

42,854

48,245

54,162

67,232

71,751

75,554

79,332

5

44,562

50,253

56,176

70,373

75,052

78,974

82,821

6

46,274

52,252

58,522

73,513

78,344

82,394

86,324

7

47,980

54,263

60,704

76,648

81,641

85,814

89,821

8

  

56,266

62,888

79,790

84,929

89,226

93,315

9

    

65,068

82,926

88,229

92,655

96,820

10

      

86,064

91,517

96,070

100,317

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 July 1, 2018 to June 30, 2022.

 

CONCURRING SIGNATORIES

 

Dated at Eriksdale, Manitoba this 27th 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

                                                                    

Secretary

[View Clause]
[View Article]

Auxiliary Agreement

THIS AUXILIARY AGREEMENT made as of the 27th day of April, 2021

BETWEEN:

LAKESHORE SCHOOL DIVISION

(hereinafter referred to as the “Division”)

- and -

LAKESHORE TEACHERS’ ASSOCIATION OF

THE MANITOBA TEACHERS’ SOCIETY,

(hereinafter referred to as the “Association”)

WHEREAS pursuant to a certain collective agreement dated April 27, 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, and 2020/21 school years which follow:

STEP

EFFECTIVE JULY 1, 2018 (1.6%)

      

0

 $       38,498

 $        42,615

 $        47,698

 $       56,799

 $         60,633

 $        63,867

 $       67,270

1

 $       40,174

 $        44,583

 $        49,869

 $       59,881

 $         63,866

 $        67,227

 $       70,704

2

 $       41,851

 $        46,550

 $        52,005

 $       62,957

 $         67,093

 $        70,578

 $       74,134

3

 $       43,522

 $        48,518

 $        54,152

 $       66,043

 $         70,325

 $        73,927

 $       77,473

4

 $       45,199

 $        50,489

 $        56,296

 $       69,121

 $         73,555

 $        77,287

 $       80,995

5

 $       46,875

 $        52,459

 $        58,272

 $       72,203

 $         76,794

 $        80,643

 $       84,418

6

 $       48,555

 $        54,421

 $        60,574

 $       75,285

 $         80,025

 $        83,999

 $       87,856

7

 $       50,229

 $        56,394

 $        62,715

 $       78,361

 $         83,260

 $        87,355

 $       91,288

8

 

 $        58,360

 $        64,858

 $       81,444

 $         86,487

 $        90,703

 $       94,716

9

 

 

 $        66,997

 $       84,521

 $         89,725

 $        94,068

 $       98,155

10

 

 

 

 $       87,601

 $         92,952

 $        97,419

 $     101,587

               

STEP

EFFECTIVE JULY 1, 2019 (1.4%)

      

0

 $       39,037

 $        43,212

 $        48,366

 $       57,595

 $         61,482

 $        64,761

 $       68,212

1

 $       40,736

 $        45,207

 $        50,568

 $       60,719

 $         64,760

 $        68,168

 $       71,694

2

 $       42,437

 $        47,202

 $        52,733

 $       63,839

 $         68,032

 $        71,567

 $       75,172

3

 $       44,132

 $        49,197

 $        54,910

 $       66,968

 $         71,310

 $        74,962

 $       78,558

4

 $       45,832

 $        51,196

 $        57,084

 $       70,088

 $         74,585

 $        78,369

 $       82,128

5

 $       47,531

 $        53,194

 $        59,087

 $       73,214

 $         77,869

 $        81,772

 $       85,600

6

 $       49,234

 $        55,183

 $        61,422

 $       76,339

 $         81,146

 $        85,175

 $       89,086

7

 $       50,932

 $        57,184

 $        63,593

 $       79,458

 $         84,426

 $        88,578

 $       92,566

8

 

 $        59,177

 $        65,766

 $       82,584

 $         87,698

 $        91,973

 $       96,042

9

 

 

 $        67,935

 $       85,704

 $         90,981

 $        95,385

 $       99,529

10

 

 

 

 $       88,827

 $         94,253

 $        98,783

 $     103,009

               

STEP

EFFECTIVE JULY 1, 2020 (0.5%)

      

0

 $       39,232

 $        43,428

 $        48,608

 $       57,883

 $         61,789

 $        65,085

 $       68,553

1

 $       40,940

 $        45,433

 $        50,820

 $       61,023

 $         65,084

 $        68,509

 $       72,053

2

 $       42,649

 $        47,438

 $        52,997

 $       64,158

 $         68,372

 $        71,924

 $       75,548

3

 $       44,352

 $        49,443

 $        55,184

 $       67,302

 $         71,667

 $        75,337

 $       78,950

4

 $       46,061

 $        51,452

 $        57,369

 $       70,439

 $         74,958

 $        78,761

 $       82,539

5

 $       47,769

 $        53,460

 $        59,383

 $       73,580

 $         78,259

 $        82,181

 $       86,028

6

 $       49,481

 $        55,459

 $        61,729

 $       76,720

 $         81,551

 $        85,601

 $       89,531

7

 $       51,187

 $        57,470

 $        63,911

 $       79,855

 $         84,848

 $        89,021

 $       93,028

8

 

 $        59,473

 $        66,095

 $       82,997

 $         88,136

 $        92,433

 $       96,522

9

 

 

 $        68,275

 $       86,133

 $         91,436

 $        95,862

 $     100,027

10

 

 

 

 $       89,271

 $         94,724

 $        99,277

 $     103,524

 

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 April 27th, 2021.

 

CONCURRING SIGNATORIES

 

Dated at Eriksdale, Manitoba this 27th day of April, 2021

 

Signed and agreed on behalf of the Division:

_________________________________________

Chairperson

_________________________________________

Secretary - Treasurer

 

Signed and agreed on behalf of the Association:

_________________________________________

President

_________________________________________

Secretary

[View Clause]
[View Article]

Collateral Agreement

THIS COLLATERAL AGREEMENT made this 27th day of April, 2021

BETWEEN:

THE LAKESHORE SCHOOL DIVISION

(hereinafter referred to as the “Division”)

OF THE FIRST PART,

- and -

THE LAKESHORE 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 27, 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 Benefits 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.

 

  1. The terms and conditions of the Plan shall be as formulated by the Trust.

 

  1. 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.

 

  1. The Division shall make the following payments:
  1. Subject to paragraph (b) which follows, for the following years, the Division shall pay monthly for September 2018, $145.50 on behalf of each Employee in respect of the Dental plan and/or $124.00 on behalf of each Employee in respect of the Extended Health plan, and $16.25 on behalf of each Employee in respect of the Vision plan said $145.50, $124.00, 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 the following years, the Division shall pay monthly for September 2019, $133.00 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 respect of the Vision plan said $133.00, $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 the following years, the Division shall pay monthly for September 2020, $120.00 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 respect of the Vision plan said $120.00, $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.

  1. 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.
  1. 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.
  1. 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.

 

  1. 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.

 

  1. 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:

                        LAKESHORE SCHOOL DIVISION

                        Box 100   23 Second Avenue

                        Eriksdale MB   R0C 0W0

 

                        To the Association:

                         LAKESHORE TEACHERS’ ASSOCIATION

                         C/O Box 357

                          Fisher Branch MB    R0C 0Z0

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.

 

  1. Time shall be of the essence of the Agreement which Agreement shall be governed by the laws of the Province of Manitoba.

 

  1. 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 LAKESHORE 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 LAKESHORE TEACHERS' ASSOCIATION

______________________________

President

_______________________________

Secretary 

 

[View Clause]
[View Article]

Letter of Agreement

LETTER OF AGREEMENT 

Manitoba Public School Employees Dental and Extended Health Plan

Between

The Lakeshore School Division

and

The Lakeshore Teachers’ Association

of the

Manitoba Teachers’ Society

RE: September 2018, 2019, and 2020 Salary grids 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 27, 2021 for the members of the Lakeshore 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 2020.

STEP

EFFECTIVE SEPTEMBER 2018

Premium: $3429

    

0

 $  35,069

 $  39,186

 $  44,269

 $  53,370

 $  57,204

 $  60,438

 $     63,841

 

1

 $  36,745

 $  41,154

 $  46,440

 $  56,452

 $  60,437

 $  63,798

 $     67,275

 

2

 $  38,422

 $  43,121

 $  48,576

 $  59,528

 $  63,664

 $  67,149

 $     70,705

 

3

 $  40,093

 $  45,089

 $  50,723

 $  62,614

 $  66,896

 $  70,498

 $     74,044

 

4

 $  41,770

 $  47,060

 $  52,867

 $  65,692

 $  70,126

 $  73,858

 $     77,566

 

5

 $  43,446

 $  49,030

 $  54,843

 $  68,774

 $  73,365

 $  77,214

 $     80,989

 

6

 $  45,126

 $  50,992

 $  57,145

 $  71,856

 $  76,596

 $  80,570

 $     84,427

 

7

 $  46,800

 $  52,965

 $  59,286

 $  74,932

 $  79,831

 $  83,926

 $     87,859

 

8

 

 $  54,931

 $  61,429

 $  78,015

 $  83,058

 $  87,274

 $     91,287

 

9

 

 

 $  63,568

 $  81,092

 $  86,296

 $  90,639

 $     94,726

 

10

 

 

 

 $  84,172

 $  89,523

 $  93,990

 $     98,158

 
               

 

STEP

EFFECTIVE SEPTEMBER 2019

Premium: $3303

    

0

 $  35,734

 $  39,909

 $  45,063

 $  54,292

 $  58,179

 $  61,458

 $     64,909

 

1

 $  37,433

 $  41,904

 $  47,265

 $  57,416

 $  61,457

 $  64,865

 $     68,391

 

2

 $  39,134

 $  43,899

 $  49,430

 $  60,536

 $  64,729

 $  68,264

 $     71,869

 

3

 $  40,829

 $  45,894

 $  51,607

 $  63,665

 $  68,007

 $  71,659

 $     75,255

 

4

 $  42,529

 $  47,893

 $  53,781

 $  66,785

 $  71,282

 $  75,066

 $     78,825

 

5

 $  44,228

 $  49,891

 $  55,784

 $  69,911

 $  74,566

 $  78,469

 $     82,297

 

6

 $  45,931

 $  51,880

 $  58,119

 $  73,036

 $  77,843

 $  81,872

 $     85,783

 

7

 $  47,629

 $  53,881

 $  60,290

 $  76,155

 $  81,123

 $  85,275

 $     89,263

 

8

 

 $  55,874

 $  62,463

 $  79,281

 $  84,395

 $  88,670

 $     92,739

 

9

 

 

 $  64,632

 $  82,401

 $  87,678

 $  92,082

 $     96,226

 

10

 

 

 

 $  85,524

 $  90,950

 $  95,480

 $     99,706

 
               

 

STEP

EFFECTIVE SEPTEMBER 2020

Premium: $3207

    

0

 $  36,025

 $  40,221

 $  45,401

 $  54,676

 $  58,582

 $  61,878

 $     65,346

 

1

 $  37,733

 $  42,226

 $  47,613

 $  57,816

 $  61,877

 $  65,302

 $     68,846

 

2

 $  39,442

 $  44,231

 $  49,790

 $  60,951

 $  65,165

 $  68,717

 $     72,341

 

3

 $  41,145

 $  46,236

 $  51,977

 $  64,095

 $  68,460

 $  72,130

 $     75,743

 

4

 $  42,854

 $  48,245

 $  54,162

 $  67,232

 $  71,751

 $  75,554

 $     79,332

 

5

 $  44,562

 $  50,253

 $  56,176

 $  70,373

 $  75,052

 $  78,974

 $     82,821

 

6

 $  46,274

 $  52,252

 $  58,522

 $  73,513

 $  78,344

 $  82,394

 $     86,324

 

7

 $  47,980

 $  54,263

 $  60,704

 $  76,648

 $  81,641

 $  85,814

 $     89,821

 

8

 

 $  56,266

 $  62,888

 $  79,790

 $  84,929

 $  89,226

 $     93,315

 

9

 

 

 $  65,068

 $  82,926

 $  88,229

 $  92,655

 $     96,820

 

10

 

 

 

 $  86,064

 $  91,517

 $  96,070

 $  100,317

 

Dated at Eriksdale, Manitoba this 27th day of April, 2021

 

Signed on behalf of the Lakeshore School Division:

__________________________                                                                                                                    

Chairperson

__________________________

Secretary – Treasurer

 

Signed on behalf of the Lakeshore Teachers’ Association:

________________________

President

________________________

Secretary 

[View Clause]
[View Article]

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