[Printable Version]

PEMBINA TRAILS TEACHERS' ASSOCIATION

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

ARTICLE 1: GENERAL ITEMS

1.1 Purpose

The intent and purpose of the parties to this Agreement (hereinafter referred to as this Agreement) is to promote and improve the working relations between the Board and the Teachers' Association; to establish a salary schedule and other conditions of employment resulting from the operation of the said schedule; and to provide a basis for both parties to improve the professional and academic services rendered to the taxpayers and the children of the Pembina Trails School Division.

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1.2 Per Diem

Whenever used in this Collective Agreement per diem shall mean the fraction that one school day bears to the total number of school days as prescribed by the Minister in any given school year.

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1.3 Board Association Council on Education

The Division and the Association recognize the value and acknowledge the mutual benefits to be derived from effective communication between trustees, senior administration and professional teaching staff. The Division and the Association recognize the advantages of having a joint committee where teachers, Division senior administration and trustees discuss perspectives on policies, practices, programs and services.

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1.4 Effective Period

This Agreement shall come into force and take effect on July 1st, 2018 and shall remain in force until June 30^th, 2022. In order to amend this Agreement, written notice, by registered mail, must be given by one party no later than 30 days prior to the end of the present Agreement. Agreement or amendment on which negotiations are begun prior to July 1st, 2022, shall be effective from July 15th, 2022, unless otherwise specified.

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ARTICLE 2: QUALIFICATIONS/EXPERIENCE AND PLACEMENT ON SALARY SCHEDULE

2.1 Educational Qualifications

Except as otherwise qualified in this Agreement, the classification accorded the teacher by Manitoba Education pursuant to Manitoba Regulation 115/2015 and subsequent amendments shall be used to determine the class in the "Basic Salary Schedule."

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2.2 Previous Experience

Except as otherwise qualified in this Agreement, for purposes of this Article, years of completed experience shall be the same as the years of completed experience as determined by Manitoba Education Verification of Classification and Experience.

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2.3 Letter of Authority and Permit

Teachers lacking professional training are to be paid at scale one class equivalent below the class these teachers would be in had they received professional training.

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2.4 Industrial Arts Teachers

0. 1.  
1. The Board may award a Class IV standing to Industrial Arts Teachers holding a B. Sc. in Industrial Arts if it deems the qualifications to be closer to a P1A4 rating than to a P1A3. (Note: these circumstances tend to arise in respect to American degrees where education subjects are undergraduate rather than graduate as in the case in Manitoba).

 

1. 1.  
2. Where acceptable to the Board, each three years of non-teaching experience related to the duties of the Industrial Arts Teacher may be counted as one-year teaching experience up to (but not beyond) the maximum as determined in Article 3.1.

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2.5 Increased Qualifications

0. 1.  
1. Each teacher in Classes I, II, Ill, IV, V, VI who increase educational qualifications which result in placement in a higher classification shall be placed at the same step of the schedule where placed in the previous classification provided that:

1. prior to commencing a program leading to increased qualifications the teacher gives written notice to the Division of intention to do so, and
2. the Division does not, within sixty (60) days of receipt of such notice, advise the teacher, in writing, that in its considered opinion such improved qualifications would not be of benefit to the educational needs of the Division.

If the teacher does not so notify the Division, or if, after the teacher has notified the Division, the Division advised the teacher as aforesaid, that teacher shall, when placed in a higher classification resulting from increased qualifications, be placed on the step of the schedule resulting in a rate of pay nearest to but not less than the rate of pay received prior to the improved qualifications.

1. 1.  
2. When the Secretary-Treasurer is in receipt of a Verification of Classification from Manitoba Education, on behalf of a teacher who has improved qualifications, the effective date of the increased salary shall be the date verified to the Manitoba Education as set out in the Verification of Classification. Where the date verified to Manitoba Education as set out in the Verification falls during July or August, such increase shall become effective on the September 1, immediately following.

2. 1.  
3. The onus to file evidence to Manitoba Education is exclusively the obligation of the teacher including relations with third parties. The Division bears no responsibility nor liability for any failure on the part of third parties to provide experience information or do any other thing with respect to the process of a teacher's increased qualifications.

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2.6 Increments

The following provisions are to come into effect on and from the ist day of the Fall Term, 2004:

 

1. Initial Placement

1. 1. At commencement of the start of any contract (Form 2, Teacher-General) or start of any successive term contract (Limited Term Teacher-General) each teacher shall be placed on the step of the salary schedule in accordance with the classification and years of experience as recognized and reported by Manitoba Education as at June 30th of the prior year.

 

1. 2. Should the commencement of the contract occur at a time other than at the start of the Fall Term, such newly contracted teacher shall receive credit for experience which would be recognized by Manitoba Education (save and except for experience as a substitute teacher while not on a Form 2 or Teacher General or Limited Term Teacher-General Contract) which experience would have been obtained in the school year after the June 30^th  last recognized and reported by Manitoba Education. In order to recognize this experience for purposes of initial placement, the following criteria must be met:

1. 1. 1. The recognizable experience must relate to a period subsequent to the last June 30 reporting date for experience from Manitoba Education;

 

1. 1. 2. The experience must be recognizable by Manitoba Education as experience;

 

1. 1. 3. The experience must have been acquired while under a Form 2 or Teacher General or Form 2A or a Limited Term Teacher-General Contract;

 

1. 1. 4. The experience must have been obtained with a Manitoba School Division;

 

1. 1. 5. A letter confirming the number of days taught under contract for the relevant period must be provided from the Division in which the experience was obtained. The onus shall rest solely with the teacher to provide such letter of confirmation.

 

1. 3. Where the term "experience" is used in this article it shall be experience recognized by Manitoba Education.

Following the initial placement at the commencement of a contract, a Teacher Increment Date (T.1.D.) will be established for each teacher. The T.I.D. shall be at the start of the month following the accumulation of a further 180 F.T.E. days of experience counting as part of that 180 F.T.E. days, any carryover days (partial years experience) as recognized and reported by Manitoba Education as at the prior June 30^th and further counting any additional days of recognizable experience as contemplated under Article 2.6.1 (b) above.

 

3. Subsequent T.I.D.s

1. Each full-time teacher's T.I.D. shall fall on the anniversary date of the initial T.I.D. provided that the teacher has completed at least 180 F.T.E. days experience as recognized by Manitoba Education between the most recent T.I.D. and the next scheduled T.I.D.

 

2. In the event that a full-time teacher has not accumulated at least 180 F.T.E. days of experience by the next scheduled T.I.D., the date of that T.I.D. shall be deferred and rescheduled to the first day of the month following completion of 180 F.T.E. days of experience. The deferred T.I.D. shall become the regularly scheduled T.I.D. subject to further deferral pursuant to this sub-section.

 

4. Definitions

1. 1. A full-time teacher is a teacher who is under contract to teach each complete school day in any school year.

 

1. 2. A full-time teacher who takes an unpaid leave of absence during a school year or a temporary contract reduction within a school year on a temporary basis shall be considered as a full-time teacher for purposes of this article.

 

1. 3. Full-time teachers whose contracts are permanently reduced to less than full-time shall be classified as part-time teachers for the purpose of this article commencing with the school year when such permanent contract reduction commences.

 

1. 4. F.T.E. shall mean full time equivalent.

5. F.T.E. shall mean full time equivalent.

4. Reversion of Part-Time Teachers

 

1. Part-time teachers who are reclassified as full-time teachers for purposes of this article shall have their step on the Basic Salary Schedule reverted to the step on which they would be placed had they been full-time since the commencement of employment.

 

2. Part-time teachers who were reclassified to full-time for purposes of this article and subsequently are reclassified to part-time shall reassume the step on the Basic Salary Schedule they would have occupied had they been part-time since the commencement of employment.

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ARTICLE 3: SALARY, ALLOWANCES AND DEDUCTIONS

3.1 Salary Schedule

Basic Salary Schedule - Effective September 1, 2018

STEP	CLASS 1	CLASS2	CLASS 3	CLASS4	CLASS 5	CLASS 6	CLASS 7
0	37,399	41,594	45,457	54,766	58,281	62,529	66,159
1	39,309	43,488	47,946	57,931	61,696	65,850	69,905
2	41,221	46,007	51,130	61,092	65,090	69,413	73,704
3	43,134	48,536	54,304	64,265	68,508	73,017	77,482
4	45,048	51,058	57,488	67,537	71,917	76,622	81,288
5	46,957	53,589	60,668	70,827	75,329	80,228	85,067
6	49,164	57,280	65,149	74,119	78,749	83,834	88,858
7				77,402	82,215	87,444	92,645
8				80,703	85,840	91,062	96,433
9				86,924	92,021	97,898	103,648

Basic Salary Schedule - Effective September 1, 2019

STEP CLASS 1 CLASS2 CLASS3 CLASS4 CLASSS CLASS& CLASS 7 0 38,052 42,306 46,223 55,662 59,226 63,534 67,215 1 39,989 44,226 48,747 58,872 62,689 66,901 71,013 2 41,928 46,781 51,975 62,077 66,131 70,514 74,865 3 43,867 49,345 55,194 65,294 69,597 74,169 78,696 4 45,808 51,902 58,422 68,612 73,053 77,824 82,556 5 47,744 54,469 61,647 71,948 76,513 81,481 86,387 6 49,982 58,211 66,191 75,286 79,981 85,137 90,231 7       78,615 83,495 88,798 94,072 8       81,962 87,171 92,466 97,913 9       88,270 93,439 99,398 105,229

 

Basic Salary Schedule - Effective September 1, 2020

 

STEP	CLASS 1	CLASS2	CLASS3	CLASS4	CLASSS	CLASS&	CLASS 7
0	38,310	42,585	46,522	56,008	59,590	63,919	67,619
1	40,257	44,515	49,058	59,234	63,070	67,303	71,436
2	42,205	47,083	52,303	62,455	66,529	70,934	75,307
3	44,154	49,659	55,538	65,688	70,013	74,607	79,157
4	46,105	52,229	58,782	69,023	73,486	78,281	83,036
5	48,050	54,809	62,023	72,375	76,963	81,956	86,887
6	50,300	58,870	66,590	75,730	80,449	85,630	90,750
7				79,076	83,980	89,310	94,610
8				82,439	87,675	92,996	98,470
9				88,779	93,974	99,963	105,823

Basic Salary Schedule - Effective September 1, 2021

 

Will be adjusted by 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 Manitoba Statistics Canada Consumer Price Index (CPl)-all items change is made known, the increase will be applied retroactively to September 1, 2021.

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3.2 Method of Payment

0. 1.  
1. Subject to the Letter of Administration: Method of Payment, dated April 30, 2015, attached to this Agreement, Teachers shall normally be paid one-twenty- fourth (1/24) of their annualized salary rate on or before the fifteenth (15th) day of each month and on or before the last business day of each month, September to August inclusive in which services were provided from the first teaching day of a semi­ monthly pay period. In the case of a teacher commencing employment on a teaching day other than the first teaching day of the pay period, the teacher shall be paid, for that pay period, the proportion of the number of days taught bears to the total number of teaching days in the pay period multiplied by one- twenty­ fourth (1/24) of the Teacher's annualized salary rate.

 

1. 1.  
2. Where, in any year, teachers who leave the employ of the Division between the expiration of the previous agreement and the date of signing of this agreement shall bear the onus of notifying the Board as to any change in address.

 

2. 1.  
3. Any perceived discrepancies with respect to the full-time equivalency are to be brought to the attention of the applicable Assistant Superintendent. Any perceived discrepancies with respect to classification, step on the salary schedule and deductions are to be brought to the attention of the Secretary-Treasurer.

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3.3 Interest On Retroactive Pay

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3.4 Principals and Vice-Principals

 

bb)    For vice-principals:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$6,601	$6,693	$6,726	COLA

 

Plus:

1. 4. Staffing Allowance

aa) For principals:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$545	$553	$556	COLA

 

bb)       For vice-principals:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$272	$276	$277	COLA

 

The staffing allowance shall be based on the actual number of teachers in a school as at September 30^th, of each year, excluding therefrom the principal and vice­ principal, with each teacher counted as one.

 

The allowances set out in sub-paragraphs (ii), (iii) and (iv) shall apply in full to each principal and vice-principal notwithstanding the proportion of the work assignment which relates to administrative activities.

 

The annual salary of each principal and vice-principal shall be adjusted effective the first day of the Fall Term of each year based upon the foregoing components.

2. Minimum Principal's Allowance

Effective on and from September 1, 2018, each Principal shall be paid an allowance which is the greater of:

1. 1. The allowance determined as the sum of Article 3.4 (a) (ii) (aa), Article 3.4 (a) (iii) and Article 3.4 (a) (iv) (aa), or

 

1. 2. The minimum Principal's allowance as set out below:

Sept. 1, 2018	Sept. 1, 2019	Sept. 1, 2020	Sept. 1, 2021
$21,348	$21,647	$21,755	COLA

3. Transfer Protection:

1. 1. Board Initiated Transfers

Where the Board initiates by way of directing a transfer of a principal or vice­ principal from the current position to a different position which position generates a lower salary than the current position, the following protections shall apply:

 

aa) Where such Board-initiated transfer is to a new assignment  as  a principal or vice-principal the transferee shall retain a protected salary as defined in 3.4(c)(iii) until such time as the overall salary of the newly assigned principalship or vice-principalship exceeds the protected salary of the current principalship or vice-principalship. In no event, however, shall the protected salary paid, pursuant to this Article, extend for more than three (3) years past the date the transfer to the new assignment becomes effective.

 

bb) Where such Board-initiated transfer is to a new assignment in any position other than a principalship or vice-principalship the transferee shall receive a protected salary as defined in 3.4(c)(iii) until the overall salary of the newly assigned position exceeds the protected salary of the current principalship or vice-principalship. In no event, however, shall the protected salary paid, pursuant to this Article, extend for more than one (1) year past the date the transfer to the new assignment becomes effective.

 

cc) For purposes of this Article the term "overall salary'' shall mean the sum of the Basic Salary Schedule and all allowances as determined in Article 3.4(a) or Article 3.4 (b).

 

1. 2. Principal/Vice-Principal Initiated Transfers:

Where a principal or vice-principal initiates a transfer, by way of application or another means, from the current position to any other position of any type whatsoever, the salary for that new assignment shall be the overall salary as derived through the provisions of this Agreement and the protected salary provisions of this Article shall not apply.

 

1. 3. The protected salary referenced in Articles 3.4(c)(i)(aa) and (bb) shall be defined as the salary applicable to that position for the year immediately prior to the transfer but increased in any year by the dollar amount of increase in the affected principal's or vice-principal's Basic Salary Schedule in Article 3.1 (i.e. the teacher's Basic Salary Schedule portion).

The newly appointed or transferred principals or vice-principals are required to work the additional days for which they are being paid pursuant to this Article.

Any new appointments or transfers effective at any time other than on the first day of the Fall Term do not qualify for the additional payment as herein provided.

5. Establishment of Vice-Principalships:

1. 1. aa)  A vice-principalship(s) shall be established in any school based on the enrolment as at September 30^th of each year as follows:

                                        Average Enrolment                 Vice-Principalship

450-849	1.0
850-1,249	1.5
1,250+	2.0

 

bb) When the Board is required to  establish a vice-principalship pursuant to Article 3.4(e)(i)(aa) that appointment shall become effective not later than the start of the next Fall Term.

 

1. 2. The Board shall have the discretion to establish or discontinue vice­ principalships of any full-time equivalency whatsoever in whole or in part in any school other than those required in Article 3.4(e)(i)(aa).

 

1. 3. In cases where a school no longer qualifies for a vice-principalship pursuant to Article 3.4(e)(i)(aa) and the Board desires to discontinue that vice­ principalship, that vice-principalship shall not be discontinued earlier than the start of the following Fall Term.

6. Return from Leave:

Principals and vice-principals returning from Deferred Salary Leave or Maternity Leave shall be placed in the same or comparable position as had been occupied at the time leave was taken.

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3.5 Teachers-In-Charge

1. Teacher-In-Charge shall be appointed annually, by the Superintendent on the recommendation of the Principal in each school without a Vice-Principal. The annual allowance for Teachers-In-Charge shall be as set out below: In any school year where the principal is absent for more than twenty (20) full time equivalent days, the Teacher-In-Charge shall receive an additional daily allowance as set out below for each such full day:

 

Annual Allowance:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$1,327	$1,346	$1,353	COLA

 

Daily Allowance:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$48	$49	$49	COLA

2. During the simultaneous absence of the Principal and Vice-Principal or the Principal and Teacher-In-Charge, an acting Teacher-In-Charge shall be designated and shall receive a prorated allowance for each full day or portion thereof of such absence. The full day allowance shall be as follows:

 

Daily Allowance:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept. 1, 2021
$48	$49	$49	COLA

3. On request of the Principal and with the approval of the applicable Assistant Superintendent, a substitute teacher shall be engaged to relieve the Teacher-In­ Charge or Acting Teacher-In-Charge of his/her teaching duties during the Principal's and Vice-Principal's absence. The request will be made whenever the school administrator(s) will be absent for one-half (1/2) day or more.

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3.6 Program Leaders

1. Program Leaders shall be appointed on an annual basis in all schools as follows:

1. 1. In each high school at a rate of one (1) Program Leader per every six (6) full time equivalent teachers on staff in the school as at September 30, each year, and

 

1. 2. In each school other than high schools at a rate of one (1) Program Leader per every eight (8) full time equivalent teachers as at September 30, each year.

 

The calculation of the number of teachers in each school shall include the Principal and Vice-Principal(s). Where the calculation produces a decimal of .5 or greater, the number of Program Leaders shall be increased to the next highest full integer and where the calculation produces a decimal of less than .5 the number of Program Leaders shall be decreased to the next lowest full integer.

 

2. The Division may, in its discretion, increase the number of Program Leaders, in any school, beyond the number generated by the calculation in this Article.

 

3. The Principal, in consultation with the teaching staff, will decide on the specific subject or area of responsibility of the Program Leaders to be appointed. Notwithstanding the foregoing, the Division may decide, annually, the areas in which Program Leaders shall be assigned.

 

4. Program Leaders shall be appointed by the Superintendent on the recommendation of the Principal.

 

5. A pool of substitute days will be allocated to each high school each year equal to eight (8) half days multiplied by the number of Program Leaders in each high school as at September 30 of that year. The substitute days will be used to provide release time to Program Leaders in the high school. The Principal of each high school shall determine the details of how the substitute days will be used.

 

6. The annual allowance for Program Leaders shall be as follows:

1. For Program Leaders in high schools:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$3,184	$3,229	$3,245	COLA

 

2. For Program Leaders in all other schools

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$1,593	$1,615	$1,623	COLA

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3.7 Coordinators and Consultants

 

Consultants:

Sept.1, 2018	Sept.1, 2019	Sept.1, 2020	Sept.1, 2021
$7,019	$7,117	$7,153	COLA

The foregoing allowances shall be paid in addition to the Consultant's or Coordinator's salary as set out in the Basic Salary Schedule.

 

2. Where the Consultant or Coordinator position is less than full time, the allowance shall be pro-rated.

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3.8 Part-Time Teachers

 

1. 2. When more than one part-time teacher applies for the same position, length of service under contract with the Division shall prevail in determining the successful candidate.

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3.9 Substitute Teachers

The provisions of the Collective Agreement do not apply to substitute teachers except as expressly provided for in Article 3.9, Substitute Teachers.

 

1. Rates

The Board may increase substitute rates at its discretion to such rates, for such periods of time and in such circumstances as the Board deems reasonable. In no case, however, may substitutes be paid at a rate below the following schedule:

 

Class 1-3 Daily Rates:

Effective Feb 16, 2021	$164 per day
2021/22	COLA

 

Class 4-7 Daily Rates:

Effective Feb 16, 2021	$193 per day
2021/22	COLA

 

COLA adjustment for 2021/22. This will become effective on the date the Division and PITA confirm the amount of the adjustment following some time after the average Consumer Price Index for Manitoba (all items) becomes known for the Jan 1, 2021 - Dec 31, 2021 period.

 

The foregoing daily substitute rates are inclusive of vacation pay.

 

Substitute rates shall be as per Article 3.9 (a) or (b) whichever is the greater.

 

With the exception of substitute payments being made pursuant to paragraph (b), retroactive substitute payments pursuant to  paragraph (a), which would arise as a result of a new Collective Agreement being concluded, in any year, shall not be paid where the gross amount of such retroactive payment is less than $10.00.

1. Upon commencement of the sixth (6th) consecutive day of substitution in one classroom, or for one teacher, that substitute shall be regarded as one taking the place of a teacher on leave and shall be paid according to qualification and experience under Article 2, retroactively to  the first day of such service. Substitute teachers pursuant to this paragraph shall not be paid at a rate higher than that provided for at the maximum salary of Class 5.

 

2. In-service days, administration days or days when the Division closes a school during the regular school year shall not be deemed to interrupt the consecutive service of a substitute teacher for purposes of determining status as an extended substitute.

 

3. Such period of extended substitution shall not be deemed to be interrupted when replacing a part-time teacher who is scheduled to work on non-consecutive days. When the extended substitution is for a part­ time teacher, the provisions of Article 3.8 (a) shall apply. Article 3.8 (b) shall not apply.

 

4. A substitute teacher who has been employed for at least nine (9) consecutive days of extended substitute teaching 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. The use of a sick leave day shall not constitute an interruption of the extended substitute teaching assignment.

 

5. When a substitute teacher suffers an on-job injury and is absent from work as a result of that injury, the Board shall continue to pay the salary of that substitute teacher during such absence limited to the extent of the accumulated sick leave balance at the time of suffering the on-job injury. The period of time absent from work as a consequence of the on-job injury shall not be charged against the accumulated sick leave balance.

 

Entitlement to accrued sick leave or on-the-job injury entitlement ceases upon the last day prior to the return of the teacher being replaced in the assignment.

Article 1.1      Purpose

Article 1.2      Per Diem

Article 1.3      Effective Period

Article 3.1      Salary Schedule

Article 4.1      Harassment

Article 4.2      Freedom from Violence

Article 4.3      Discipline

Article 4.5      Complaints

Article 4.8      Personnel Records

Article 4.11    Non-Discrimination

Article 5.2      Extra-Curricular Activities

Article 5.3      Lunch Period

 

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3.10 Deduction of Professional Fees

1. Professional fees for a school year will be deducted from every participating teacher. These deductions will be made in twenty (20) equal semi-monthly installments, according to the scale of fees established by the Manitoba Teachers' Society, starting with the September cheque. Monthly installments will be forwarded to the Central Office of Manitoba Teachers' Society, normally not later than the twentieth (20th) day of the following calendar month.

 

2. Pembina Trails Teachers' Association fees will be deducted from every teacher. These deductions will be made in twenty (20) equal semi-monthly installments, in accordance with the current rate of fees set by the Pembina Trails Teachers' Association. The fees will be remitted to the Pembina Trails Teachers' Association not later than the twentieth (20th) day of the calendar month following the month of collection.

 

3. For new teachers, deduction of professional fees as set out in paragraph a) shall become effective from the start of the full pay period immediately following the commencement of employment.

 

4. Any deductions required to be made from the salary of a teacher, as required by any statute having force and effect in Manitoba, shall take precedence over the deduction and payment of such fees.

 

5. Fees to be paid by the Administrators eligible to be members of and belonging to the Pembina Trails Teachers' Association as members of the Manitoba Teachers' Society Administrators' Council will be deducted in four (4) equal installments in December and January. The amount of the deduction will be dependent on the scale set by the Council. Any Principal or Vice-Principal wishing to write themselves out of the Manitoba Teachers' Society Administrators' Council will notify the Division by October 15th each year.

 

6. 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 local Association fees, Manitoba Teachers' Society fees and/or Manitoba Teachers' Society Administrators' Council fees provided, however, that should the Association so require, it shall be permitted to take over and conduct such legal action and make such settlement thereof as it shall see fit.

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3.11 Mileage Allowance

 

2. Payments, pursuant to this article, shall be made in accordance with the following schedule provided that the Principal has submitted to the Secretary-Treasurer, on prescribed forms, by the submission date, the reports of mileage for teachers entitled to payments.

 

For the Period	Report Submission Date to Secretary-Treasurer	Payment Date to Employees
Start of Fall Term to October 31	With month-end reports at: October 31	By November 30
November 1 to December 31	With month-end reports at: December 31	By January 31
January 1 to March 31	With month-end reports at: March 31	By April 30
April 1 to June 30	With month-end reports at: June 30	By July 30

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3.12 Parking

1. The Board shall provide parking at a cost to the teacher as follows:

 

	Electrical Service		W/o Electrical Service
School Year	One-Half to Full- Time	Below Half-Time	One-Half to Full- Time	Below Half- Time
Effective April 1, 2021	$222.71	$111.35	$111.35	$55.68
2020/21	COLA	COLA	COLA	COLA

 

GST is chargeable in addition to the foregoing rates.

 

2. Parking fees shall be deducted from the teachers' pay cheques in equal instalments from September through June of each school year.

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ARTICLE 4: RIGHTS

4.1 Harassment

0. 1.  
1. The Division and the Association recognize the right of all individuals within the Division to an environment free from sexual or other harassment and the right to be treated fairly.

 

2. Allegations and investigations of harassment shall, to the extent possible, be dealt with in confidence.

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4.2 Freedom From Violence

 

1. 1.  
2. 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.

 

3. Teachers shall not have the right to grieve individual student disciplinary decisions made by the School Administration.

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4.3 Discipline

The imposition of discipline without just cause by the Division or any agent thereof in the form of written warning(s) and/or suspension(s) with or without pay shall be subject to the following provisions:

 

0. 1.  
1. Where the Division or person(s) acting on behalf of the Division so disciplines any person covered by this Collective Agreement and where the affected person is not satisfied that the discipline is for just cause, the Division's action shall be deemed to be a difference between the parties to or persons bound by this Collective Agreement under the Settlement of Differences article.

 

1. 1.  
2. When such a difference is referred to a Board of Arbitration the Board of Arbitration shall have the power to:

1. uphold the discipline;
2. rescind the discipline;
3. vary or modify the discipline;
4. order the Board to pay all or part of any loss of pay and/or benefits in respect of the discipline;
5. do one or more of the things set out in sub-clause i), ii), iii) and iv) above.

 

2. 1.  
3. This article does not apply to teacher assessment and evaluation processes done pursuant to Division policy and practices and amendments thereto, except to the extent that any such assessment or evaluation is used as the basis of or in connection with disciplinary action.

 

3. 1.  
4. The Association agrees that the Division or any agent thereof has the right to suspend a teacher with or without pay with just cause.

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4.4 Due Process For Administrators

1. 0. 1.  
   1. uphold the demotion;
   2. rescind the demotion;
   3. vary or modify the demotion;
   4. order the Board to pay all or part of any loss of pay and/or benefits in respect of the demotion;
   5. do one or more of the things set out in sub-clause i), ii), iii), and iv) above.

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4.5 Complaints

0. 1.  
1. When a complaint is made against a teacher, every reasonable attempt will be made to resolve the matter informally, through discussion with the teacher against whom the complaint is made.

 

1. 1.  
2. If these attempts to resolve the matter are not successful, before the Board or Superintendent considers any complaint further, the complaint must be committed to writing and signed by the complainant. At least one week prior to any action being taken by the Board or Superintendent, the teacher concerned shall be given a copy of the complaint and the Association President shall be informed of the complaint, together with the name of the teacher in question.

 

2. 1.  
3. Sub-sections a) and b) 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.

 

3. 1.  
4. The Board and its agents shall act fairly, reasonably and in good faith in dealing with complaints.

 

4. 1.  
5. For the purpose of this article, complaint shall mean an issue not related to the employer/teacher relationship.

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4.6 Teachers On Limited Term Teacher-General Contracts

0. 1.  
1. Except as hereinafter provided, every teacher employed by the Division other than as a substitute teacher shall be employed under a written form of contract known as Form 2 and/or Teacher General Contract in the Public Schools Act.

 

1. 1.  
2. The exception to 1. above shall be those term teachers employed for a term certain of one (1) school year or less (i) to replace a teacher on an approved leave or secondment, or (ii) to replace a teacher who has terminated employment in the Division during the school year due to unforeseen circumstances, or (iii) to supplement classroom resources for a period of less than three {3) months. Every such term teacher shall be employed by the Division under a form of contract approved by the Minister known as a Limited Term Teacher-General.

 

3. A teacher who has been employed full or part time in the Division under a Limited Term Teacher- General Contract for an entire school year and is employed the following school year under a Teacher General Contract shall be entitled retroactively to seniority and sick leave.

 

3. 1.  
4. A teacher who has been employed full or part time in the Division under a Limited Term Teacher General Contract for two (2) successive entire school years shall, upon employment for a third consecutive entire school year, be signed to a Teacher General Contract and shall be entitled retroactively to seniority and sick leave. An "entire school year'' means employment for 180 or more school days in the contract year.

 

As an additional, temporary exception, a teacher may be employed on a Limited Term Teacher General Contract where necessary to meet the Division's obligations specifically arising due to the COVID-19 pandemic. This clause expires on June 30, 2022 at 4:00 p.m. unless otherwise agreed by the parties.

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4.7 Transfers

0. 1.  
1. The Association recognizes the right of the Board to assign teachers employed by the Board to schools and classes under the jurisdiction of the Board.

 

2. Wherever possible, the Board shall give to any teacher to be affected by transfer, the greatest possible advance notice and, in any event, shall accord the teacher opportunity to consultation, both with respect to the fact of the transfer and the details of its accomplishment.

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4.8 Personnel Records

0. 1.  
1. A teacher may at a mutually agreed time review his/her personnel file after submitting a request for such review to the applicable Assistant Superintendent or designate. The Division will have its representative present when the teacher is examining his/her personnel file.

 

2. A teacher shall have the right to respond in writing to any document contained in the personnel file.

 

3. The Division will not introduce as evidence at any arbitration hearing and an Arbitration Board shall not accept as evidence any document which is disciplinary in nature, unless the teacher has been previously advised of the nature of the discipline and has been provided with a copy of such document on request.

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4.9 Layoff

 

7. 1.  
8. Each teacher shall keep the Board informed as to his/her current address.

 

8. 1.  
9. Teachers shall be recalled by registered mail and must reply by registered mail within fourteen (14) days of receiving the letter of recall. Failure to contact the Board shall result in the loss of all recall rights. If a teacher refuses a position for which that employee is qualified, such teacher shall lose all rights for recall.

 

9. 1.  
10. If a teacher is recalled as provided in (i) above, the following will not be affected:

1. 1. accumulated sick leave gained prior to being laid off, but sick leave shall not be accrued for the period of time of the layoff;

1. 2. seniority gained prior to being laid off, but seniority shall not be accrued for the period of time of the layoff.

 

10. 1.  
11. A teacher shall lose seniority for any of the following reasons:

1. 0. 1.  
   1. the teacher resigns;

1. 2. the teacher becomes employed by another school board except in the case of employment under a limited term contract;

1. 2. 1.  
   3. the teacher fails to return to work after the termination of any leave granted by the Board;

1. 3. 1.  
   4. the teacher is not re-employed within two (2) calendar years after September 30 following the date of layoff;

1. 4. 1.  
   5. the teacher's contract is terminated for cause;

1. 5. 1.  
   6. any teacher on the re-employment list who refuses to accept a position for which the teacher has the necessary training, academic qualifications and ability to perform the work in the offered position, shall forfeit  all rights  of seniority and re-employment. A teacher who has lost his/her right of recall/re­ employment as a result of the application of this clause shall be notified as soon as possible that his/her teaching contract has been terminated.

 

12. Notwithstanding any other provisions of this article, the foregoing layoff provision shall not apply to a teacher continuously employed by the Board under an approved form of agreement for a full school year or less, as defined by the Minister by regulation, or to a teacher employed on a limited term contract not to exceed  one (1) school year where during that term the teacher is employed on the express written understanding that the teacher's employment with the Board will cease at the end of such term, provided however, no teacher shall be laid off who has been employed by the Board under an approved form of agreement for more than one (1) full school year as defined by the Minister by regulation, where a teacher with a full school year or less of employment under an approved form of agreement or a limited term contract not to exceed one (1) school year has not been laid off, having regard to the necessary training, academic qualifications and ability required for a specific teaching assignment of such teacher employed under a limited term contract of a teacher continuously employed by the Board under an approved form of agreement for a full school year or less as defined by the Minister by regulation.

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4.10 Settlement of Differences

0. 1.  
1. Where there is a difference between the parties to, or persons bound by this Agreement, or on whose behalf it was entered into, concerning its content, meaning, application or violation, the aggrieved party shall, within fifty (SO) teaching days of the event giving rise to the difference or alleged violation, or, within fifty (SO) teaching days from the date on which the grievor became aware of the event giving rise to the difference or alleged violation, whichever is later, notify the other party in writing stating the nature and particulars of the difference and the solution sought.

 

2. If the difference is not settled within ten (10) teaching days from the date when the aggrieved party notifies the other party, in writing, of its desire to have the difference negotiated, the difference shall, upon written request by either party be submitted to a single arbitrator as herein prescribed.

 

3. A single arbitrator shall be selected jointly by the parties whose decision regarding the difference between the two parties or alleged violation, shall be limited to the difference or grievance outlined in the statement or statements submitted by the parties but the decision shall not have the authority to vary, add to, delete from change or disregard any provision of this Agreement.

 

4. In the event that the parties are unable to agree upon a single arbitrator  within ten (10) teaching days from the day one party notified the other party of its desire to have the difference submitted to arbitration, each party shall nominate one member ready, willing and able to sit on an arbitration board, and the two members so selected shall, within a further period of ten (10) teaching days, nominate a chairperson, ready, willing and able to serve in the capacity of chairperson of the Arbitration Board. In the event of the failure of the first two mentioned members of the Board to agree upon the selection of a chairperson the matter shall be referred by them to the Manitoba Labour Board who shall choose the chairperson.

 

5. The costs of arbitration shall be shared equally by both parties to this Agreement.

[View Clause]

4.11 Non-Discrimination

The provisions of The Manitoba Human Rights Code shall apply.

[View Clause]

4.12 Posting of Teaching Positions

1. Teaching vacancies that arise throughout the year will be posted on the Divisional website at www.pembinatrails.ca for a minimum of four working days.

 

2. Teachers returning from approved leave shall be placed in positions which are then not required to be posted.

 

3. Vacancies for permanent positions which arise in mid year will be posted and filled and then reposted for all staff in the spring staffing period.

 

4. Consistent with provisions of Article 3.8 (b)(i), upon application for full time or part-time teaching positions, first preference will be given to all teachers  signed to Form 2 or Teacher-General Contracts with Pembina Trails School Division for which they are qualified when such full time or part-time teaching positions become available.

 

5. The President of the Pembina Trails Teachers' Association will be notified of every opportunity as they arise.

[View Clause]

[View Article]

ARTICLE 5: WORKING CONDITIONS

5.1 Contact Time

0. 1.  
1. The student contact time assigned in any school year to any member, whether such time is in a teaching, consultative, or supervisory role, shall not, without the consent of the Association, be greater than 5% above the average student contact time assigned to members in each of Elementary, Junior High and Senior High, by the Division (former Fort Garry) during the school year of September 1999 to June 2000.

 

1. 1.  
2. Part-time teachers shall be provided preparation time pro-rata based on their percentage of contract.

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5.2 Extra Curricular Activities

Participation in extra curricular activities by teachers is voluntary.

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5.3 Lunch Period

An uninterrupted lunch period of sixty (60) consecutive minutes shall be provided to each teacher in the Division between the hours of 11:00 a.m. and 2:00 p.m.

[View Clause]

5.4 Length of Instructional Day

 

2. The instructional day may be revised by the Division to meet new Department of Education course credit requirements or to comply with statutory requirements.

 

3. Nothing in this article limits a teacher's obligation to discharge their professional responsibilities outside the instructional day.

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[View Article]

ARTICLE 6: LEAVES OF ABSENCE

6.1 Contract Reductions in Full Time Equivalency

  

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6.2 Leave Without Pay

0. 1.  
1. Upon completion of three (3) years of employment in a teaching position with the Division, a teacher shall be eligible for a leave of absence without pay of up to two (2) years in length for study or other purpose. The Superintendent shall have full authority to deny any such request or modify any such request with the consent of the employee and the denial of a request shall not be subject to the Settlement of Differences article.

 

1. 1.  
2. Teachers with less than three (3) years of service may not apply for leave under this article.

 

3. Without limiting the generality of the following, leaves may be granted for the following:

extended parenting leave;

illness within the teacher's family; educational reasons;

travel;

teacher exchange;

to engage in work other than as a teacher in a public or private school,

teach in another country,

other purposes acceptable to the Superintendent.

 

3. 1.  
4. Such leave shall not result in loss of accumulated sick leave nor benefits accrued to the date leave without pay commences and shall not count as experience for increment purposes. Where benefits are allowed to continue the teacher on leave must pre-pay, on a timely basis, both the teacher and employer portion and be subject to any and all provisions of the applicable master plans which may apply. Teachers shall not accumulate sick leave while on leave without pay.

 

4. 1.  
5. A teacher returning from leave under this article within the first year will be placed in a position at the same level but not necessarily the same position. For a teacher who has been on leave for more than one (1) year, placement on return will be to any position. A teacher will return from leave only at the start of the applicable term or semester. Under no circumstances will leave in excess of two (2) years be granted under this article.

 

6. A teacher on leave will be subject to the Layoff article should that teacher have been covered by that article had that teacher not been on leave.

 

7. Applications for a leave of absence under this article to be taken during any school year are to be received by April 1^st of the preceding school year.

[View Clause]

6.3 Leave Of Absence For Executive Duties

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6.4 Leave Of Absence For Association Duties

0. 1.  
1. The Association, upon giving written notice request on or before May 16th of each year shall be entitled to a maximum full time equivalent two positions for the following school year to attend to Association business. There shall be no loss of wages or benefits for the teachers on leave for Association business and the Association shall reimburse the Board for the full cost of such wages and benefits and any other costs associated with the leave. The details of the leaves requested are subject to the approval of the Superintendent prior to such leaves being taken.

 

1. 1.  
2. At the end of the scheduled term of leave as established pursuant to paragraph (a), each teacher shall return to a teaching position as designated by the Superintendent without less than the same wages and benefits as existed prior to the commencement of the leave for Association duties.

 

3. Notwithstanding the limitations placed on the absence of individual teachers and the Association collectively, which are set out in Article 6.3, absence from duties to attend joint meetings with representatives of the Board for the purposes of negotiation, conciliation, arbitration or mediation-arbitration shall not be deducted from the individual employee maximum nor the Association collective maximum

[View Clause]

6.5 Sick Leave

 

2. 1.  
3. The Board shall provide full sick leave entitlement to a pregnant teacher who, as a result of her condition either before or after delivery, is unable to be at work and perform her regular duties for a valid health-related reason(s). The pregnant teacher shall follow current proof of claim procedures for sick leave entitlement as may be required by the Board.

 

3. 1.  
4. Where a teacher is ill, he/she shall be entitled to sick leave during his/her illness and to be paid his/her salary during sick leave, but subject toe), theleave shall not exceed twenty (20) teaching days in any school year.

 

4. 1.  
5. 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 days in the second year

60 days in the third year

80 days in the fourth year

100 days in the fifth year

120 days in the sixth year

125 days in the seventh and subsequent years.

Commencing on and from May 1, 2015, the maximum number of days in the seventh and subsequent years shall be 130 days.

 

5. 1.  
6. Should the Division become eligible for a reduction in premiums under The Employment Insurance Act, the teachers' five-twelfth (5/12) share of the premium reduction will be remitted annually by July 15th in each school year to the Treasurer of the Association.

 

6. 1.  
7. When a teacher suffers an on-job injury and is absent from work as a result of that injury, the Board shall continue to pay the salary of that teacher during such absence limited to the extent of the accumulated sick leave balance at the time of suffering the on-job injury. The period of time absent from work as a consequence of the on-job injury shall not be charged against the accumulated sick leave balance.

[View Clause]

6.6 Family Medical Leave

1. Teachers shall be entitled to use up to an overall maximum of five (5) days of accumulated sick leave per school year to attend to the illness or injury of that teacher’s spouse, common-law partner, children, parents, brother, sister, grandchildren or grandparents whether the family member is natural, in-law, step or foster.  Where such cases occur, entitlement under this article may not be accessed concurrently by both caregivers who are teachers within the scope of this Agreement. 

[View Clause]

6.7 Bereavement Leave

 

1. 1.  
2. A teacher shall be granted up to one (1) regularly scheduled work day leave of absence without loss of salary or wages in the case of death or serious illness of an aunt, uncle, niece, or nephew.

 

2. 1.  
3. A teacher shall be granted up to one (1) regularly scheduled work day leave of absence without loss of salary or wages to act as a pallbearer at a funeral.

 

3. 1.  
4. Short term absences on compassionate grounds, either with or without loss of pay, may be granted at the discretion of the Superintendent.

[View Clause]

6.8 Maternity/Parental/Adoptive Leave

1. Every teacher shall be entitled to maternity and/or parental and/or adoptive leave and any teacher, who has satisfied a seven (7) consecutive months of employment as a teacher with Pembina Trails School Division qualifying requirement, shall be entitled to the Supplementary Employment Benefits.

1. 1.  
2. Except as otherwise provided herein, the provisions of the Employment Standards Code will apply.

2. 1.  
3. The teacher and the Board may mutually agree to extend the length of the leave if the employee so desires. Any such arrangements shall be confirmed in writing by the Board. The Employment Standards Code shall apply, however, a period of maternity leave longer than contemplated in the Employment Standards Code may be agreed between the teacher and the Board to their mutual satisfaction and may include a determination that when the maternity leave expires during a school term, the teacher may return to work at the commencement of the term immediately following the expiration of the leave. For the purpose of this section "term" means either the months of September to December or January to June, or the commencement of a semester, as the case may be.

4. A teacher taking maternity leave pursuant to this article shall be entitled to receive pay for the period of the leave up to seventeen weeks in the amount of 90% of the salary being received at the time leave was taken, this pay to include any benefits received from Employment Insurance pursuant to a Supplementary Employment Benefits Plan. The implementation of this clause is subject to the successful arrangement of a Supplementary Employment Benefits Plan with Human Resources Development Canada.

1. 2. if the teacher's one (1) week or five (5) day waiting period falls partially or entirely within a non-teaching period, ninety percent {90%) of the teacher's gross salary for any teaching days and up to eighty-five (85) teaching days of maternity leave top-up calculated at the difference between the teacher's employment insurance benefit and ninety percent (90%) of the teacher's gross salary provided the teacher remains on either maternity or parental leave and continues to receive employment insurance benefits;
   3. up to fifty (SO) teaching days of parental/adoptive leave top-up calculated at the difference between the teacher's employment insurance benefit and ninety percent {90%) of the teacher's gross salary provided the teacher remains on parental/adoptive leave and continues to receive employment insurance benefits.

 

For greater certainty, a teacher who is receiving employment insurance benefits shall be entitled to:

1. One hundred and thirty-five (135) teaching days of pay and/or top-up benefits if the teacher takes both maternity leave and parental/adoptive leave;

2. Eighty-five (85) teaching days of pay and/or top-up benefits if the teacher only takes maternity leave;

3. Fifty (SO) teaching days of pay and/or top-up benefits if the teacher only takes parental/adoptive leave;

 

Unless the teacher takes a shorter period of maternity leave or parental/adoptive leave in which case, the pay and/or top-up will be pro-rated to reflect the actual number of teaching days taken. The parties acknowledge that the top-up payments made by the Division for maternity leave may extend into the period of time that the teacher is on parental leave but the payment is intended to be a top-up of maternity leave benefits.

6. Non-Application

This article shall not apply to any teacher who is employed on a term contract during the teacher's first year of employment. All other teachers shall be eligible to receive the top-up benefits once they have been employed for a period of seven (7) months by the Division.

2. should they fail to return to work as provided above, they are, subject to extenuating personal circumstances, indebted to the Division for the full amount received from the Division as a top-up during the entire period of leave; or

3. should they return to work as provided above, but fail to complete their work commitment, they are, subject to extenuating personal circumstances. indebted to the Division for a pro-rated amount based on the number of teaching days they have remaining on their return to work commitment.

[View Clause]

6.9 Paternity Leave

Upon the occasion of a teacher's spouse giving birth to a child, that employee shall be granted one day's absence with pay for the actual occasion of birth and two further day's leave of absence with pay. It shall be understood that leave of absence with pay shall be provided when the day of birth or the additional day falls on a regular school day.

[View Clause]

6.10 Compassionate Care Leave

The Compassionate Care Leave provisions of The Manitoba Employment Standards Code shall apply.

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6.11 Personal Leave

0. 1.  
1. Leave of up to two (2) days without loss of salary to attend to personal business may be granted at the discretion of the Superintendent.

 

1. 1.  
2. Where during a school year a teacher takes fewer than two (2) personal leave days, one (1) personal leave day shall be carried over into the next school year. The maximum number of personal leave days carried over into another school year is one (1) day and the carried over days are not cumulative. The maximum number of personal leave days which a teacher may take in any school year is three (3) days. Any days carried over from one school year to a second school year may not be carried over into a third school year.

[View Clause]

6.12 Religious Holy Leave

1. Teachers on staff requiring religious holy leave days during the school year shall provide notice in writing on the prescribed form as soon as possible after the start of the school year, however, not later than September 30th

2. In instances where religious holy leave days are required prior to September 30th in the school year, notice shall be given within ten (10) working days after the start of the school year, unless the holy day falls within the first ten (10) working days of the school year where the notice shall not be less than five (5) working days;

3. Where the appropriate notice has not been given, religious holy days leave will be provided, and the teacher's regular salary will be deducted the substitute teacher rate in the teacher's salary classification.

[View Clause]

6.13 Jury and Witness Duty

0.  
1. All teachers under contract shall be granted leave without deduction of salary for court appearances if the employee is:

0. 1.  
1. subpoenaed to be a witness in a court action excepting those actions arising from the employee's personal affairs; or
2. summoned for jury duty.

 

1.  
2. The teacher shall remit to the Division any remuneration which the teacher may receive because of an appearance in court as a witness or juror.

 

3. A teacher subpoenaed as a witness in a Court of Law must notify his/her Principal/Supervisor as soon as the notice is received.

 

4. All information regarding the known times and length of absences should be made known to the teacher's Principal/Supervisor as soon as possible.

 

5. The teacher shall make herself/himself available at her/his school when not required at court.

[View Clause]

6.14 Deferred Salary Leave Plan

Teachers returning from Deferred Salary Leaves shall be reinstated in the same position or in a comparable position to the one held at the commencement of the leave with not less than the same wages and benefits.

[View Clause]

6.15 Educational Leaves

[View Clause]

[View Article]

ARTICLE 7: BENEFITS

7.1 Group Life Insurance

0. 1.  
1. The Board shall administer the Manitoba Public Schools Employees Group Life Insurance Plan according to the terms and conditions of the Master Policy of the said Plan and subject to the limitations set out in (d).

1. 1.  
2. All teachers shall be provided with the basic insurance of 200% of salary with premiums to be shared equally between the employee and the Board. Where teachers opt for additional levels of insurance coverage, the premiums associated with such additional coverage shall be borne exclusively by the teacher.

2. 1.  
3. All teachers coming on staff after the effective date of the implementation of the Plan in the Division shall be required to participate in the Plan by the Trustees of the Manitoba Public School Employees Group Life Insurance Plan.

3. 1.  
4. The Board's responsibility with respect to the administration of this Plan shall be limited to the following:

1. deducting premiums from the teachers;

2. enrolling newly hired teachers in the Plan;

3. maintaining records of the teachers who are and are not insured, including maintaining files of application cards, late applicants, teachers whose coverage was rejected on late application, beneficiary designations, and teachers whose coverage has terminated on leaving the Division;

4. completing a premium statement to accompany premium remittances;

1. 5. providing claim forms to teachers or beneficiaries on request;

1. 1. 1.  

6. completing and submitting the Employer Claim Submission for claimants;

7. distributing Plan information to teachers from time to time;

8. conducting periodic re-openings from Accidental Death and Dismemberment applications.

4. 1.  
5. Save and except for the express responsibilities set out in (d) of this article, the Association acknowledges and agrees that the Board neither has nor assumes any responsibility whatsoever with respect to any aspect of the Manitoba Public School Employees Group Life Insurance Plan.

[View Clause]

7.2 Disability Benefits Plan

0. 1.  
1. The Board shall deduct from teachers' salaries the full premium costs prescribed by the Plan and shall forward such premiums on a monthly basis to the Plan.

 

1. 1.  
2. Any teacher shall be enrolled in the Plan and shall participate in the Plan, in accordance with the terms and conditions of the Plan.

 

2. 1.  
3. Any teacher entering the Division's employ shall be enrolled automatically in the Plan and shall have deducted monthly from his/her salary the amount of premiums specified by the Plan.

3. 1.  
4. The Board's responsibility with respect to the administration of this Plan shall be limited to the following:

1. deducting premiums from the teachers;

2. enrolling newly hired teachers in the Plan;

1. 3. maintaining records of the teachers who are and are not insured, including maintaining files of application cards, late applicants, teachers whose coverage was rejected on late application, beneficiary designations, and teachers whose coverage has terminated on leaving the Division;

4. completing a premium statement to accompany premium remittances;

5. distributing plan information to teachers from time to time;

7. completing and Disability Notification Form and submitting it to the Plan after a teacher has been absent ten (10) consecutive teaching days and where the sickness or disability may result in the filing of a claims for benefits;

7. 1. 1.  
8. reporting to the Plan salary changes for teachers in receipt of benefits.

4. 1.  
5. Save and except for the express responsibilities set out in (d) of this article, the Association acknowledges and agrees that the Board neither has nor assumes any responsibility whatsoever with respect to any aspect of the Disability Benefits Plan.

 

5. 1.  
6. The Association shall indemnify and save harmless the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of premiums or exercise of other responsibilities with respect to the Disability Benefits Plan.

[View Clause]

7.3 Short Term Disability Plan

The Division shall administer the Manitoba Teachers' Society Short Term Disability Plan as follows:

1. The Board shall deduct from teachers' salaries the full premium costs prescribed by the Plan and shall forward such premiums on a monthly basis to the Plan.

 

1. 1.  
2. All eligible teachers shall be enrolled in the Plan and shall participate in the Plan, in accordance with the terms and conditions of the Plan.

 

2. 1.  
3. Any teacher entering the Division's employ shall be enrolled automatically in the Plan and shall have deducted semi-monthly from his/her salary the amount of premiums specified by the Plan.

3. 1.  
4. The Board's responsibility with respect to the administration of this Plan shall be limited to the following:

1. deducting the premiums from the teachers;

2. enrolling newly hired teachers in the plan;

3. completing a premium statement to accompany premium remittances;

4. completing a Short-Term Disability Notification Form and submitting it to the Plan when a teacher has been absent from teaching and where the sickness or disability may result in the filing of a claim or benefits, as per the requirement of the Plan.

4. 1.  
5. Save and except for the express responsibilities set out in {d) of this article, the Association acknowledges and agrees that the Board neither has nor assumes any responsibility whatsoever with respect to any aspect of the Short-Term Disability Plan.

 

5. 1.  
6. The Association shall indemnify and save the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of premiums or exercise of other responsibilities with respect to the Short Term Disability plan.

 

6. 1.  
7. The Division shall refund to the Association 100% of the additional premium rebate under the Employment Insurance Commission Act as a result of the implementation and continuation of the Short-Term Disability Plan

[View Clause]

7.4 Extended Health Benefit Plan and Dental Insurance Plan

 

1. 1.  
2. All Employees covered by this Collective Agreement that are eligible under the terms of the MPSE Dental Plan and EHB Plan(s) shall be required to participate in the MPSE Dental and EHB Plan(s) unless entitled to elect out of the Dental and/or EHB Plan(s) as may be permitted under the terms thereof.

 

2. 1.  
3. The cost of the MPSE Dental and EHB Plan(s) will be paid by the Division in accordance with the terms and conditions of the Dental and EHB Plan(s) Agreement.

3. 1.  
4. The Division agrees that the Division's monthly contribution to the MPSE Dental and EHB Plan(s) on behalf of each Employee will be the monthly rate for family coverage (that is, entitlement to coverage for an Employee, his/her spouse, and his/her dependent children, having regard to the definition of spouse and dependent children in the Dental and EHB Plan(s)). Provided that an Employee may elect, in prescribed form, for reduced coverage as permitted under the terms of the Dental and EHB Plan(s) in which case the Division agrees to make monthly payments to the Employee as follows:

1. An Employee with only one dependent (spouse or child) who is entitled to and does so duly elect to opt down from family coverage under the Dental Plan to coverage for Employee and one other family member only, shall receive an amount equal to the difference in the monthly rate between family coverage and coverage for an Employee and one dependent only; or

2. An Employee with neither spouse nor dependent children who is entitled to and does so duly elect to opt down from family coverage under the Dental and Extended Health Plan to coverage for an Employee only, shall receive an amount equal to the difference in the monthly rate between family coverage and coverage for an Employee only; or

3. An Employee who is entitled to and does so duly elect to opt out of all coverage on the basis that the Employee's spouse has group Dental and/or Extended Health plan coverage, shall receive an amount equal to the monthly rate for family coverage.

4. reporting all changes in family status to the carrier as reported by individual members of the Division;

5. maintaining a supply of pamphlets, brochures and claim forms for distribution to members upon enrollment and/or upon request as is appropriate. All such materials are to be provided by the carrier;

6. any other matters agreed to in writing between the parties from time to time.

5. 1.  
6. Except as noted below in (c) and (d), all teachers who are eligible under the terms of the Plan(s) shall be required to participate in the Plan(s).

7. Where a teacher provides evidence of coverage for Extended Health Benefits or Dental Insurance through a spousal plan, such member shall be eligible to opt out of this/these Plan(s) subject to the terms of this/these Plan(s).

8. A teacher who works less than .3 time shall not be required to join the Plan(s).

9. The obligation of the Division to administer the Plan(s) on behalf of any teacher shall cease upon termination of employment with the Division.

10. Save and except for the express responsibilities set out in this article, the Association acknowledges and agrees that the Board neither has nor assumes any responsibility whatsoever with respect to any aspect of the Extended Health Benefit or Dental Insurance Plan(s).

11. The Association shall indemnify and save harmless the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of any claim or legal action arising from the deduction of premiums or exercise of other responsibilities with respect to the Extended Health Benefit or Dental Insurance Plan(s).

[View Clause]

7.5 Professional Development Fund

{An imprest fund is created when a cash payment is made from the central bank account of the Division into either a pool of physical cash or into a bank account separate from the Division's central bank account and which is under the control of designated teachers of the Division. Disbursements are made from the imprest fund separate from the central disbursement process as directed by the designated teachers).

4. A Management Committee will be established to administer the Fund comprised of equal representation from the Division and the Association. The Superintendent will appoint the Division representatives on the Management Committee and the President of the Pembina Trails Teachers' Association will appoint the Association representatives. The maximum size of the Management Committee will be eight (8).

 

5. Where irreconcilable differences between the parties exist with respect to the administration of the Fund, a third party shall mediate/arbitrate any difference.

 

6. The Division and the Association will agree on the name{s) of a third party or parties who will be available to mediate/arbitrate any irreconcilable differences between the parties on the administration of this Fund. The decision of the third-party mediator/arbitrator will be final and binding.

 

7. ​​​​​​​​​​​​​​The Professional Development Fund expenditures are for sabbaticals {full or partial), in-service training, workshops, conferences, a course or courses of study which may or may not include paid or unpaid leaves of absence, or any other professional development activity which is appropriate.

8.  The Professional Development Fund is set out in addition to any other budgeted professional development allocation for staff, including teachers, which the Board may choose to make in the course of establishing its annual budget.

 

9. ​​​​​​​Any professional development activity must have as its aim and purpose to provide a benefit and furtherance to the educational activities of the Pembina Trails School Division.

 

10. A Joint Professional Development Accumulated Surplus/Deficit Fund ("the Surplus/Deficit Fund") shall be established commencing with the results of the 2007/08 Fiscal Year. For any fiscal year when the actual amount expended is less than the amount of the annual allocation adjusted by the carried forward balance in the Surplus/Deficit Fund from the prior fiscal year, the unexpended amount shall be added to the Surplus/Deficit Fund. For any fiscal year when the actual amount expended is greater than the amount of the annual allocation adjusted by the carried forward balance in the Surplus/Deficit Fund from the prior fiscal year, the over expended amount shall be deducted from the Surplus/Deficit Fund. The balance in the Surplus/Deficit Fund shall be added to or deducted from the annual allocation for the subsequent fiscal year. The Management Committee shall take every reasonable precaution not to over expend the amounts available to it in any fiscal year.

DATED at Winnipeg, Manitoba, this 6^th day of May, A.D. 2021

 

Pembina Trails Teachers' Association

of  The Manitoba Teachers' Society                          Pembina Trails School Division

                                                                                  ____________________________

                                     Chair of the Board

_______________________________                    ____________________________

Negotiations Chair                                                     Secretary Treasurer

 

The parties agree to renew the following SCHEDULE, MEMORANDUMS and LETTERS:

 

LETTER OF ADMINISTRATION RE: METHOD OF PAYMENT

LETTER OF UNDERSTANDING RE: PERSONAL LEAVE APPLICATIONS ADDENDUM TO THE AGREEMENT RE: PROFFESSIONAL DEVELOPMENT FUND AUXILIARY AGREEMENT

COLLATERAL DENTAL PLAN AGREEMENT

LETTER OF AGREEMENT RE: REVISED SALARY GRID NET OF DENTAL AND EXTENDED HEALTH

LETTER OF UNDERSTANDING RE: DIVISIONAL PRINCIPAL

 

 

THE PARTIES AGREE TO DELETE THE FOLLOWING:

 

LETTER OF ADMINISTRATION RE: JOINT COMMITTEE WITH RESPECT TO RELEASE TIME FOR REPORTING

[View Clause]

[View Article]

LETTER OF ADMINISTRATION: METHOD OF PAYMENT

 

3. Teachers receiving maternity leave or parental leave top up payments shall be paid the top up payments monthly on the last business day of the month during the months when the Teachers are eligible to receive them.

 

4. The payment dates of the fifteenth (15^th) day of each month and the last business day of each month as set out in Article 3.2(b) are made without exception to the month in which the payments are being made.

 

5. Normally, any benefit deductions that are required will be deducted from each pay. The full parking fees will, normally, be deducted from each pay from September through June.

 

 

Yours faithfully,

 

Craig M. Stahlke, CMA, FCMA Secretary-Treasurer

 

[View Clause]

[View Article]

Letter of Understanding

LETTER OF UNDERSTANDING BETWEEN

THE PEMBINA TRAILS SCHOOL DIVISION

-and-

THE PEMBINA TRAILS TEACHERS' ASSOCIATION

RE:      PERSONAL LEAVE APPLICATIONS

 

The Parties herewith agree that the Division will not require teachers to provide reasons for their request for personal leave under the Personal Leave article of this collective agreement.

DATED at  Winnipeg, Manitoba, this 6^th day of May, A.D. 2021.

 

Pembina Trails Teachers' Association

of The Manitoba Teachers' Society                             Pembina Trails School Division

__________________________                               ___________________________

President                                                                    Chair of the Board

__________________________                               ___________________________

Negotiations Chair                                                     Secretary Treasurer

[View Clause]

[View Article]

Addendum Agreement

ADDENDUM TO THE AGREEMENT BETWEEN

THE PEMBINA TRAILS SCHOOL DIVISION

-and-

THE PEMBINA TRAILS TEACHERS' ASSOCIATION OF THE MANITOBA TEACHERS SOCIETY

The following sets out the basis of an agreement made between the Pembina Trails School Division and the Pembina Trails Teachers' Association in conjunction with the Collective Agreement between the two parties made as of the 6^th day of May, 2021.

 

PROFESSIONAL DEVELOPMENT FUND

 

The parties agree that the following are acceptable as mediator/arbitrator with respect to any irreconcilable differences which may arise between the parties in connection with the administration of the Professional Development Fund as set out in Article 7.4.

 

1. Michael Werier
2. Arne Peltz
3. Failing the availability of either of the foregoing, the Manitoba Labour Board List "A" shall be accessed.

 

Pembina Trails Teachers' Association of The Manitoba Teachers' Society

_________________________

President

_______________________

Negotiations Chair

 

 

Pembina Trails School Division

_______________________

Chair of the Board

_______________________

Secretary Treasurer

[View Clause]

[View Article]

Auxiliary Agreement

THIS AUXILIARY AGREEMENT made as of the 6th day of May, 2021

BETWEEN:

PEMBINA TRAILS SCHOOL DIVISION

(hereinafter referred to as the “Division”)

- and -

PEMBINA TRAILS TEACHERS’ ASSOCIATION OF

THE MANITOBA TEACHERS’ SOCIETY,

(hereinafter referred to as the “Association”)

WHEREAS pursuant to a certain collective agreement dated May 6, 2021, the Division has agreed to participate in a number of insurance programs, including:

• The Manitoba Public School Employees Group Life Insurance Plan; and
• The Manitoba Public School Employees Dental & Extended Health Benefits Plan.

The Division has agreed to participate in these plans subject to the terms of administration and cost sharing, as determined by the conditions of entry stipulated by each individual plan.

WHEREAS the Division recognizes that not all teachers will be eligible for coverage under these plans by virtue of their administration and underwriting rules, the Division and the Association have agreed that certain Teachers will be paid according to the annual rate of pay for the 2018/19, 19/20, 20/21 school years which follow:

 

 

	EFFECTIVE JULY 1, 2018 (1.6%)
STEP	Class 1	Class 2	Class 3	Class 4	Class 5	Class 6	Class 7
0	$       40,219	$        44,414	$        48,277	$       57,586	$         61,101	$        65,349	$       68,979
1	$       42,129	$        46,308	$        50,766	$       60,751	$         64,516	$        68,670	$       72,725
2	$       44,041	$        48,827	$        53,950	$       63,912	$         67,910	$        72,233	$       76,524
3	$       45,954	$        51,356	$        57,124	$       67,085	$         71,328	$        75,837	$       80,302
4	$       47,868	$        53,878	$        60,308	$       70,357	$         74,737	$        79,442	$       84,108
5	$       49,777	$        56,409	$        63,488	$       73,647	$         78,149	$        83,048	$       87,887
6	$       51,984	$        60,100	$        67,969	$       76,939	$         81,569	$        86,654	$       91,678
7				$       80,222	$         85,035	$        90,264	$       95,465
8				$       83,523	$         88,660	$        93,882	$       99,253
9				$       89,744	$         94,841	$      100,718	$     106,468

 

	EFFECTIVE JULY 1, 2019 (1.4%)
STEP	Class 1	Class 2	Class 3	Class 4	Class 5	Class 6	Class 7
0	$       40,782	$        45,036	$        48,953	$       58,392	$         61,957	$        66,264	$       69,945
1	$       42,719	$        46,957	$        51,477	$       61,601	$         65,419	$        69,632	$       73,743
2	$       44,657	$        49,511	$        54,705	$       64,807	$         68,861	$        73,244	$       77,595
3	$       46,597	$        52,075	$        57,923	$       68,025	$         72,327	$        76,899	$       81,426
4	$       48,538	$        54,633	$        61,152	$       71,342	$         75,783	$        80,554	$       85,285
5	$       50,474	$        57,199	$        64,377	$       74,678	$         79,243	$        84,211	$       89,117
6	$       52,711	$        60,942	$        68,921	$       78,016	$         82,711	$        87,867	$       92,961
7				$       81,345	$         86,226	$        91,528	$       96,802
8				$       84,693	$         89,901	$        95,197	$     100,643
9				$       91,001	$         96,168	$      102,128	$     107,958

 

	EFFECTIVE JULY 1, 2020 (0.5%)
STEP	Class 1	Class 2	Class 3	Class 4	Class 5	Class 6	Class 7
0	$       40,986	$        45,261	$        49,198	$       58,684	$         62,266	$        66,595	$       70,295
1	$       42,933	$        47,191	$        51,735	$       61,909	$         65,746	$        69,980	$       74,112
2	$       44,880	$        49,758	$        54,978	$       65,131	$         69,206	$        73,610	$       77,983
3	$       46,830	$        52,335	$        58,213	$       68,365	$         72,689	$        77,284	$       81,833
4	$       48,781	$        54,906	$        61,458	$       71,699	$         76,162	$        80,957	$       85,711
5	$       50,726	$        57,485	$        64,699	$       75,051	$         79,639	$        84,632	$       89,563
6	$       52,975	$        61,247	$        69,266	$       78,406	$         83,124	$        88,306	$       93,426
7				$       81,752	$         86,657	$        91,986	$       97,286
8				$       85,116	$         90,351	$        95,673	$     101,146
9				$       91,456	$         96,649	$      102,639	$     108,498

 

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 May 13, 2021.

 

CONCURRING SIGNATORIES

 

Dated at Winnipeg, Manitoba this 6^th day of May, 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 6^th day of May, 2021

BETWEEN:

THE PEMBINA TRAILS SCHOOL DIVISION

(hereinafter referred to as the “Division”)

OF THE FIRST PART,

- and -

THE PEMBINA TRAILS 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 May 6, 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.

 

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

 

3. Subject to the terms of the Agreement, the Division and the Association shall comply with any administrative or underwriting requirements in respect to the Plan stipulated by the Trust and/or by the insurer appointed by the Trust to administer the Plan.

 

4. The Division shall make the following payments:

1. Subject to paragraph (b) which follows, for October, 2018 the Division shall pay monthly $111.00 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, said $111.00  and $124.00 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 October, 2019 the Division shall pay monthly $101.50 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, said $101.50  and $126.00 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 October, 2020 the Division shall pay monthly $92.00 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, said $92.00  and $131.00 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.

2. 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.

3. For each year thereafter, the Division shall pay monthly on behalf of each Employee an amount not to exceed the amount payable by the Division for each Employee in the preceding year (taking into account payments referred to in both sub-paragraphs (a) and (b) of this paragraph 4) increased or decreased by a percentage equivalent to the percentage negotiated or awarded on average for the salary schedule of the Employees in the current year.

 

5. It is understood and agreed by the Association that any eligible Employees employed on or after the effective date of the implementation of the Plan shall be required to participate in the Plan unless entitled to elect out of the Plan as may be permitted under the terms thereof.

 

6. This Agreement may be terminated by either of the parties hereto effective the first day of September of a particular calendar year provided that not less than 12 months written notice of such termination is given by the party terminating this Agreement to the other party hereto.

 

7. Any notice required or permitted to be given hereunder shall be deemed to be effectively given if mailed by registered mail, postage prepaid or delivered by bonded carrier to the parties at the following addresses:

 

                        To the Division:

                        PEMBINA TRAILS SCHOOL DIVISION

                        181 Henlow Bay

                        Winnipeg MB   R3Y 1M7

                       

 

                        To the Association:

                        PEMBINA TRAILS TEACHERS’ ASSOCIATION

                        Rm 105 - 6720 Betsworth Ave

                        Winnipeg MB    R3R 1W3

 

and if mailed as aforesaid, shall be deemed to have been given on the fifth business day next following that upon which the letter containing such notice was posted. 

 

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

 

9. This Agreement shall be binding upon and shall inure to the benefit of the parties hereto and their respective successors and assigns.

IN WITNESS WHEREOF the Division has caused its Corporate Seal to be hereunto affixed duly attested by the signatures of its proper officers in that behalf, the day and year first above written.

 

THE PEMBINA TRAILS 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 PEMBINA TRAILS TEACHERS' ASSOCIATION

___________________________

President

___________________________

Vice President Collective Bargaining 

[View Clause]

[View Article]

Letter of Understanding

LETTER OF UNDERSTANDING BETWEEN

THE PEMBINA TRAILS SCHOOL DIVISION

-and-

THE PEMBINA TRAILS TEACHERS' ASSOCIATION

WHEREAS the Division has established a new classification of employee, Principal of Curriculum , which falls within the scope of the Collective Agreement between the Pembina Trails School Division ("the Division") and the Pembina Trails Teachers' Association ("the Association"), and

 

WHEREAS the Division and the Association have negotiated to conclude its renewal of its Collective Agreement which expired on June 30, 2018, and

 

NOW THEREFORE the parties agree as follows:

 

1. The wages to be paid to the Principal of Curriculum adhere to the classification of Principal.

This agreement signed this 6^th day of May, 2021

 

THE PEMBINA TRAILS SCHOOL DIVISION

___________________________

Chairperson

___________________________

Secretary - Treasurer

 

THE PEMBINA TRAILS TEACHERS' ASSOCIATION

___________________________

President

___________________________

Vice-President of Collective Bargaining

[View Clause]

[View Article]

Letter of Agreement

LETTER OF AGREEMENT 

Manitoba Public School Employees Dental and Extended Health Plan

Between

The Pembina Trails School Division

and

The Pembina Trails Teachers’ Association

of the

Manitoba Teachers’ Society

RE: Oct. 2018, 2019, and 2020 Salary grid net of Dental and Extended Health

The Division administers the Manitoba Public School Employees Dental and Extended Health Plan as per the Collateral Agreement dated May 6, 2021 for the members of the Pembina Trails 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 October 2018, 2019, and 2020.

	EFFECTIVE OCTOBER 1, 2018				Premium: $2820
STEP	Class 1	Class 2	Class 3	Class 4	Class 5	Class 6	Class 7
0	$  37,399	$  41,594	$  45,457	$  54,766	$  58,281	$  62,529	$     66,159
1	$  39,309	$  43,488	$  47,946	$  57,931	$  61,696	$  65,850	$     69,905
2	$  41,221	$  46,007	$  51,130	$  61,092	$  65,090	$  69,413	$     73,704
3	$  43,134	$  48,536	$  54,304	$  64,265	$  68,508	$  73,017	$     77,482
4	$  45,048	$  51,058	$  57,488	$  67,537	$  71,917	$  76,622	$     81,288
5	$  46,957	$  53,589	$  60,668	$  70,827	$  75,329	$  80,228	$     85,067
6	$  49,164	$  57,280	$  65,149	$  74,119	$  78,749	$  83,834	$     88,858
7				$  77,402	$  82,215	$  87,444	$     92,645
8				$  80,703	$  85,840	$  91,062	$     96,433
9				$  86,924	$  92,021	$  97,898	$   103,648

 

	EFFECTIVE OCTOBER 1, 2019				Premium: $2730
STEP	Class 1	Class 2	Class 3	Class 4	Class 5	Class 6	Class 7
0	$  38,052	$  42,306	$  46,223	$  55,662	$  59,227	$  63,534	$     67,215
1	$  39,989	$  44,227	$  48,747	$  58,871	$  62,689	$  66,902	$     71,013
2	$  41,927	$  46,781	$  51,975	$  62,077	$  66,131	$  70,514	$     74,865
3	$  43,867	$  49,345	$  55,193	$  65,295	$  69,597	$  74,169	$     78,696
4	$  45,808	$  51,903	$  58,422	$  68,612	$  73,053	$  77,824	$     82,555
5	$  47,744	$  54,469	$  61,647	$  71,948	$  76,513	$  81,481	$     86,387
6	$  49,981	$  58,212	$  66,191	$  75,286	$  79,981	$  85,137	$     90,231
7				$  78,615	$  83,496	$  88,798	$     94,072
8				$  81,963	$  87,171	$  92,467	$     97,913
9				$  88,271	$  93,438	$  99,398	$   105,228
	EFFECTIVE OCTOBER 1, 2020				Premium: $2676
STEP	Class 1	Class 2	Class 3	Class 4	Class 5	Class 6	Class 7
0	$  38,310	$  42,585	$  46,522	$  56,008	$  59,590	$  63,919	$     67,619
1	$  40,257	$  44,515	$  49,059	$  59,233	$  63,070	$  67,304	$     71,436
2	$  42,204	$  47,082	$  52,302	$  62,455	$  66,530	$  70,934	$     75,307
3	$  44,154	$  49,659	$  55,537	$  65,689	$  70,013	$  74,608	$     79,157
4	$  46,105	$  52,230	$  58,782	$  69,023	$  73,486	$  78,281	$     83,035
5	$  48,050	$  54,809	$  62,023	$  72,375	$  76,963	$  81,956	$     86,887
6	$  50,299	$  58,571	$  66,590	$  75,730	$  80,448	$  85,630	$     90,750
7				$  79,076	$  83,981	$  89,310	$     94,610
8				$  82,440	$  87,675	$  92,997	$     98,470
9				$  88,780	$  93,973	$  99,963	$   105,822