THIS AGREEMENT made as of the 20th day of May A.D., 2021,
BETWEEN:
THE WINNIPEG SCHOOL DIVISION
(“Hereinafter referred to as the "Division")
OF THE FIRST PART,
‑ and ‑
THE WINNIPEG TEACHERS' ASSOCIATION
of THE MANITOBA TEACHERS' SOCIETY
(“Hereinafter referred to as the "Association")
OF THE SECOND PART.
SECTION A ‑ GOVERNANCE
It is the intention and purpose of the parties to this Agreement to promote peace and harmony to improve the working relations between the Division and the members of the Association, to establish acceptable provisions to facilitate the peaceful adjustment of all grievances and disputes between the parties and to provide a basis for both parties to improve the professional services rendered to the taxpayers and the students of The Winnipeg School Division.
The Division recognizes the Association as the sole bargaining agent for all teachers in the employ of The Winnipeg School Division.
Subject to the provisions of the schedules herein mentioned, this Agreement shall come into force and take effect from the first day of July, A.D. 2018 and shall remain in full force until June 30th, 2022 and shall, thereafter, continue in effect from year to year unless either party gives to the other party by registered mail, notice of its intention to terminate or seek amendment of this Agreement. This notice shall be given during the month of April prior to the date of expiry of the term of the Agreement. If the parties to the Agreement mutually agree to commence negotiations before April in the year the Collective Agreement expires, notice to begin collective bargaining for all purposes of the Public Schools Act and this Collective Agreement is conclusively deemed to have been given on April 1st in that year.
During negotiations for renewal or amendment, the parties may agree to extend this Agreement for a specified length of time, but not indefinitely. Should the negotiations extend beyond the then current calendar year, or beyond a specified date agreed upon, either party may terminate this Agreement at any time upon thirty (30) days' notice by registered mail to the other party. When the extended negotiations are completed the amended Collective Agreement shall be effective on the day following the expiry date of the previous Collective Agreement, except where stated otherwise.
This Agreement is made subject to the provisions of The Public Schools Act, The Education Administration Act and other applicable acts and the regulations made thereunder. Except as hereinafter provided, the regulations, By‑laws and Code of Rules shall remain in force during the term of this Agreement and it is understood and agreed that no changes shall be made in forms of such agreements or in the said regulations or By‑laws or in the Code of Rules of the Division which affect the terms or conditions of employment of teachers by the Division except by agreement of the parties hereto and subject to the approval of the Minister under The Public Schools Act, if such approval is required.
5.01
5.02
Teachers employed by the Division under individual teacher contracts prior to December 18, 2004, shall be deemed to have signed the appropriate form of individual teacher contract under Article 5.01.
Wherever the singular is used throughout this Agreement, the same shall be construed as meaning the plural where the context or the parties hereto so require.
At the request of either of the parties hereto, any question of interpretation or application of the provisions of this Agreement may be referred to the Committee on Adjustments which shall consist of two (2) representatives from the Division, appointed by the Chief Superintendent, and two (2) representatives appointed by the Association. Both parties may have additional persons in attendance.
Where there is a difference between the parties to, or persons bound by the Agreement or on whose behalf it was entered into, concerning its content, meaning, application or violation, the aggrieved party shall, within thirty‑five (35) teaching days from the date on which the griever became aware of the event giving rise to the dispute or alleged violation, notify the other party in writing of its desire to have the difference negotiated. If the dispute or alleged violation is not settled between the parties the griever, after being notified that the grievance is denied, shall within a further thirty (30) teaching days or such time as the parties may mutually agree, refer the dispute to an arbitrator or an arbitration board as herein prescribed.
The notice of difference shall be submitted to the Chief Superintendent and shall contain a summary of the facts which gave rise to the grievance and the name(s) of the employee(s) immediately involved. The notice of grievance shall reference the clause(s) of the Collective Agreement on which the grievance is based and outline the required corrective measures. In the case of a policy grievance the notice shall reference the clause(s) of the Collective Agreement on which the grievance is based and outline the required corrective measures.
If a party to the Collective Agreement claims that the time limit imposed under the Collective Agreement has not been complied with, the parties shall proceed to appoint the arbitration board and, if the arbitration board is satisfied that the irregularity with respect to the time limit has not prejudiced the parties to the arbitration and will not affect the merits of the matter submitted to the arbitration board, it may, on application of any party to the arbitration, declare that the irregularity does not affect validity of the decision of the arbitration board; and the declaration is binding on the parties to the arbitration and on any person affected by the decision of the arbitration board.
Within ten (10) teaching days of delivery of the written request to settle the difference by arbitration, each party shall nominate one (1) member ready, willing and able to sit on the arbitration board, and the two (2) members so selected shall, within a further period of ten (10) teaching days, nominate a chairperson, ready, willing and able to serve in the capacity of chairperson of the arbitration board. In the event of the failure of the two (2) first mentioned members of the board to agree upon the selection of a chairperson the matter shall be referred by them to the Manitoba Labour Board who shall choose the chairperson.
PROVIDED THAT: If the Division and the Association, after delivery of the written request to settle the grievance by arbitration, and before the expiration of the ten (10) teaching days period prescribed for the selection of their respective nominees agree that the difference shall be settled by a single named arbitrator, the arbitrator so selected shall have the like authority as the arbitration board to make a final settlement of the difference, and shall act in the place and stead of the arbitration board.
If the parties elect to follow the procedure entailing the appointment of an arbitration board, then, in the event of any vacancy on the board occurring by reason of death, incapacity or resignation, or for any other reason, such vacancy shall be filled in the same manner as is provided herein for the establishment of the board in the first instance.
PROVIDED THAT: If the parties elect to utilize the alternative procedure herein provided, namely, the joint selection of a single arbitrator, and if that arbitrator should resign or die before completing the performance of the duties, the parties shall revert with respect to the dispute concerned, to their respective positions as of the date on which the written request to arbitrate the dispute was delivered.
The board of arbitration shall enter upon its duties within ten (10) days after the appointment of the chairperson, unless otherwise mutually agreed upon by the parties, and shall render its decision as soon thereafter as possible. If the dispute is referred to a single arbitrator, the arbitrator shall enter upon the duties undertaken within ten (10) days after the appointment, unless otherwise mutually agreed by the parties, and shall render a decision as soon thereafter as possible.
The decision of the arbitration board (or of the single arbitrator when the alternative procedure has been invoked) shall be limited to the dispute or question contained in the statement or statements submitted by the parties, and the decision shall not change, add to, vary or disregard any provision of this Agreement.
Decisions of the majority of the members of the arbitration board (or the decision of the single arbitrator) made under the authority of this arbitration clause, shall be final and binding upon the parties to this Collective Agreement and all persons upon whom the Collective Agreement is binding.
If an arbitration board is appointed under the authority of this arbitration clause, the expenses, if any, of the members of the arbitration board shall be paid as follows: The Association shall pay the fees and expenses of the member chosen by it; the Division shall pay the fees and expenses of the member chosen by it; the fees and expenses of the chairperson shall be divided equally between the Association and the Division. If, however, the parties elect to follow the alternative procedure, the fees and expenses of the single arbitrator shall be divided equally between the Association and the Division.
Any change or alteration of or addition to or substitution for any of the terms of this Agreement shall be made by negotiation between the Division and the Association.
The basic salary schedule and provisions relating thereto shall be as follows:
and the basic salary of each teacher shall then be the salary shown in the Basic Annual Salary Schedule for such corresponding class and years of teaching experience.
BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of Fall term, 2018, the following net salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
$39,404 |
$43,663 |
$47,271 |
$56,932 |
$61,035 |
$64,631 |
$68,404 |
1 |
40,740 |
45,052 |
49,503 |
59,652 |
63,763 |
67,946 |
71,078 |
2 |
42,704 |
47,288 |
51,456 |
62,903 |
67,024 |
71,208 |
74,371 |
3 |
44,663 |
49,533 |
54,584 |
66,178 |
70,283 |
74,468 |
78,160 |
4 |
46,647 |
51,786 |
57,861 |
69,533 |
73,651 |
77,757 |
82,153 |
5 |
48,608 |
54,247 |
61,138 |
72,982 |
77,090 |
81,426 |
86,134 |
6 |
50,541 |
58,733 |
66,930 |
76,428 |
80,536 |
85,274 |
90,118 |
7 |
|
|
|
79,874 |
83,990 |
89,117 |
94,140 |
8 |
|
|
|
82,924 |
87,531 |
92,956 |
98,176 |
9 |
|
|
|
87,904 |
92,809 |
98,388 |
103,634 |
BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term, 2019, the following net salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
$39,955 |
$44,274 |
$47,932 |
$57,729 |
$61,889 |
$65,535 |
$69,361 |
1 |
41,310 |
45,682 |
50,196 |
60,487 |
64,655 |
68,897 |
72,073 |
2 |
43,301 |
47,950 |
52,176 |
63,783 |
67,962 |
72,204 |
75,412 |
3 |
45,288 |
50,226 |
55,348 |
67,104 |
71,266 |
75,510 |
79,254 |
4 |
47,300 |
52,511 |
58,671 |
70,506 |
74,682 |
78,845 |
83,303 |
5 |
49,288 |
55,006 |
61,993 |
74,003 |
78,169 |
82,565 |
87,339 |
6 |
51,248 |
59,555 |
67,867 |
77,497 |
81,663 |
86,467 |
91,379 |
7 |
|
|
|
80,992 |
85,165 |
90,364 |
95,457 |
8 |
|
|
|
84,084 |
88,756 |
94,257 |
99,550 |
9 |
|
|
|
89,134 |
94,108 |
99,765 |
105,084 |
BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term, 2020, the following net salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
$40,154 |
$44,495 |
$48,171 |
$58,017 |
$62,198 |
$65,862 |
$69,707 |
1 |
41,516 |
45,910 |
50,446 |
60,789 |
64,978 |
69,241 |
72,433 |
2 |
43,517 |
48,189 |
52,436 |
64,101 |
68,301 |
72,565 |
75,789 |
3 |
45,514 |
50,477 |
55,624 |
67,439 |
71,622 |
75,887 |
79,650 |
4 |
47,536 |
52,773 |
58,964 |
70,858 |
75,055 |
79,239 |
83,719 |
5 |
49,534 |
55,281 |
62,302 |
74,373 |
78,559 |
82,977 |
87,775 |
6 |
51,504 |
59,852 |
68,206 |
77,884 |
82,071 |
86,899 |
91,835 |
7 |
|
|
|
81,396 |
85,590 |
90,815 |
95,934 |
8 |
|
|
|
84,504 |
89,199 |
94,728 |
100,047 |
9 |
|
|
|
89,579 |
94,578 |
100,263 |
105,609 |
BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term, 2021, the following net salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
1 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
2 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
3 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
4 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
5 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
6 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
7 |
|
|
|
TBD |
TBD |
TBD |
TBD |
8 |
|
|
|
TBD |
TBD |
TBD |
TBD |
9 |
|
|
|
TBD |
TBD |
TBD |
TBD |
Note: Effective Fall Term September 2021 salary schedule to be established based on Cost of Living Allowance (COLA). Please see attached Letter of Understanding RE: Cost of Living Allowance (COLA).
Each teacher shall be classified on the basis of Manitoba Teaching Certificates and Qualifications Regulation No. 515/88 as amended to the date hereof, provided:
That a teacher holding a vocational certificate (Industrial) or Letter of Authority to teach the vocational industrial course, shall be placed in Class IV, unless the teacher's qualifications are such as to entitle the teacher to a higher classification.
Each clinician subject to the provisions of the Collective Agreement and employed by the Division on or after January 1st, 1981, will be classified by the Professional Certification and Student Records Unit of Manitoba Education and Advanced Learning of the Province of Manitoba, and the Division will, if the clinician was hired before January 1st, 1981, continue to recognize the classification assigned to the clinician by the Division notwithstanding the classification may not be the same as the classification assigned by the said Professional Certification and Student Records Unit. Clinicians employed by the Division prior to January 1st, 1981 who improve their qualifications after December 31st, 1980 will not receive recognition from the Division for the improved qualifications until the improved qualifications exceed the qualifications for the classification already assigned by the Division and then only if the qualifications are recognized by the Professional Certification and Student Records Unit as being sufficient to qualify for a change in classification.
e.g. - 1 to 19 days equals no absence;
- 20 to 39 days equals one (1) month's absence;
- 40 to 59 days equals two (2) month’s absence; and so on.
e.g. - two (2) one‑half (½) teaching days of paid service equals one (1) teaching day.
- twenty (20) teaching days of paid service equals one (1) teaching month.
- five (5) months of paid service equals one‑half (½) of a school year.
The salary adjustments retroactive to the effective date of this Agreement shall be paid to any teacher who has left the service or who has been granted leave of absence since that date and prior to the date this Collective Agreement is executed as follows:
In the case of 9.05(a) (iii) and (iv) entitlement to retroactive salary shall cease one (1) year after being notified by the Division at the teacher's last known address.
The Division shall provide the Association the names of all teachers whose cheques are returned when mailed to the last-known address.
The basic salary of a teacher shall on completion of each year of teaching experience, be increased by an increment as indicated in the Basic Salary Schedule until the teacher has reached the maximum salary for the class. If the years of teaching experience before the effective date of the teacher's individual contract are expressed by a whole number plus a half, the half year shall be considered to be five (5) months of teaching experience on the Winnipeg Staff for the purpose of determining the date for payment of the first increment.
For the purpose of this subsection the date that the increment becomes payable on the completion of a year of teaching experience as provided in Article 9.04 hereof, shall be as follows:
NOTE: For (a) evidence shall be the copy of confirmation of successful completion of courses from the appropriate educational institution.
For (b) evidence shall be the verification of the date confirmation of successful completion of courses was submitted to the Professional Certification and Student Records Unit, Manitoba Education and Advanced Learning.
- Where evidence of entitlement to reclassification due to qualifications is obtained prior to September 1st in any year and is filed by the teacher in September or October that year, the teacher shall be entitled to reclassification as and from September 1st of that year.
- Where evidence of entitlement to reclassification due to additional qualifications obtained prior to June 1st is filed by July 31st, payment of the change in salary shall be made retroactive to June 1st of that year.
- Where evidence of entitlement to reclassification due to additional qualifications obtained prior to January 1st is filed by the last teaching day of February, payment of the change of salary shall be retroactive to January 1st of that year.
The onus is on the teacher to provide evidence of his/her qualifications and experience to Manitoba Education and Advanced Learning and the Division.
A teacher who is entitled to a higher classification due to a change in evaluation or a re-evaluation of the teacher's qualifications, shall be paid from the effective date the Professional Certification and Student Records Unit of Manitoba Education and Advanced Learning approves such change in classification, a basic salary as determined in Article 9.05 (c) provided, however, that in no case shall the effective date of the new salary rate be more than one (1) year prior to the first day of the month in which the Division is notified by the teacher or Manitoba Education and Advanced Learning of the change in classification.
On initial engagement teachers holding a vocational certificate in vocational subjects or Letters of Authority in vocational subjects, may at the discretion of the School Division be advanced up to two (2) increments on the applicable basic salary schedule above the applicable initial salary at which point they will remain until they are entitled to the second or third increment as the case may be, after which they will begin regular progress on the Basic Schedule.
Where an employee is not assigned to a position on a full-time basis, then the allowance or applicable rate of pay for that position will be prorated for the amount of time the employee is assigned, on a daily basis, to that position.
Effective September 1, 2010, notwithstanding any other provision of the Collective Agreement, the annual salary rates payable to all employees covered by this Collective Agreement will be payable for the portion or portions of each school year in any given calendar year on the basis of one-twenty-fourth (1/24th) of the annual salary rate payable for each of the months of September to August inclusive. Any subsequent adjustment payable under this clause, or related to termination of service, will be paid in accordance with this article.
Except as may be provided for elsewhere in this Agreement, teachers will be paid on the following basis:
Number of equivalent full days taught in Fall Term |
-
|
Number of equivalent full days previously paid for Fall Term |
x Annual Salary Rate for Fall Term
|
|
|
Number of teaching days in school year |
|
Number of equivalent full days taught in school year |
-
|
Number of equivalent full days previously paid for school year |
x Annual Salary Rate for Spring Term |
Number of teaching days in school year |
|
At the conclusion of the limited term contract or period of employment the teacher shall be paid a final adjustment in accordance with the formula in 9.07 (ii) if the teacher has worked only in the Fall Term or 9.07(iii) if the teacher has service for a portion of the Spring Term for which salary is payable.
Annual Salary Effective 1st day of fall term, 2018
Class Description of Position Minimum Step 2 Step 3 Maximum
I Principal - enrolment up to 225 $97,184 $103,203 $109,226 $115,246
II Principal - enrolment 226-450 102,573 108,771 114,968 121,165
III Principal - enrolment 451-675 107,960 114,330 120,705 127,081
IV Principal - enrolment 676-1,000 113,343 119,921 126,498 133,074
V Prinicipal - enrolment over 1,000 118,730 126,049 133,363 140,681
Annual Salary Effective 1st day of fall term, 2019
Class Description of Position Minimum Step 2 Step 3 Maximum
I Principal - enrolment up to 225 $98,544 $104,647 $110,755 $116,859
II Principal - enrolment 226-450 104,009 110,293 116,577 122,861
III Principal - enrolment 451-675 109,471 115,930 122,394 128,860
IV Principal - enrolment 676-1,000 114,929 121,599 128,268 134,937
V Prinicipal - enrolment over 1,000 120,392 127,813 135,230 142,650
Annual Salary Effective 1st day of fall term, 2020
Class Description of Position Minimum Step 2 Step 3 Maximum
I Principal - enrolment up to 225 $99,036 $105,170 $111,308 $117,443
II Principal - enrolment 226-450 104,529 110,844 117,159 123,475
III Principal - enrolment 451-675 110,018 116,509 123,005 129,504
IV Principal - enrolment 676-1,000 115,503 122,206 128,909 135,611
V Prinicipal - enrolment over 1,000 120,993 128,452 135,906 143,363
Annual Salary Effective 1st day of fall term, 2021
Class Description of Position Minimum Step 2 Step 3 Maximum
I Principal - enrolment up to 225 TBD TBD TBD TBD
II Principal - enrolment 226-450 TBD TBD TBD TBD
III Principal - enrolment 451-675 TBD TBD TBD TBD
IV Principal - enrolment 676-1,000 TBD TBD TBD TBD
V Prinicipal - enrolment over 1,000 TBD TBD TBD TBD
As long as the administrator of the Diagnostic Learning Centre is both a principal of the host school and administrator of the Centre he/she shall receive an additional allowance of $5,913.00 the first day of the fall term 2018, and $5,995.00 the first day of the fall term, 2019, and $6,024.00 the first day of the fall term 2020, and TBD the first day of the fall term 2021.
Annual Salary Effective 1st day of fall term, 2018
Class Description of Position Minimum Step 2 Step 3 Maximum
A Teaching Vice-Principal $90,183 $96,453 $105,722 $108,994
B Supervising Vice-Prinicipal 97,182 102,343 107,506 112,666
C Supervising Vice-Principal 102,573 108,080 113,583 119,091
Annual Salary Effective 1st day of fall term, 2020
Class Description of Position Minimum Step 2 Step 3 Maximum
A Teaching Vice-Principal $91,902 $97,803 $104,160 $110,519
B Supervising Vice-Prinicipal 98,542 103,775 109,011 114,243
C Supervising Vice-Principal 104,009 109,593 115,173 120,758
Annual Salary Effective1st day of fall term, 2021
Class Description of Position Minimum Step 2 Step 3 Maximum
A Teaching Vice-Principal TBD TBD TBD TBD
B Supervising Vice-Prinicipal TBD TBD TBD TBD
C Supervising Vice-Principal TBD TBD TBD TBD
A vice-principal will be assigned to Lord Roberts so long as the Ellen Douglas program is assigned to that school and shall be designated as a Class B Supervising Vice‑Principal.
The vice‑principals of the Adult Education Centre shall be designated as Class "C" supervising vice‑principals. In the event that the responsibility for the Adult English as an Additional Language program is removed from the designated supervising vice‑principal position, then that position will be reclassified to Class "B".
Upon promotion, an employee shall receive a salary within the salary range applicable to her new school classification, which provides an increase of at least 5% of her former salary.
Principals and vice‑principals shall be appointed in accordance with the following rules. All appointments made in accordance with the rules below shall be subject to the provisions of Article 10.02(b)(ii):
Annual Salary effective the 1st day of the fall term, 2018
Classification |
Minimum |
Step 2 |
Step 3 |
Maximum |
|
(a) |
Service Director (Special Education) |
$97,275 |
$105,087 |
$112,898 |
$120,711 |
(b) |
Area Service Directors Child Guidance Clinic |
95,237 |
103,517 |
111,796 |
120,074 |
(c) |
Clinical Service Director |
107,892 |
114,330 |
120,705 |
127,081 |
Annual Salary effective the 1st day of the fall term, 2019
Classification |
Minimum |
Step 2 |
Step 3 |
Maximum |
|
(a) |
Service Director (Special Education) |
$98,636 |
$106,558 |
$114,478 |
$122,400 |
(b) |
Area Service Directors Child Guidance Clinic |
96,570 |
104,966 |
113,361 |
121,755 |
(c) |
Clinical Service Director |
109,402 |
115,930 |
122,394 |
128,860 |
Annual Salary effective the 1st day of the fall term, 2020
Classification |
Minimum |
Step 2 |
Step 3 |
Maximum |
|
(a) |
Service Director (Special Education) |
$99,129 |
$107,090 |
$115,050 |
$123,012 |
(b) |
Area Service Directors Child Guidance Clinic |
97,052 |
105,490 |
113,927 |
122,363 |
(c) |
Clinical Service Director |
109,949 |
116,509 |
123,005 |
129,504 |
Annual Salary effective the 1st day of the fall term, 2021
Classification |
Minimum |
Step 2 |
Step 3 |
Maximum |
|
(a) |
Service Director (Special Education) |
TBD |
TBD |
TBD |
TBD |
(b) |
Area Service Directors Child Guidance Clinic |
TBD |
TBD |
TBD |
TBD |
(c) |
Clinical Service Director |
TBD |
TBD |
TBD |
TBD |
As a condition of employment, the Service Director (Special Education) and Area Service Directors shall be required to work one (1) month in addition to the standard school year as defined in Article 24.01(a). Notwithstanding the foregoing, the Service Director (Special Education) and Area Service Directors may be required to work at times during Standard Vacations as defined in Article 24.01(c) but in no case shall they be required to work a number of days in any calendar year greater than the total equivalent to the standard school year plus one (1) month, with the proviso that extra time given to complete professional responsibilities or for occasional professional development activities shall not be taken into account as being part of the additional one (1) month to be worked.
Annual Salary effective the 1st day of the fall term, 2018
Classification |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
|
(a) |
Discipline Supervisor |
90,998 |
95,786 |
100,826 |
106,136 |
Annual Salary effective the 1st day of the fall term, 2019
Classification |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
|
(a) |
Discipline Supervisor |
92,271 |
97,127 |
102,237 |
107,621 |
Annual Salary effective the 1st day of the fall term, 2020
Classification |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
|
(a) |
Discipline Supervisor |
92,732 |
97,612 |
102,748 |
108,159 |
Annual Salary effective the 1st day of the fall term, 2021
Classification |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
|
(a) |
Discipline Supervisor |
TBD |
TBD |
TBD |
TBD |
In the event that an anomaly arises with respect to the salary of a teacher in an administrative position as a result of the application of Articles 10 and 11, the parties hereto agree to deal with such anomaly with a view to eliminating same as from the date it occurred.
This shall be done at any time during the currency of this Agreement notwithstanding anything to the contrary contained herein.
Annual Salary effective the 1st day of the fall term 2018
Classification Minimum Step 2 Step 3 Maximum
Consultants 87,903 96,197 104,497 112,797
Annual Salary effective the 1st day of fall term, 2019
Classification Minimum Step 2 Step 3 Maximum
Consultants 89,133 97,543 105,959 114,376
Annual Salary effective the 1st day of the fall term, 2020
Classification Minimum Step 2 Step 3 Maximum
Consultants 89,578 98,030 106,488 114,947
Annual Salary effective the 1st day of the fall term, 2021
Classification Minimum Step 2 Step 3 Maximum
Consultants TBD TBD TBD TBD
Annual Salary Schedule - Effective the 1st day of fall term, 2018
Years of Winnipeg Experience |
Less than 1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
2nd year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
Bachelor's Degree from a University in Manitoba or equivalent or higher |
0 |
$34,188 |
$36,495 |
$38,789 |
$42,628 |
1 |
35,721 |
38,017 |
40,307 |
44,549 |
2 |
37,239 |
39,535 |
41,855 |
46,446 |
3 |
38,789 |
41,089 |
43,376 |
48,355 |
4 |
40,305 |
42,628 |
44,921 |
50,269 |
5 |
41,855 |
44,149 |
46,446 |
52,184 |
Annual Salary Schedule - Effective the 1st day of fall term, 2019
Years of Winnipeg Experience |
Less than 1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
2nd year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
Bachelor's Degree from a University in Manitoba or equivalent or higher |
0 |
$34,666 |
$37,005 |
$39,332 |
$43,224 |
1 |
36,221 |
38,549 |
40,871 |
45,172 |
2 |
37,760 |
40,088 |
42,440 |
47,096 |
3 |
39,332 |
41,664 |
43,983 |
49,031 |
4 |
40,869 |
43,224 |
45,549 |
50,972 |
5 |
42,440 |
44,767 |
47,096 |
52,914 |
Annual Salary Schedule - Effective the 1st day of the fall term, 2020
Years of Winnipeg Experience |
Less than 1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
2nd year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
Bachelor's Degree from a University in Manitoba or equivalent or higher |
0 |
$34,839 |
$37,190 |
$39,528 |
$43,440 |
1 |
36,402 |
38,741 |
41,075 |
45,397 |
2 |
37,948 |
40,288 |
42,652 |
47,331 |
3 |
39,528 |
41,872 |
44,202 |
49,276 |
4 |
41,073 |
43,440 |
45,776 |
51,226 |
5 |
42,652 |
44,990 |
47,331 |
53,178 |
Annual Salary Schedule - Effective the 1st day of the fall term, 2021
Years of Winnipeg Experience |
Less than 1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
1st year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
2nd year from an accredited University or Community College recognized by Manitoba Education and Advanced Learning |
Bachelor's Degree from a University in Manitoba or equivalent or higher |
0 |
TBD |
TBD |
TBD |
TBD |
1 |
TBD |
TBD |
TBD |
TBD |
2 |
TBD |
TBD |
TBD |
TBD |
3 |
TBD |
TBD |
TBD |
TBD |
4 |
TBD |
TBD |
TBD |
TBD |
5 |
TBD |
TBD |
TBD |
TBD |
16.01
The Division will pay interest on retroactive salary increases payable to employees covered by this Agreement. Such interest will be paid from the date the increase in salary is payable and on the gross amount of retroactive pay due less the amount of any statutory deduction for Canada Pension, Employment Insurance and Income Tax with respect to that pay and shall be calculated from the dates which the monies would have been due to the date of actual payment.
16.02
Interest shall be computed at the lesser of ten per centum (10%) per annum or the average rate at which the Division borrows funds during the twelve (12) month period preceding the calculation date.
16.03
If the Division has not borrowed funds during the preceding twelve (12) month period, then interest shall be computed at the lesser of ten per centum (10%) per annum or the rate equal to that paid by the Division Bank's Non‑chequing Savings Account.
Allowances payable to each teacher in addition to the Basic Salary shall, as may be applicable, include the following:
The appointment of department heads/team leaders shall be made by the Division after consultation with the principals of the schools concerned.
Where a department head or team leader is appointed in a junior or senior high school, the department head/team leader shall be paid the following allowance in addition to the department head's/team leader's Basic Salary entitlement as a teacher and in accordance with the following conditions:
The salary rates for auxiliary personnel shall be inclusive of vacation pay.
Effective the 1st day of the fall term, 2018
Teachers uncertified to Class III $57.63/hr
Teachers in Classes IV, V, VI, VII $68.63/hr
Effective the 1st day of the fall term, 2019
Teachers uncertified to Class III $58.44/hr
Teachers in Classes IV, V, VI, VII $69.59/hr
Effective the 1st day of the fall term, 2020
Teachers uncertified to Class III $58.73/hr
Teachers in Classes IV, V, VI, VII $69.94/hr
Effective the 1st day of the fall term, 2021
Teachers uncertified to Class III TBD/hr
Teachers in Classes IV, V, VI, VII TBD/hr
Effective the 1st day of the fall term, 2018
Teachers in Classes I, II and III $58.14/hr
Teachers in Classes IV, V, VI, VII $69.55/hr
Principal (per session) $16,829
Vice-Principal (per session) $13,443
With less than a Bachelor’s degree from $42.54/hr
a University in Manitoba or equivalent
With a Bachelor’s degree from a $45.99/hr
University in Manitoba or equivalent or higher
Effective the 1st day of the fall term, 2019
Teachers in Classes I, II and III $58.95/hr
Teachers in Classes IV, V, VI, VII $70.52/hr
Principal (per session) $17,064
Vice-Principal (per session) $13,631
With less than a Bachelor’s degree from $43.14/hr
a University in Manitoba or equivalent
With a Bachelor’s degree from a $46.63/hr
University in Manitoba or equivalent or higher
Effective the 1st day of the fall term, 2020
Teachers in Classes I, II and III $59.24/hr
Teachers in Classes IV, V, VI, VII $70.87/hr
Principal (per session) $17,149
Vice-Principal (per session) $13,699
With less than a Bachelor’s degree from $43.36/hr
a University in Manitoba or equivalent
With a Bachelor’s degree from a $46.86/hr
University in Manitoba or equivalent or higher
Effective the 1st day of the fall term, 2021
Teachers in Classes I, II and III TBD/hr
Teachers in Classes IV, V, VI, VII TBD/hr
Principal (per session) TBD
Vice-Principal (per session) TBD
With less than a Bachelor’s degree from TBD/hr
a University in Manitoba or equivalent
With a Bachelor’s degree from a TBD/hr
University in Manitoba or equivalent or higher
Teachers in Classes IV, V, VI, and VII $199.80
for a full day at one (1) school or two (2) half days on the same day at different schools, provided however, that where a substitute teaches only for one-half (1/2) of any day the rate for such half-day shall be:
Teachers in Classes I, II and III $76.86
Teachers in Classes IV, V, VI and VII $107.64
Salary Effective the 1st day of the fall term, 2019
Teachers in Classes I, II and III $145.48
Teachers in Classes IV, V, VI, and VII $202.60
for a full day at one (1) school or two (2) half days on the same day at different schools, provided however, that where a substitute teaches only for one-half (1/2) of any day the rate for such half-day shall be:
Teachers in Classes I, II and III $77.94
Teachers in Classes IV, V, VI and VII $109.15
Salary Effective the 1st day of the fall term, 2020
Teachers in Classes I, II and III $146.21
Teachers in Classes IV, V, VI, and VII $203.61
for a full day at one (1) school or two (2) half days on the same day at different schools, provided however, that where a substitute teaches only for one-half (1/2) of any day the rate for such half-day shall be:
Teachers in Classes I, II and III $78.33
Teachers in Classes IV, V, VI and VII $109.70
Salary Effective the 1st day of the fall term, 2021
Teachers in Classes I, II and III TBD
Teachers in Classes IV, V, VI, and VII TBD
for a full day at one (1) school or two (2) half days on the same day at different schools, provided however, that where a substitute teaches only for one-half (1/2) of any day the rate for such half-day shall be:
Teachers in Classes I, II and III TBD
Teachers in Classes IV, V, VI and VII TBD
All substitutes eligible as members in good standing, shall be required to pay the fees of The Manitoba Teachers’ Society, such fees shall be deducted monthly and be pro-rated on the basis of the number of days worked in that specific month.
The Association shall indemnify and save harmless the Division from any and all losses, costs, liabilities or expenses suffered or sustained by the Division as a result of legal action arising from the deduction of The Manitoba Teachers’ Society 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.
A substitute teacher shall be allowed one (1) day of sick leave with pay for each nine (9) consecutive days taught in an assignment. Sick leave days shall not accumulate from assignment to assignment.
The use of a sick leave day with pay shall not constitute an interruption of consecutive days of substitute teaching in an assignment.
Assignment shall mean consecutive teaching days in one (1) position.
A substitute teacher claiming sick leave may be required to provide proof of illness from a registered medical practitioner if requested to do so by the Superintendent or designate.
A substitute teacher who has worked for the Division for at least fifty (50) teaching days in the previous school year shall be entitled to request in writing to the Director of Human Resources, or designate, to attend one professional development day in the next school year. Attendance, if approved, shall be considered as time worked under Article 18.03, Substitute Teachers.
A substitute teacher not meeting the above eligibility requirements may request to attend scheduled professional development days. Such attendance, if approved, shall be on a without pay basis.
Approval in either instance shall be at the sole discretion of the Division.
The following articles of the current Collective Agreement shall apply to substitute teachers with amendment as noted *:
Article 1 - Purpose
Article 2 - Bargaining Agent
Article 3 - Duration of Agreement
Article 4 - Applicability of Regulations, By-Laws and Code of Rules *with the exception that only Chapter 1, Chapter 2 sections 2.4 and 2.6, Chapter 3, Chapter 4 section 4.1 of the Code of Rules apply
Article 5.01 - Individual Teacher’s Contract *only (b) of Article 5.01 applies
Article 6.01 - Deduction of Winnipeg Teachers’ Association Fees
Article 7 - Singular/Plural
Article 8.01 - Committee on Adjustments
Article 8.02 - Settlement of Disputes *except that: The only matters that may be grieved under the Settlement of Disputes Article by a substitute teacher or the Association on behalf of a substitute teacher are the provisions of this Article, and the substantive rights and obligations of employment-related and human rights statutes to the extent that they are incorporated into this collective agreement
Article 9.01 - Basic Salary Schedule *applies after the qualifying period within Article 17.03 - Substitute Teachers
Article 9.02 - Educational and/or Professional Qualifications *only applicable up to Class IV for the purpose of salary under Article 17.03 - Substitute Teachers
Article 9.04 - Teaching Experience *only b (i) and b (iii) apply in the determination of teaching experience
Article 9.05 (a) - Retroactive Salary Adjustments
Article 9.05 (c) - Reclassification Due to Additional Qualifications *limited to Class IV in accordance with Article 17.03, Substitute Teachers
Article 9.05 (d) - Reclassification Due to Change in Evaluation *limited to Class IV in accordance with Article 17.03, Substitute Teachers
Article 9.08 - Direct Deposit of Salaries
Article 16 - Interest on Retroactive Salary
Article 23 - Meal Period
Article 30 - Discipline * does not include 30.01 Complaints
Article 31 - Personnel Files
Article 32 - Harassment
Article 33 - Lists of Names and Addresses
Article 34 - Contracting Out
Article 35 - Joint Committee
The Board will administer The Manitoba Public School Employees Group Life Insurance Plan according to the terms and conditions of the plan.
The Division shall become the registered holder of the Disability Insurance Plan and the plan shall be such as shall be determined and paid for by the Association.
It is agreed that for the purposes of this Article the following terms shall have the following meanings:
Where it is determined by the Board that a lay off is necessary and where natural attrition, transfers, sabbaticals and leaves of absence do not effect the necessary reduction in staff, the Board shall give first consideration to retaining teachers having the greatest length of service with the Division.
Notwithstanding the foregoing, the Board shall have the right to disregard the length of service of any teacher in the event of lay off, if such teacher does not have the necessary training, academic qualifications, experience and ability for a specific teaching assignment.
Seniority for the purposes of this Agreement is defined to mean the length of continuous employment within the Division.
Where teachers have the same length of employment with the Division, the order of the seniority list shall be determined on the basis of the total teaching experience with the Division as determined by Article 9.04.
Where teachers have the same seniority as defined in Articles 20.04, and 20.05 the order of seniority shall be determined on the basis of total recognized teaching experience in Manitoba.
Where teachers have the same seniority as defined in Articles 20.04, 20.05, and 20.06 the order of seniority shall be determined on the basis of total teaching experience recognized by the Province of Manitoba for classification purposes.
If the length of teaching experience as defined in Articles 20.04, 20.05, 20.06, and 20.07 is equal, the teacher to be declared surplus shall be determined by the Division.
The Division will maintain a seniority list which will:
In the event of a lay off, representatives of the Division shall meet with the Executive of the Association to discuss the implications of the lay off and shall provide the Association with a list of teachers to be laid off.
Notice of lay off and a copy of this clause shall be given to the teacher laid off no later than November 1st for lay off on December 31st, no later than two (2) months prior to the end of a semester for lay off at the end of that semester on or about January 31st, and no later than May 1st for lay off on June 30th. It is understood that lay offs will occur only on the aforementioned dates.
The teacher shall be placed on the recall list until June 30th of the school year in which he/she was laid off. To remain on the recall list beyond such date the teacher shall indicate in writing to the Division his/her wish to remain on the recall list. Failure to provide a written indication to the Division by June 30th shall relieve the onus on the Division for the teacher's continued placement on the recall list.
If, after layoffs have occurred and for a period of one (1) calendar year after the 30th day of September following the date of lay off, positions become available, teachers who have been laid off and have given written notice that they wish to be recalled shall be offered the positions first, providing such teachers have the necessary training, academic qualifications, experience, and ability for the position available. Seniority with the Division will be used to determine the order in which laid off teachers are offered the available positions provided that the said teachers have the necessary training, academic qualifications, experience, and ability.
It shall be the responsibility of the teacher to report to the Division by registered mail an address to which a recall notice can be delivered. Recall notices will be delivered by registered mail to the last reported address given by the teacher. A teacher who is recalled from lay off shall be required to indicate, notwithstanding any other time limits in this Collective Agreement, within six (6) days of the registered letter being received or within twenty (20) calendar days of the letter being sent, whichever occurs first, his/her intent to return to work and shall be required to return to work on the date set out in the notice which date shall not be less than fourteen (14) calendar days following notification of his/her intent to return unless by mutual agreement.
A teacher shall lose the right of recall for any of the following reasons:
A teacher who has lost his/her right of recall as a result of the application of this clause shall be notified as soon as possible that his/her teaching contract has been terminated.
A teacher's accumulated sick leave credits will not be affected if the teacher is recalled as provided in Article 20.13 above.
Notwithstanding any other provisions of this Agreement, the foregoing lay off 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, experience and ability required for a specific teaching assignment of such teacher employed under a limited term contract or 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.
A copy of the Cumulative Sick Leave Article shall be provided to the teacher.
For the purposes of this section, "on-the-job injury" shall be defined as follows:
A disability resulting from an accident/incident occurring on Division premises or in the course of performing duties arising out of employment under contract with the Division.
Where an employee accesses their sick leave accumulation to top up their PIPP benefits (MPI wage loss replacement) a corresponding equal deduction from their sick leave accumulated balance will be taken.
Teachers absent due to illness shall present a certificate to the principal on return to duty.
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.
In this Agreement the term "equivalent" means serving the Division as an employee for a like amount of time, which may be either part to full‑time or a combination thereof.
In this Agreement the term "Salary" includes department heads', assistant department heads' allowance and negotiated increases in such allowance.
In cases where the allowance is more than $3,000.00, the teacher shall be required to serve the Division not less than the equivalent of three (3) years following return. If a teacher serves less than the equivalent of three (3) years, the allowance shall be repaid in accordance with the following scale:
NOTE: Article 9.04 of this Agreement, provides that periods of Sabbatical Leave shall be included as "teaching experience" while in the employ of the Division.
A member of The Winnipeg Teachers’ Association shall be excused from school duties to attend meetings of the Association or of The Manitoba Teachers' Society or to act as an official representative of the Association or of the Society for not more than a total of five (5) teaching days in any school year provided that a substitute satisfactory to the Division has been secured and that the cost of providing the substitute plus 10 per centum (10%) is assumed by the Association or the Society. No additional leave of absence shall be taken for the above-mentioned purposes except with the consent of the Division. Leave of absence from school duties for the purpose of collective bargaining, including arbitration, with the Division, shall not be counted. When, for the purpose of negotiating a Collective Agreement with the Division or renewal thereof, meetings with the representatives of the Association are convened during regular working hours of the Association's members, the Division will grant leave, with salary at the applicable rates set out herein, for not more than six (6) members of the Association attending such meetings. Negotiations for the purposes of this section shall not include conciliation or arbitration proceedings.
A teacher employed by the Division who is elected President of the Association or President or Vice-President of The Manitoba Teachers' Society shall at the termination of the teacher's leave of absence return to the same position the teacher formally held provided the teacher has on or before April 1st in the year of the leave advised the Superintendent of Schools in writing of the teacher's intention to return to the position at the commencement of the next teaching year. If the teacher fails to inform the Division in writing of the teacher's intention to return, the Division shall not be required to assign the teacher to the teacher's former position with the Division and the Division is relieved of any obligation to the teacher in this respect.
If a position held by the President prior to taking a leave of absence will no longer exist when the teacher resumes employment with the Division, the Division will offer the teacher another position which will be as similar to the previous position held by the teacher as can be reasonably established.
General
Maternity Leave
Parental/Adoptive Leave
Top-Up Benefits
For greater certainty, a teacher who takes both Maternity Leave and Parental Leave and is receiving employment insurance benefits shall be entitled to receive pay and/or top-up benefits from the Division of up to one hundred and thirty-five (135) teaching days, a teacher who takes only Maternity Leave and is receiving employment insurance benefits shall be entitled to receive pay and/or top-up benefits for up to eighty-five (85) teaching days, and a teacher who takes only Parental/Adoptive Leave and is receiving employment insurance benefits shall be entitled to receive pay and/or top-up benefits for up to fifty (50) teaching days. 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.
Non-Application
With the approval of the Superintendent leave shall be granted to teachers to attend examinations in order to secure a higher certificate or to secure university standing. The Superintendent may grant all or a portion of such leave with or without loss of salary.
All employees covered by the Collective Agreement will be granted leave without deduction of salary for court appearances if the employee is subpoenaed to be a witness in a court action or is summoned for jury duty, provided however, the employee shall remit to the Division any remuneration which the employee may receive because of an appearance in court as a witness or as a juror.
To be eligible for leave with pay an employee is required to submit details of the requirement for jury or witness duty at the earliest possible date.
Any time during regular school hours that an employee is not required to be at court the employee shall be available for duties at the school.
The Division shall act reasonably and fairly in regard to all circumstances.
An employee required to attend a court proceeding as a party to that proceeding in relation to the employee’s personal private affairs shall receive a leave of absence without pay for the required absence.
Notwithstanding any other agreement between the Division and teacher while on a leave of absence, a teacher's continued employment shall be determined in accordance with Article 20 ‑ Lay off Procedure.
Teachers shall not absent themselves from duty for reasons of religious holy days without first securing permission from the Superintendent. All requests for such approval shall be made through the principal on the form prescribed.
It is agreed for the purposes of this Article, Religious Holy Days shall be defined as "major religious holy days observed by the teacher and designated as a day of obligation by the teacher’s religion."
In the event that an employee is requesting a short term leave of absence which is not otherwise set forth in this Agreement, the Division may grant such leave with or without pay in accordance with its policy, a copy of which is attached hereto as Appendix "B" to this Agreement. This clause is only for the information of the Association membership and an employee should see the Division policy manual for details.
Within the instructional day the Division shall provide a minimum of one hundred and eighty (180) minutes of preparation time for each full time elementary teacher and a minimum of two hundred and forty (240) minutes of preparation time for each full time secondary teacher per six (6) day cycle. Preparation time shall be scheduled in blocks of not less than fifteen (15) minutes.
Effective the first day of the fall term 2012, preparation time for all teachers with a .75 equivalent full time contract or greater shall be scheduled in blocks of not less than thirty (30) minutes. However where it is deemed necessary to schedule preparation time in lesser blocks for a part time teacher with less than a .75 equivalent full time contract, preparation time may be scheduled in blocks of not less than fifteen (15) minutes.
Part time teachers shall be provided preparation time on a pro rata basis based on their percentage of contract.
The instructional day, exclusive of the midday intermission, shall be five and one-half (5 ½) hours or such time as may be determined by the Minister of Education and Advanced Learning and shall be worked consecutively except where alternative arrangements are agreed to by a representative of the Division, a representative of the Association and the teacher.
The school year shall be two hundred (200) days or such number of days as may be determined by the Minister of Education and Advanced Learning.
The Division shall determine the hours of opening and closing of the school day.
The Division agrees not to petition the Minister of Education and Advanced Learning to extend the instructional day or the school year without the agreement of the Association.
Except in cases of emergency, or unforeseen similar circumstances, every full-time teacher shall be entitled to an uninterrupted meal period, of fifty-five (55) minutes duration, between 11:00 a.m. and 2:00 p.m. daily, unless the majority of the teachers in a particular school and the administration responsible for that school agree to a different arrangement respecting lunch periods.
The provisions of this article shall apply only to the teachers at the Winnipeg Adult Education Centre and the Manitoba Adolescent Treatment Centre, hereinafter called the "Centre", who are assigned to the instructional program operated by the Centre on a twelve (12) month basis.
It is agreed that for the purposes of this Article, the following terms shall have the following meanings:
Notwithstanding the provisions of Article 23.02 and with the mutual consent of the Division and a teacher in the Centre, the teacher's terms of employment may be modified as follows:
Where pursuant to the arrangements made between the Division and the teacher, it is anticipated that the teacher will be paid salary in advance of rendering service, the teacher shall, at the time of making such arrangements, give to the Division a promissory note in the form of "Schedule I" for the full amount of the salary that will be so prepaid, the said note to be surrendered by the Division when the teacher either (a) has earned the amount by teaching service or (b) has made full payment in cash, or (c) has repaid all prepaid salary by a combination of service and cash, or (d) has not received in advance any portion of the money contemplated. The said promissory note shall not be negotiated by the Division.
Notwithstanding anything to the contrary contained in this Agreement, the date that a salary increment becomes payable, hereinafter referred to as "anniversary date", for a teacher employed at the Centre, shall be
Provided that the anniversary date shall be affected by absence without salary in the same manner as it affects teachers employed in other schools as set out in Article 9.04 (c)(i).
The basic salary of a teacher employed under contract at the Centre for a portion of the Centre year, shall be pro rata of the applicable annual schedule rate and shall be governed by the same provisions as the salary of any other teacher covered by this Agreement.
The parties to this Agreement will resolve, in the spirit of the foregoing provisions of Article 23, any unforeseen issues arising out of the operation of a Centre on a twelve (12) month basis.
Counsellors who will have a full‑time counselling program the following year and resource teachers may be employed during the Summer Vacation to carry out such duties for such periods of time as are assigned by the principal. Such employment shall be voluntary on the part of the counsellors or resource teachers.
Counsellors or resource teachers shall receive during the following school year compensatory time equal to the number of days employed during July and August. The method and timing of such compensatory time shall be mutually agreed to by the principal and the counsellor/resource teacher. The details of such arrangement shall be subject to the prior approval of the Superintendent of Schools.
Consultants who are the holders of a valid Manitoba Teaching Certificate, shall enter into whichever form of contract referred to in this Collective Agreement is applicable (Schedule "C" or "D").
The Association recognizes the sole right of the Division to assign teachers employed by the Division to schools under its jurisdiction.
Transfers may be made at the initiative of the Superintendent or other administrative officer or at the request of a teacher and for any purpose which, in the judgment of the Superintendent, is best for the welfare of the teacher or the school.
For the purpose of this clause, a transfer shall not include those teachers that are declared surplus to a school.
The Division will, if there are sufficient applications, provide a minimum ten (10) days leadership training program for not less than twenty (20) teachers. Five (5) days of the leadership training program will be scheduled during the regular working hours of the teachers and five (5) days of the program will be scheduled at a time other than the teachers' regular working hours.
Where parking facilities for employees are operated by the Division, they shall be made available for use by members of the staff under the following terms and conditions:
The money advanced by the Division, for the construction of parking facilities, shall be repaid, from the rents collected in twenty (20) annual consecutive installments of principal and interest of an approximate equal aggregate annual amount. In the case of money advanced by the Division to pay for the equity in existing parking facilities, the number of annual installments shall be twenty (20), minus the number of years that the facility being acquired has been in existence.
The money advanced by the Division for the construction of existing parking facilities at the Administration Building, Technical‑Vocational High School, St. John's, Kelvin, River Heights and David Livingstone Schools, shall bear interest on outstanding balances at the following rate:
3% for the First 5 year period
4% for the Second 5 year period
5% for the Third 5 year period
6% for the Fourth 5 year period
calculated from the date in each instance that the money was advanced by the Division. All money advanced by the Division, for the construction of other parking facilities including any new facilities to be constructed at the aforementioned locations, shall bear interest at the same rate as the Division is required to pay from time to time on any borrowing from its Bank during the period the advance from the Division remains unpaid.
It is not intended that there shall be a surplus or deficit from the operation of the parking facilities.
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:
Should the Division receive a serious complaint, in writing, regarding a member of the Association, the Division shall communicate, in writing, the complaint received to the member concerned. Prior to making any judgment regarding the complaint, the Division shall afford the member an opportunity to appear and answer to that complaint, either personally or by representative.
An employee may at a mutually agreed time review his/her personnel file after submitting a written request for such review to the Director of Human Resources or designate. The Division will have its representative present when the employee is examining his/her personnel file.
An employee shall have the right to respond in writing to any document contained in the personnel file.
Following written assessment of an employee's performance, the employee will be given an opportunity to review the assessment and to acknowledge having read the contents of the assessment. The employee will be provided with the opportunity to place his/her own comments on the assessment form up to twelve (12) working days after reviewing the assessment, and the employee will receive a duplicate copy for his/her records. For the purpose of this article working days shall be defined as those days that the Board Office is open to serve the public.
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 employee has been previously advised of the nature of the discipline and has been provided with a copy of such document on request.
The Division and the Association recognize that the problem of harassment may exist. The parties agree that harassment will not be tolerated in the workplace or in connection with the workplace. Allegations and investigations of harassment shall be dealt with in confidence.
For the purpose of this article, harassment shall be defined as in the Manitoba Human Rights Code and the Manitoba Workplace Safety and Health Act.
Lists of names and addresses of teachers shall be furnished to no one other than a school official or an official of Manitoba Education and Advanced Learning. A list of teachers' names may be supplied to The Manitoba Teachers' Society.
In order to recognize the interest of the Association's members in job security, the Division agrees not to contract out services which are or have been performed by the employees of the Association where such contracting out would result in a reduction in membership within the Association, until:
If, during the term of this Agreement, the Division creates a new position or category of employment which would be subject to the Agreement, the following provisions shall apply:
The Compassionate Care Leave provisions of The Manitoba Employment Standards Code shall apply.
Department of Education
Whenever used in this Collective Agreement “Education Manitoba” or “Manitoba Education and Advanced Learning,” and “The Department of Education” shall mean the appropriate department within Manitoba Education and Advanced Learning.
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 WINNIPEG SCHOOL DIVISION
_______________________________________
Chair
_______________________________________
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 WINNIPEG TEACHERS' ASSOCIATION,
OF THE MANITOBA TEACHERS' SOCIETY
_______________________________________
President
_______________________________________
Negotiations Committee Chairperson
_______________________________________
Business Agent
GROSS BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term 2018, the following salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
$39,936 |
$44,252 |
$47,909 |
$57,700 |
$61,859 |
$65,504 |
$69,327 |
1 |
41,290 |
45,661 |
50,172 |
60,458 |
64,623 |
68,863 |
72,037 |
2 |
43,280 |
47,926 |
52,151 |
63,752 |
67,929 |
72,169 |
75,375 |
3 |
45,265 |
50,201 |
55,321 |
67,071 |
71,232 |
75,473 |
79,216 |
4 |
47,277 |
52,485 |
58,642 |
70,471 |
74,646 |
78,807 |
83,263 |
5 |
49,264 |
54,979 |
61,963 |
73,967 |
78,130 |
82,525 |
87,297 |
6 |
51,224 |
59,526 |
67,833 |
77,460 |
81,623 |
86,426 |
91,334 |
7 |
|
|
|
80,952 |
85,124 |
90,320 |
95,411 |
8 |
|
|
|
84,044 |
88,713 |
94,211 |
99,500 |
9 |
|
|
|
89,091 |
94,062 |
99,716 |
105,033 |
GROSS BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term 2019, the following salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
$40,495 |
$44,871 |
$48,579 |
$58,507 |
$62,725 |
$66,421 |
$70,297 |
1 |
41,868 |
46,300 |
50,874 |
61,304 |
65,527 |
69,827 |
73,045 |
2 |
43,885 |
48,596 |
52,881 |
64,644 |
68,880 |
73,179 |
76,430 |
3 |
45,898 |
50,903 |
56,095 |
68,009 |
72,229 |
76,529 |
80,325 |
4 |
47,938 |
53,219 |
59,462 |
71,457 |
75,691 |
79,910 |
84,428 |
5 |
49,953 |
55,748 |
62,830 |
75,002 |
79,223 |
83,680 |
88,519 |
6 |
51,941 |
60,359 |
68,782 |
78,544 |
82,765 |
87,635 |
92,612 |
7 |
|
|
|
82,085 |
86,315 |
91,584 |
96,746 |
8 |
|
|
|
85,220 |
89,954 |
95,529 |
100,893 |
9 |
|
|
|
90,338 |
95,378 |
101,112 |
106,503 |
GROSS BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term 2020, the following salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
$40,697 |
$45,095 |
$48,821 |
$58,799 |
$63,038 |
$66,753 |
$70,648 |
1 |
42,077 |
46,531 |
51,128 |
61,610 |
65,854 |
70,176 |
73,410 |
2 |
44,104 |
48,838 |
53,145 |
64,967 |
69,224 |
73,544 |
76,812 |
3 |
46,127 |
51,157 |
56,375 |
68,349 |
72,590 |
76,911 |
80,726 |
4 |
48,177 |
53,485 |
59,759 |
71,814 |
76,069 |
80,309 |
84,850 |
5 |
50,202 |
56,026 |
63,144 |
75,377 |
79,619 |
84,098 |
88,961 |
6 |
52,200 |
60,660 |
69,125 |
78,936 |
83,178 |
88,073 |
93,075 |
7 |
|
|
|
82,495 |
86,746 |
92,041 |
97,229 |
8 |
|
|
|
85,646 |
90,403 |
96,006 |
101,397 |
9 |
|
|
|
90,789 |
95,854 |
101,617 |
107,035 |
GROSS BASIC ANNUAL SALARY SCHEDULE - Effective the 1st day of the fall term 2021, the following salary schedule shall be implemented.
Years of Teaching Experience |
Class 1 |
Class 2 |
Class 3 |
Class 4 |
Class 5 |
Class 6 |
Class 7 |
0 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
1 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
2 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
3 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
4 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
5 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
6 |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
TBD |
7 |
|
|
|
TBD |
TBD |
TBD |
TBD |
8 |
|
|
|
TBD |
TBD |
TBD |
TBD |
9 |
|
|
|
TBD |
TBD |
TBD |
TBD |
$________________________________(amount in figures)
___________________________________________________(place and date of Note)
I, ______________________________________________ promise to pay on demand to
(Name in Full)
The Winnipeg School Division
the sum of_________________________________________(dollars) ($_________)
at
The Winnipeg School Division
Administrative Offices,
1577 Wall Street East
Winnipeg, Manitoba R3E 2S5
For Value Received.
______________________________________________________
Signature of Maker
______________________________________________________
Date
MEMORANDUM OF AGREEMENT
BETWEEN THE WINNIPEG SCHOOL DIVISION
- and -
THE WINNIPEG TEACHERS' ASSOCIATION
of THE MANITOBA TEACHERS' SOCIETY
The following sets out the basis of an Agreement made between The Winnipeg Teachers’ Association and The Winnipeg School Division in conjunction with the Collective Agreement between the two parties made as of the
of 19th day of January, 2016.
1. Hours of Work - Incumbent Laboratory Assistants
(a) For those laboratory assistants employed by the Division as at January 1st , 1992 it has been agreed that the full time hours of work for these incumbents will continue to be thirty (30) hours per week, six (6) hours per day for as long as they remain employed on a part time basis unless the individual is granted an increase in assignment, the portion of the increase shall be determined on the basis of thirty-five (35) hours a week as equivalent to full time.
(b) For those laboratory assistants employed as at January 1st, 1992 and who are subsequently laid off, the Division will pay a retraining allowance of $2,500, half paid on proof of enrolment in a course of retraining, half paid on successful completion. A laboratory assistant who has been laid off must apply for the retraining allowance within twelve (12) months from the effective date of lay off. Acceptance of a retraining allowance by a laboratory assistant shall be deemed to be an abandonment of recall rights under the lay off policy. Laboratory assistants can qualify for the retraining allowance only on one (1) occasion.
2. Additional Vice-Principals
As a result of the negotiations for a new Collective Agreement, it is agreed that the Division would establish, in addition to those provided by Article 10.02(c), ten (10) vice-principal positions. These would be established on the following basis:
a) eight positions currently in place
b) two additional positions to be added September 1st, 2011.
Placement of these vice-principal positions would be made following consultation with the Association to address situations where the needs of the school and the community warrant additional administrative assistance.
THE WINNIPEG SCHOOL DIVISION THE WINNIPEG TEACHERS' ASSOCIATION
of THE MANITOBA TEACHERS' SOCIETY
______________________________ _______________________________
Chair President
______________________________ _______________________________
Secretary-Treasurer Business Agent
MEMORANDUM OF AGREEMENT
BETWEEN THE WINNIPEG SCHOOL DIVISION
- and -
THE WINNIPEG TEACHERS' ASSOCIATION
of THE MANITOBA TEACHERS' SOCIETY
The following sets out the basis on an Agreement made between The Winnipeg Teachers’ Association and The Winnipeg School Division in conjunction with the Collective Agreement between the two parties made as of the of the 19th day of January, 2016.
A parking facilities review committee consisting of a representative of the Division, two (2) representatives of the Association, and representatives of the non-teaching Unions shall be appointed annually. This Committee shall:
THE WINNIPEG SCHOOL DIVISION |
|
THE WINNIPEG TEACHERS' ASSOCIATION of THE MANITOBA TEACHERS' SOCIETY |
______________________________ Chair
______________________________ Secretary-Treasurer |
|
______________________________________ President
______________________________________ Business Agent
|
MEMORANDUM OF AGREEMENT
BETWEEN THE WINNIPEG SCHOOL DIVISION
- and -
THE WINNIPEG TEACHERS' ASSOCIATION
of THE MANITOBA TEACHERS' SOCIETY
ON
MATERNITY LEAVE BENEFITS APPLICATION RULES
The parties agree to the following application rules, terms and conditions clarifying the Maternity Leave Supplementary Unemployment Benefits Plan per Article 20.05.
1. The maternity leave period, which is eligible for payment under this Article, is the first seventeen (17) weeks (the two (2) week waiting period and the next immediate fifteen (15) weeks).
2. Where any portion of the seventeen (17) weeks referenced in (1) above falls during the summer, Christmas Break, Spring Break, or any other period for when the teacher is not earning her salary, that portion of the maternity leave period does not qualify the teacher to receive maternity benefits pursuant to Article 20.05.
3. A specific application or registration for a Supplementary Unemployment Benefits Plan is not required. The only requirement from Human Resources Development Canada is that the comments section of the Record of Employment confirming that section 38 of the Employment Insurance Regulations are met.
4. Subject to the qualifying period, as set out in paragraph (6), where a teacher had commenced her maternity leave prior to the start of the plan and a portion of the first seventeen (17) weeks falls after the start of the plan, the teacher shall be entitled to receive the paid maternity leave benefit for the portion (if any) of the first seventeen (17) weeks of maternity leave which falls after the start of the plan.
5. Teachers must be under contract to the Division during the period when maternity leave benefits may be paid by the Division in order to be eligible to receive those payments.
6. The qualifying period of seven (7) teaching months must be seven (7) consecutive months in the employ of The Winnipeg School Division, as per the Manitoba Employment Standards Code. The full seven (7) months qualifying period must be served in order to qualify for any maternity leave payment. For greater certainty, should a teacher fail to serve the full qualifying period to the start of the maternity leave, then that teacher shall be eligible to receive maternity leave benefits only for that portion of the seventeen (17) weeks referenced in (1) above which occurs after the completion of the seven (7) month qualifying period.
7. The Division requires, from each of the teachers on maternity leave, a copy of the Statement of Finalized Employment Insurance Benefits in order to accurately calculate her entitlement. This is a document which the teacher should have received (or will receive) from Employment Insurance four (4) to six (6) weeks from the date that she applied for Employment Insurance Benefits. Should payments to teachers be required prior to receipt of the Statement, an estimate of the correct entitlement will be made with an adjustment made following receipt of the Statement.
8. The appropriate adjustments/application will be substituted to the above clauses when a teacher takes adoptive or parental leave.
Dated at Winnipeg in the Province of Manitoba, this 5th day of October, 2021.
Signed and Agreed to on behalf of:
THE WINNIPEG SCHOOL DIVISION |
|
THE WINNIPEG TEACHERS' ASSOCIATION of THE MANITOBA TEACHERS' SOCIETY |
______________________________ Chair
______________________________ Secretary-Treasurer |
|
______________________________________ President
______________________________________ Business Agent
|
MEMORANDUM OF AGREEMENT
BETWEEN THE WINNIPEG SCHOOL DIVISION
- and -
THE WINNIPEG TEACHERS' ASSOCIATION
of THE MANITOBA TEACHERS' SOCIETY
In accordance with the terms and conditions of The Manitoba Public School Employees Group Life Insurance Plan the following SIB accommodation shall apply to all eligible employees until they leave the employ of the Division:
Eligible employees who were insured for the survivor income benefit as at March 31, 2001, will be insured for an additional 200% of annual earnings with one-half (1/2) of the premium for this amount being paid by the Division and one-half (1/2) being paid by the employee. The premium for any other additional option amounts of coverage under the Plan shall be fully paid for by the employee.
THE WINNIPEG SCHOOL DIVISION |
|
THE WINNIPEG TEACHERS' ASSOCIATION of THE MANITOBA TEACHERS' SOCIETY |
______________________________ Chair
______________________________ Secretary-Treasurer |
|
______________________________________ President
______________________________________ Business Agent
|
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Substitute Assignment
The parties agree to refer the issue of substitute teacher assignment and timetable (“the assignment issue”) to the In-School Coverage Committee for further discussion. The Committee will meet to deal with concerns over the assignment issue beginning not later than February 15, 2007 and will seek to reach a resolution between the parties by June 30, 2007.
The Division will instruct principals to act reasonably and fairly in assigning or adjusting short term substitute teacher timetables. For extended substitute assignments, the Division will normally assign substitutes the same timetable as the teacher they are replacing, unless otherwise determined at the time of assignment or in unforeseen circumstances.
Pending the conclusion of the Committee’s discussions, the parties will develop contract language regarding the assignment of substitutes, which will be appended to the current collective agreement as an addendum to Article 17.03 (Substitutes).
If either party is dissatisfied with progress or results on the assignment issue in the Committee process, either party may, after June 30, 2007, direct the assignment issue to binding interest arbitration.
The arrangements in this Letter of Understanding are without prejudice to the rights of the parties in the event that interest arbitration is required to resolve the issue.
If the parties are making progress in their deliberations, and it is viewed by the parties that additional meeting(s) would be required in the Fall of 2007, the parties can mutually agree to extend the June 30 deadline.
Yours sincerely,
Pauline Clarke
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021.
___________________________________ ___________________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Department Heads / Team Leaders
The following sets out the understanding reached between the Winnipeg School Division and the Winnipeg Teachers’ Association, regarding an Elementary School Leadership Model.
Plan:
Based on student enrolment, N-6 schools will receive specified funds for release time of teachers to provide educational leadership within their schools.
Within the context of the school organizational structure, as approved by the Superintendent of Schools, the principal may provide release time to a person or persons who will assist in the improvement of instructional programs and organization of the school.
Release time can be provided for the following areas:
Improvement of Instruction
- leadership and assistance in the determination of professional development needs with the team and the coordinating of inservice programs;
- assistance in the review of programs/curricula.
Organization
- participation in the school structure(s) established to obtain input on planning, goal setting and school organization including the development of school policies and procedures;
- coordination of the activities of the team;
- assistance in the preparation and allocation of the school instructional budget.
Teacher Release Time
School Student Count |
Number of Teacher Release Days |
0-199 |
8 |
200-299 |
12 |
300-399 |
16 |
400-499 |
20 |
500-600 |
24 |
Yours sincerely,
Pauline Clarke
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021
___________________________________ ___________________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Family Illness Leave/M.T.S. Short Term Disability Plan
The parties agree that should the Winnipeg Teachers’ Association enroll all teachers into the MTS Short Term Disability Plan, the Winnipeg School Division will increase the number of Family Days provided in new Article 20.01a)iii from three (3) days to four (4) days within ninety (90) days of the commencement of the Short Term Disability Plan.
The parties further agree that if after the commencement of the MTS Short Term Disability Plan should the Winnipeg Teachers’ Association cease to participate in the MTS Short Term Disability Plan, the number of Family Days will immediately revert to three (3) days per school year.
At no time will the Winnipeg School Division receive less than 7/12ths of Employment Insurance premium reduction currently received by the Winnipeg School Division. Should the premium reduction received by the Winnipeg School Division drop below 7/12ths of the current premium reduction received as a result of the Winnipeg Teachers’ Association withdrawing from the MTS Short Term Disability Plan, the Winnipeg Teachers’ Association agrees to pay the Winnipeg School Division the difference from the 5/12ths currently provided to the Winnipeg Teachers’ Association.
Yours sincerely,
Pauline Clarke
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021.
___________________________________ ___________________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Report Card Writing
The parties agree to set up a joint committee to study the use of administrative days with respect to report card writing. The committee will consist of three (3) members of the WTA and three (3) members of the WSD. There will a minimum of three meetings of the committee scheduled prior to spring break 2016, with a report and recommendations to be done by May 31, 2016.
Yours sincerely,
Pauline Clarke
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021.
___________________________________ ___________________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Overpayments/Underpayment
Yours sincerely,
Pauline Clarke
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021.
___________________________________ ___________________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe:
Re: Letter of Understanding – Validity of Break Period Language Limiting Maternity Leave Top-Up Payments
The following sets out the understanding reached between the Winnipeg School Division and the Winnipeg Teachers’ Association of the Manitoba Teachers’ Society (“the Parties”) regarding the validity of the break language in paragraph 2 of the Memorandum of Agreement on Maternity Leave Benefits Application Rules attached to the collective agreement, which language results in teachers being paid less than the maximum top-up benefit of one hundred and thirty-five (135) days set out in Article 20:05 of the collective agreement:
Yours sincerely,
____________
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021.
_________________________ _________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Temporary Supervising Vice-Principal (B) – Interdivisional Student Support Programs
The following sets out the understanding reached between the Winnipeg School Division and the Winnipeg Teachers’ Association, regarding Interdivisional Student Support Programs Temporary Supervising Vice-Principal (B).
WHEREAS Manitoba Education and Advanced Learning has approved additional financial support to hire a Vice-Principal for the 2014-2015 school year and has committed to ongoing funding of this position through the financial estimates process each fall.
AND WHEREAS the Division would like to temporarily establish a Supervising Vice-Principal (B) in the Interdivisional Student Support Programs to support the program, administration and student body.
IT IS THEREFORE AGREED THAT:
On a without precedent and/or prejudice basis that the Division may establish a temporary supervising Vice-Principal (B) for the 2014-2015 school year.
It is further understood that this position will be renewed on a year by year basis, as long as funding from Manitoba Education and Advanced Learning is provided.
Yours sincerely,
Pauline Clarke
Chief Superintendent
This will confirm the Association’s agreement with the understanding set forth in the above letter as of this 5th day of October, 2021.
___________________________________ ___________________________________
Business Agent President
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Letter of Understanding – Other Matters not for inclusion in the Collective Agreement
The Division shall ensure that each teacher shall receive their preparation time as provided for in the collective agreement. Teachers who are required by the school to give up portions of this preparation time to attend to other matters shall be provided time to make up for the lost time.
In the event the WTA membership decides by referendum to participate in the MTS Short Term Disability Plan, the Division is prepared, with sufficient time to implement, to facilitate the deduction and remittance of the plan premiums and add a letter of understanding with the standard wording of the Short Term Disability Plan.
Dated this day of , 2021.
THE WINNIPEG SCHOOL DIVISION THE WINNIPEG TEACHERS’ ASSOCIATION
of THE MANITOBA TEACHERS’ SOCIETY
Negotiations Chair President
Secretary-Treasurer Business Agent
The Winnipeg School Division
1577 Wall Street East, Winnipeg, Manitoba R3E 2S5
Telephone: (204) 775-0231
Fax: (204) 772-6464
Email: pclarke@wsd1.org
P.E. CLARKE M.Ed.
Chief Superintendent
October 5, 2021
Michelle Wolfe, President
Winnipeg Teachers’ Association
202-2639 Portage Avenue
Winnipeg, MB R3J 0P7
Dear Ms. Wolfe,
Re: Cost of Living Allowance (COLA)
The parties agree that during the life of the collective agreement for the period of July 1, 2018 to June 30, 2022, where articles in the body of the agreement use the term COLA for clauses or tables pertaining to wages or allowances, COLA shall be calculated 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 (All Items) change is made known, the increase will be applied retroactively to September 1, 2021.
Dated this day of , 2021.
THE WINNIPEG SCHOOL DIVISION THE WINNIPEG TEACHERS’ ASSOCIATION
of THE MANITOBA TEACHERS’ SOCIETY
Negotiations Chair President
Secretary-Treasurer Business Agent
CODE OF
RULES
AND
REGULATIONS
Appendix to Collective Agreement between The Winnipeg School
Division and The Winnipeg Teachers’ Association
July 1, 2018 - June 30, 2022
CHAPTER 1
AUTHORIZED SERVICES
Section 1.1 ‑ Class Size ‑ Elementary School
It shall be the policy of the Board insofar as possible to maintain class size in the elementary schools approximately as follows:
a. Kindergarten ‑ up to twenty‑five (25) pupils.
b. Regular classes above kindergarten ‑ a maximum of thirty‑three (33) pupils.
c. Special classes ‑ such numbers as are determined from time to time.
Section 1.2 ‑ Secondary School Pupil‑Teacher Ratio
It shall be the policy of the Board to maintain a ratio of thirty (30) pupils to one (1) teacher in the junior high schools and twenty‑five (25) pupils to one (1) teacher in the senior high schools. In computing pupil‑teacher ratio, all professional employees shall be counted as teachers. Insofar as possible the maximum class size in the secondary schools shall be thirty‑five (35).
CHAPTER 2
THE ADMINISTRATION OF A SCHOOL
Section 2.1 ‑ Duties of Principals
The principal shall be responsible to the Superintendent for administering the general policies and programs of the Division, and for keeping the staff informed about such policies and programs. Subject to the provisions of "The Public Schools Act", the "Regulations of Manitoba Education and Advanced Learning", this "Code of Rules", and the directives contained in the "Administrative Manual", the principal shall be responsible for the detailed organization of the school, and for the supervision of all personnel working in the school.
In carrying out the above, the principal's powers and duties shall include responsibility for the following:
Section 2.2 ‑ Duties of Vice‑Principals
The vice‑principal shall assist the principal in the administration of the general policies, programs, and organization of the school. The vice‑principal should submit to the principal any specific recommendations deemed necessary or desirable for the improvement of the efficiency of the administration of the school or the improvement of the instructional program.
Section 2.3 ‑ Duties of Teachers Designated During Absence of a Principal
During the absence of the principal of a school where there is no vice‑principal, the Superintendent shall designate a member of the teaching staff of that school to assume the duties and responsibilities of the principal.
Section 2.4 ‑ Duties of Teachers
Teachers shall carry out their duties in accordance with the regulations of Manitoba Education and Advanced Learning and of the school system under the direction of the principal.
Section 2.5 ‑ Duties of Department Heads
Department heads in secondary schools shall be responsible, under the principal, for the improvement of instruction in their subject fields. Any administrative duties shall be subsidiary to this purpose. In executing their duties, department heads should seek to identify the needs and opportunities in their areas of responsibility, should make specific suggestions to the principal, and should work in cooperation with other teachers in their departments.
In carrying out the above, the duties of a department head shall include the following:
NOTE:
Department heads in the Technical‑Vocational High School shall have the following additional duties related to the Evening School Program: They shall advise and assist the Evening School principal in the planning of courses for their departments, in the selection of teachers, in the counselling of students, in the allotment and control of supplies, in the testing and recording of student achievement and in the general supervision of the program in their departments. This is not intended, however, to require their regular presence in the school in the evening, nor is it intended to prevent their service as counsellor‑registrars or as teachers at regular teaching rates if circumstances make it advisable for them to be so engaged.
Section 2.6 ‑ Duties of Substitute Teachers
Substitute teachers shall perform, as far as possible, all the duties of the teachers for whom they substitute and shall observe the regulations which apply to teachers on the regular staff. The details of their duties shall be those as set forth by the Superintendent.
Section 2.7 ‑ Laboratory Assistants
Laboratory assistants shall be responsible to the principal and the science department head, and shall carry out such duties as are assigned to them.
Without in any way restricting the generality of the foregoing, the laboratory assistant shall be responsible for:
CHAPTER 3
PUPILS
Section 3.1 ‑ Discipline
Teachers shall exercise such discipline as might be exercised by a kind, firm, and judicious parent, avoiding carefully all display of temper, abstaining from all contemptuous language and from ridicule, and from all modes of punishment calculated to injure the self‑respect of the pupil. In this respect, teachers are enjoined to avoid strictly any uncomplimentary reference, however indirect, to the home of the pupil or to any member of the pupil's family.
CHAPTER 4
INSTRUCTIONAL STAFF
Section 4.1 ‑ Qualifications for Appointment as Teacher
In making recommendations for appointments, the Superintendent shall give preference to those applicants with the highest qualifications. The qualifications required shall be a composite of those factors which are essential and desirable for a position on the teaching staff and shall include: educational qualifications, personal qualifications as determined through interviews and references, teaching experience, special qualifications or training required for a particular position, and any evidence of special experience or capacity that would contribute to the teacher's effectiveness in the Winnipeg School Division schools.
Section 4.2 ‑ Assignment of Staff
A teacher shall be assigned to a specific position by or under the direction of the Superintendent, and may be transferred to any other position for which the teacher is qualified. Transfers which involve promotion or demotion of a teacher to, or in, or from administrative or supervisory positions shall be submitted to the Board for approval.
Each teacher shall be given at least twenty (20) teaching days' notice by registered mail of any intended reduction of the teacher's salary by reason of a change in the teaching position, and the rights of the teacher as provided in the individual teacher's contract, or of the Association as provided in the Collective Agreement shall be available to such teacher and/or the Association.
After two (2) years, no employee in an administrative or supervisory position shall suffer a reduction in salary or position until:
Section 4.3 ‑ Transfer of Employees
Transfers may be made at the initiative of the Superintendent or other administrative officer or at the request of the teacher, and for any purpose which, in the judgment of the Superintendent, is best for the welfare of the teacher or the schools.
All requests for transfers, whether for the individual or for a subordinate, shall be submitted in writing with an explanation of the reasons for such a request.
An application for transfer from a teacher shall, upon request by the teacher, be considered confidential, until such time as it becomes necessary to confer with the teacher's present and prospective superior officers in making final decisions and arrangements.
Section 4.4 ‑ Promotion
The criteria and procedures used by The Winnipeg School Division in the selection of personnel for appointment to principalships, vice‑principalships, and other administrative positions shall be determined by the Superintendent. While preference will normally be given to candidates who best meet these criteria, consideration may also be given to candidates who are outstanding teachers and who meet the requirements for a certain position but who do not conform to all the established criteria. Therefore, while the following items are not completely definitive, they provide guidelines for making appointments.
Experience ‑ Preference will be given to candidates who are intimately acquainted with many phases of the school system. Experience at different grade levels, in special programs, at different schools, and under different principals is desirable. Candidates who have a wide knowledge of the school system should be better suited, other factors being equal, to perform the administrative tasks. The amount of time necessary to gain a broad experiential background is considered to be at least ten (10) years' service in the school system.
Education ‑ The minimum educational qualifications for appointment to an administrative position shall be the first bachelor's degree with one (1) year of graduate study in education (e.g., B.A., B.Ed.). Preference will be given to candidates who hold Masters' degrees.
Scholarship ‑ Preference will be given to candidates who have attained at least second class standing in their last two (2) years of university education.
Physical and Mental Fitness ‑ Candidates for administrative positions should be in good physical and mental health.
Personal Factors ‑ Because testing instruments have not yet been developed which can measure an individual's personality, the assessment of this criterion depends upon the subjective judgment of the selectors. To maintain good interpersonal relationships, to make sound decisions, and to possess the necessary drive and enthusiasm to stimulate others, are some of the essential qualities of a good administrator. These supplement or include the following factors in which candidates should rate high: leadership, ability to teach, character, interest in and liking for children, ability to get along with people, organizing and executive ability, tact and diplomacy.
In selecting personnel for appointment to administrative positions, the Superintendent may employ any or all of the following procedures: a test of analytical ability, a written analysis of a hypothetical educational situation, classroom visit from the Superintendent or one of the Superintendent's assistants, a rating of administrative potential by the principal, and a personal interview.
CHAPTER 5
LEAVE OF ABSENCE
Section 5.1 ‑ Absence for Personal Business
Teachers shall not absent themselves from duty for reasons of personal business without first securing permission from the Superintendent. All requests for such approval shall be made through the principal on the form prescribed. In the case of an emergency where approval cannot be secured in advance, the teacher shall report to the principal at the earliest opportunity.
Full salary shall be deducted for absence for this purpose beyond five (5) days unless otherwise approved by the Superintendent.
Notwithstanding the above an employee may retain one (1) bereavement leave day for use in the case where actual interment is at a later date or two (2) days where travel is required.
Unless there are extenuating circumstances, request for a leave is on a first come, first served basis. In schools with forty (40) or more equivalent full time teachers no more than three (3) teachers shall be granted leave on the same day. In schools with less than forty (40) full time equivalent teachers no more than two (2) teachers per school shall be granted leave on the same day.
The personal leave day shall be used in its entirety. Personal leave may accumulate from one school year to the next to a maximum of three (3) days (effective September 2015). Teachers employed on a part time basis who have a Schedule C or D contract shall be entitled to one day of leave of absence for personal reasons pro rated based on full time equivalency. The personal leave day(s) a part-time teacher is entitled to are pro-rated based on full-time equivalency, for clarity a one half time teacher is entitled to one half of a full time equivalent day (x2).
Teachers shall not be granted leave for the following days, except as may be approved by the Director of Human Resources:
Personal leave days may not be combined with other discretionary days where the combined total number of consecutive work days is greater than three (3).
Section 5.2 ‑ Leave of Absence
1. MATERNITY LEAVE
1.1 General
1.1.1 An employee who is pregnant is eligible for maternity leave in accordance with the Manitoba Employment Standards Code. Every effort will be made by the Division in conjunction with the employee's attending physician to protect the health and safety of the pregnant employee.
1.1.2 Employees must submit an application in writing for maternity leave at least four (4) weeks before the date specified in the application as the day the leave is to commence.
1.1.3 Employees must provide the Division with a certificate from a duly qualified medical practitioner certifying that the employee is pregnant and specifying the estimated date of delivery.
1.1.4 Maternity leave shall consist of a period, not exceeding seventeen (17) weeks if delivery occurs on or before the date of delivery specified in the certificate referred to in 1.1.3.
1.1.5 Maternity leave shall consist of a period, of seventeen (17) weeks plus an additional period equal to the period between the date of delivery specified in the certificate referred to in 1.1.3 and the actual date of delivery, if the delivery occurs after the date specified in the certificate.
1.2 Commencement and Termination Dates of Leave
1.2.1 Maternity leave granted to an employee in accordance with Section 1.1 shall commence no earlier than seventeen (17) weeks preceding the date specified in the certificate referred to in 1.1.3 and shall terminate no later than seventeen (17) weeks following the actual date of delivery.
1.2.2 An employee may terminate the maternity leave earlier than the day set out in 1.2.1 by giving written notice not less than one pay period prior to the day the employee wishes the leave to terminate.
1.3 Special Leave Related to Pregnancy
An employee who does not submit an application for maternity leave in accordance with clause 1.1.2, but who except for the non-compliance with that clause would have been eligible for maternity leave, is entitled to and shall be granted leave consisting of:
1.3.1 such period or periods within the seventeen (17) weeks immediately preceding the estimated date of delivery as certified by a duly qualified medical practitioner, if the Division is provided with a certificate from a duly qualified medical practitioner stating that during the period or periods mentioned in the certificate the employee:
1.3.2 such further period granted under 1.3.1 when added to the leave granted under clause 1.3.1 will not exceed the amount of maternity leave to which an employee is entitled.
1.4 Special Entitlement to Leave
An employee who does not apply for maternity leave under subsection 1.1.2 or 1.3.1 shall be granted leave for a period not exceeding the period of maternity leave to which she is entitled under subsection 1.1.4 or 1.1.5.
1.5 Limitation
Notwithstanding anything contained in subsections 1.3 and 1.4, leave granted to an employee under any of those subsections shall terminate no later than seventeen (17) weeks following the actual date of delivery.
1.6 Supplemental Unemployment Benefit Plan (Maternity)
1.6.1 An employee except those covered by the Canadian Union of Public Employees, Local 110, and Trades Agreements taking maternity leave pursuant to this section shall be entitled to receive pay for the period of leave up to seventeen (17) weeks in the amount of ninety percent (90%) of the salary being received at the time the leave was taken, this pay to include any benefits received from Human Resources Development Canada (HRDC) to a Supplemental Unemployment Benefits (SUB) Plan.
1.6.2 With respect to the period of maternity leave, payments made according to the SUB Plan will consist of the first seventeen weeks as follows:
1.6.3 Where an employee intends to take additional leave, that employee must commence the leave immediately following expiry of the maternity leave without a return to work after the expiry of the maternity leave.
1.6.4 An employee taking additional leave is entitled, provided the terms and conditions of the Master Policies so provide, to prepay the cost of such benefit plans for the duration of the leave. Where the employee prepays the cost, such payment will include both the employee’s and Division’s share of the costs.
1.6.5 The HRDC start date for the maternity leave waiting period is the start date for which an employee is eligible for payment under this section.
1.6.6 For ten (10) month employees where any portion of the seventeen (17) weeks of maternity leave falls during the summer break, winter break, spring break or any other period when the employee is not earning salary, the employee is not entitled to receive top up benefits for that portion of the maternity leave.
1.6.7 Subject to the qualifying period being met where an employee has commenced maternity leave prior to the adoption of this policy and a portion of the first seventeen (17) weeks falls after that date, the employee shall be entitled to receive the paid maternity leave benefit for that portion (if any) of the first seventeen (17) weeks of maternity leave that falls after the date of adoption of the policy.
1.6.8 A specific application or registration for a SUB Plan is not required. The only requirement from HRDC is that the comment section of the Record of Employment confirm that the conditions of Section 38 of the Employment Insurance Regulations are met.
1.6.9 Employees must be regular full time or part time employees (not term/temporary) of the Division during the period when maternity leave benefits may be paid by the Division in order to be eligible to receive those payments.
1.6.10 The qualifying period of seven (7) consecutive months in the employ of the Division must be served as per the Employment Standards Code in order to qualify for any Supplemental maternity leave payment. Should an employee fail to serve the full qualifying period prior to the start of the maternity leave, then that employee shall be eligible to receive maternity leave benefits only for that portion of the seventeen (17) weeks which occurs after the completion of the seven (7) month qualifying period.
1.6.11 The Division requires each employee on maternity leave, to provide a copy of the letter from HRDC that confirms their approval with effective dates for maternity benefits in order to calculate benefits accurately.
1.6.12 Employees not eligible for maternity leave benefits from HRDC shall not be eligible for the Supplemental Unemployment Benefits Plan.
1.6.13 Should payments to employees be required prior to receipt of the statement from HRDC, an estimate of the entitlement will be made with an adjustment made following receipt of the statement.
1.7 Parental Leave (Maternity)
1.7.1 An employee who becomes the natural mother of a child is eligible for parental leave without pay.
1.7.2 Employees must submit an application in writing for parental leave at least four (4) weeks before the date specified in the application as the day the leave is to commence.
1.7.3 Employees taking parental leave in addition to maternity leave must commence the parental leave immediately on expiry of the maternity leave without a return to work after expiry of the maternity leave and before the commencement of the parental leave.
1.7.4 Parental leave shall consist of a period not exceeding thirty-seven (37) consecutive weeks.
1.7.5 An employee who gives less notice than specified in 1.7.2 shall be eligible for a period of parental leave of thirty-seven consecutive weeks less the number of days by which the notice given is less than four weeks.
1.7.6 An employee may terminate the parental leave earlier than the date set out in 1.7.4 or 1.7.5 by giving written notice not less than one pay period prior to the day the employee wishes the leave to terminate.
1.8 Reinstatement of Employee
An employee who wishes to resume employment on the expiration of leave granted in accordance with this section shall be reinstated by the Division in the position occupied at the time such leave commenced or in a comparable position with not less than the same wages and benefits.
1.9 Employment Deemed Continuous
For the purpose of calculating pension and other benefits of an employee to whom leave is granted in accordance with Sections 1.1 and 1.7 employment after the termination of that leave shall be deemed to be continuous with employment before the commencement of that leave.
1.10 Additional Personal Leave for Staff
Additional personal leave following parental leave may be granted to an employee provided mutually satisfactory agreement can be concluded between the Division and the employee.
1.11 Authorization for Leave
The Chief Superintendent or designee is authorized to grant leaves in accordance with the Maternity Leave section, with the exception that additional leave requested in accordance with section 1.10, shall require approval of the Board.
2. PARENTAL LEAVE (SPOUSAL)
2.1 General
2.1.1 An employee who has become the natural father of a child or whose common law spouse becomes the natural parent of a child, or who assumes actual care and custody of their common law spouses newborn child is eligible for parental (spousal) leave without pay in accordance with the Manitoba Employment Standards Code.
2.1.2 Employees must submit an application in writing for parental leave (spousal) at least four (4) weeks before the date specified in the application as the day the leave is to commence.
2.1.3 Parental Leave (spousal) shall consist of a period not exceeding thirty-seven (37) weeks subject to 2.1.4, 2.2.1 and 2.2.2 following.
2.1.4 An employee who gives less notice than specified in 2.1.2 shall be eligible for a period of parental leave (spousal) of thirty-seven consecutive weeks less the number of days by which the notice given is less than four weeks.
2.2 Commencement and Termination of Leave
2.2.1 Parental leave (spousal) shall commence no later than the first anniversary date of the birth of the child or of the date on which the child comes into the actual care and custody of the employee.
2.2.2 An employee may terminate the parental leave (spousal) earlier than the date set out in 2.1.3 or 2.1.4 by giving written notice not less than one pay period prior to the day the employee wishes the leave to terminate.
2.3 Reinstatement of Employee
An employee who wishes to resume employment on the expiration of leave granted in accordance with this section shall be reinstated by the Division in the position occupied at the time such leave commenced or in a comparable position with not less than the same wages and benefits.
2.4 Employment Deemed Continuous
For the purpose of calculating pension and other benefits of an employee to whom leave is granted in accordance with this section, employment after the termination of the leave shall be deemed to be continuous with employment before the commencement of the leave.
2.5 Additional Personal Leave
Additional personal leave may be granted to an employee provided a mutually satisfactory agreement can be concluded between the Division and the employee.
2.6 Authorization for Leave
The Chief Superintendent or designee shall be authorized to grant leaves in accordance with the Parental Leave (Spousal) Section, with the exception that additional leave requested in accordance with Section 2.5 shall require approval of the Board.
3. ADOPTIVE LEAVE
3.1 General
3.1.1 An employee who has adopted a child is eligible for adoptive leave in accordance with the Manitoba Employment Standards Code.
3.1.2 Employees must submit an application in writing for adoptive leave at least four (4) weeks before the day specified in the application as the day the leave is to commence.
3.1.3 Adoptive leave shall consist of a period, not exceeding thirty-seven (37) weeks subject to 3.1.4, 3.2.1 and 3.2.2.
3.1.4 An employee who gives less notice than specified in 3.1.2 shall be eligible for a period of adoptive leave of thirty-seven (37) consecutive weeks less the number of days by which the notice given is less than four weeks.
3.2 Commencement and Termination of Leave
3.2.1 Adoptive leave shall commence no later than the first anniversary date of the adoption of the child or of the date on which the child comes into the actual care and custody of the employee.
3.2.2 An employee may terminate the adoptive leave earlier than the date set out in 3.1.3 or 3.1.4 by giving written notice not less than one pay period prior to the date the employee wishes the leave to terminate.
3.3 Supplemental Unemployment Benefits Plan (Adoptive)
3.3.1 An employee except those covered by the Canadian Union of Public Employees, Local 110, and Trades Agreements taking adoptive leave pursuant to this article shall be entitled to receive pay for the period of leave up to ten (10) weeks in the amount of ninety percent (90%) of the salary being received at the time leave was taken, this pay to include any benefits received from HRDC to a SUB Plan. The implementation of this clause is subject to the successful arrangement of a SUB Plan with HRDC.
3.3.2 In respect of the period of adoptive leave, payments made according to the SUB Plan will consist of the first ten (10) weeks as follows:
3.3.3 Where the employee intends to take additional leave, the employee must commence the leave immediately on expiry of the adoptive leave without a return to work after expiry of the adoptive leave.
3.3.4 An employee taking additional leave is entitled, provided the terms and conditions of the Master Policies so provide, to prepay the cost of such benefit plans for the duration of the leave. Where the employee prepays the cost, such payment from the employee will include both the Division and employees’ share of the costs.
3.3.5 The HRDC start date for the adoptive leave waiting period is the start date for which an employee is eligible for payment under this section.
3.3.6 For ten (10) month employees where any portion of the ten (10) weeks for adoptive leave top-up falls during the summer break, winter break, spring break, or any other period for when the employee is not earning salary, the employee is not entitled to receive adoptive leave benefits pursuant to this Article for that portion of the adoptive leave period.
3.3.7 Subject to the qualifying period being met, where an employee has commenced adoptive leave prior to the date of adoption of this policy, and a portion of the first ten (10) weeks falls after that date, the employee shall be entitled to receive the paid adoptive leave benefit for that portion (if any) of the first ten (10) weeks of adoptive leave that falls after the date of adoption of the policy.
3.3.8 A specific application or registration for a Supplemental Unemployment Benefits Plan is not required. The only requirement from HRDC is that the comment section of the Record of Employment confirm that the conditions of Section 38 of the Employment Insurance Regulations are met.
3.3.9 Employees must be regular full or part-time employees (not term/temporary) of the Division during the period when adoptive leave benefits may be paid by the Division in order to be eligible to receive those payments.
3.3.10 The qualifying period of seven (7) consecutive working months in the employ of the Division must be served, as per the Employment Standards Code, in order to qualify for any adoptive leave payment. For greater certainty, should an employee fail to serve the full qualifying period prior to the start of the adoptive leave, then that employee shall be eligible to receive adoptive leave benefits only for that portion of the ten (10) weeks which occurs after the completion of the seven (7) month qualifying period.
3.3.11 The Division requires, from each employee on adoptive leave, a copy of the letter from HRDC that confirms their approval with effective dates for adoptive benefits in order to accurately calculate her entitlement.
3.3.12 Employees not eligible for adoptive leave benefits from HRDC shall not be eligible for the Supplemental Unemployment Benefits Plan.
3.3.13 If both adoptive parents are employed by the Division only one employee shall be eligible for the Supplemental Unemployment Benefits Plan.
3.3.14 Should payments to employees be required prior to receipt of the Statement, an estimate of the correct entitlement will be made with an adjustment made following receipt of the Statement.
3.4 Reinstatement of Employee
An employee who wishes to resume employment on the expiration of leave granted in accordance with this section shall be reinstated by the Division in the position occupied at the time such leave commenced or in a comparable position with not less than the same wages and benefits.
3.5 Employment Deemed Continuous
For the purpose of calculating pension and other benefits of an employee to whom leave is granted in accordance with this section, employment after the termination of the leave shall be deemed to be continuous with employment before the commencement of the leave.
3.6 Additional Personal Leave
Additional personal leave may be granted to an employee provided a mutually satisfactory agreement can be concluded between the Division and the employee.
3.7 Authorization for Leave
The Chief Superintendent or designee shall be authorized to grant leaves in accordance with the Adoptive Leave Section, with the exception that additional leave requested in accordance with Section 3.6 shall require approval of the Board.
4. LEAVE OF ABSENCE - TEACHING/CLINICAL STAFF
4.1 Employees of the teaching/clinical staff who have not completed one (1) year of service, will not be granted a leave of absence in accordance with Section 4.3 by the Board except for study or illness.
4.2 Employees of the teaching/clinical staff who have completed one (1) year of service, may be granted leave of absence by the Board in accordance with section 4.3 of this policy.
4.3 Leaves of Absence
4.3.1 Leave of absence may be granted for a period not to exceed one (1) year. Applications for extension of leave will be accepted subject to any special regulations governing the type of leave requested.
4.3.2 Leave of absence may be granted for reasons of health or for partial or suspected disability. Such applications shall be supported by a report from the employee's medical doctor setting forth a diagnosis.
4.3.3 Leave of absence may be granted for personal reasons such as illness in the employee's family, provided that the maximum period for which such leave may be extended shall be limited to three (3) years.
4.3.4 Leave of absence may be granted in order that employees may engage in educational work other than teaching provided that leave for this purpose shall be limited to one (1) year.
4.3.5 Employees may be granted leave of absence for the purpose of undertaking a teaching assignment sponsored by the Department of External Affairs of the Government of Canada or other similar assignments provided that the maximum period for which such leave may be extended shall be limited to three (3) years.
4.3.6 Employees may be granted leave of absence to engage in teaching elsewhere when in the opinion of the School Division, there are extenuating circumstances to warrant the granting of such leave. Leave for this purpose shall be limited to one (1) year.
4.3.7 Leave of absence may be granted for temporary service in the armed forces during peace time.
4.3.8 Time spent on leave of absence shall not be used for determining entitlement to annual salary increments, except as provided in the current Collective Agreement.
4.4 Definition
For the purposes of Section 4, Teaching/Clinical staff shall include teachers, clinicians, Principals, Vice-Principals, Area Service Directors, Consultants, the Chief Librarian and the Service Director of Special Education.
4.5 Authorization for Leave
\The Chief Superintendent or designee shall be authorized to grant leaves in accordance with this section with the exception that leaves requested for a period beyond twenty (20) weeks shall require approval of the Board.
7. PERSONAL BUSINESS LEAVE
7.1 Teaching/Clinical Staff
The Chief Superintendent or designee shall be authorized to grant short leaves of absence to Teaching/Clinical staff in accordance with this section as follows:
Note: Leaves granted in accordance with sections 7.1.1, 7.1.2 and 7.1.3 may not be combined to increase the leave entitlement.
7.1.1 Death:
- member of immediate family or a Allow up to five (5) consecutive days; deduct at full
relative who was a member of the house- salary for all days beyond five (5).
hold. Immediate family shall include common
law spouse as defined in Section 10 below.
- grandparents, grandchildren. Allow up to three (3) consecutive days; deduct additional days up to a total of five (5) consecutive days absence at substitute rate.
- spouse’s or common law spouse’s mother, Allow up to three (3) consecutive days; deduct additional
father, sister, brother, son, daughter. days up to a total of five (5) consecutive days absence at substitute rate.
7.1.2 To attend funeral of:
- a relative outside the Allow up to one (1) day; deduct additional days up to a
immediate family who was total of five (5) consecutive days absence at substitute rate.
not a member of the household.
- friend. Deduct at substitute rate.
- participant in ceremony (eg. Soloist). Allow one-half (1/2) day.
- pallbearer. Allow one (1) day.
7.1.3 For observance of religious holy days. Allow three (3) days per year. Deduct at Substitute rate for remainder.
Requests for religious holy leave shall be governed by the procedure as set forth in the collective agreement.
The Chief Superintendent or designee, upon review of the request, may grant short leaves of absence to teaching/clinical staff in accordance with the following:
7.1.4 Writing exams for university standing. Allow one-half (1/2) day per exam up to two (2) exams.
For three (3) or more exams (half-days) deduct excess at substitute rate.
7.1.5 Studying for exams. Deduct at one two-hundredths (1/200) of annual salary.
7.1.6 University or Community College Convocation:
- own. Allow one (1) day in town, excess at substitute rate.
- immediate family. Allow one (1) day; excess at one two-hundreths (1/200) of annual salary.
7.1.7 Graduation (High School):
- immediate family. Allow up to one day.
7.1.8 For study (in early summer sessions, etc.) Allow.
on bursary or course undertaken at School
Division's request.
Other study with the prior approval of the Allow up to five (5) days; deduct at substitute rate
Division. for next five (5) days; remainder of actual cost of substitute.
Note: Leaves approved in accordance with section 7.1.9 shall be limited to one occurrence in any school year.
7.1.9 To attend a convention or meeting of an Allow up to five (5) days.
organization with a program relevant to
the teacher's position, with the prior
approval of the Division.
7.1.10 To deliver an address before an educational Allow.
body.
7.1.11 Approved absence which involves financial Amount of recompense may be deducted.
recompense for a teacher.
7.1.12 Adjudicating at festivals, etc. Deduct at substitute rate.
7.1.13 Public service meetings:
- council, school board, etc. Deduct at substitute rate.
7.1.14 Musical Festival (own performance). Deduct at substitute rate.
7.1.15 Participation in sports:
- for employees participating in league, Deduct at one two-hundredth of (1/200) of annual salary.
league championship, zone or round
robin play, invitational meets or qualifying competitions.
- for employees selected as representatives Deduct at substitute rate.
of the city in semi-final or final provincial
competition .
- for employees selected by Sports Manitoba Allow.
as representatives of the Province participating
in semi-final or final National competition.
- for employees selected to be members of Allow.
National teams of Canada competing in
International competition.
Note: The above shall include both competitors and coaches. Coaches receiving recompense for days allowed by the Division shall reimburse the Division the amount of the recompense.
- other approved requests (eg. officiating). Deduct at one two-hundredths (1/200) of annual salary.
Note: Leaves approved in accordance with section 7.1.16 shall not exceed five (5) days in total, in any school year.
7.1.16 Wedding:
- own. Deduct up to three (3) days at substitute rate. Permission may be granted for up to five (5) days except in weeks when a holiday occurs, fourth (4th) and fifth (5th) days at one two-hundredths (1/200) annual salary.
- in immediate family. In town one-half (1/2) day substitute rate, out of town one (1) day at substitute rate. Deduct at one two-hundredths (1/200) annual salary for excess.
7.1.17 Birth of a teacher’s child resulting from the Allow one (1) day. This entitlement ceases two (2) days
teacher’s spouse or common law spouse’s after the spouse or common law spouse is discharged from the hospital.
pregnancy.
- Adopting a child. Allow one (1) day.
7.1.18 Moving. Deduct at one-two hundredths (1/200) of annual salary.
7.1.19 Approved late return from travel (or early Deduct at one two-hundredths (1/200) of annual salary.
departure).
7.1.20 For quarantine of place of residence. Allow up to five (5) days.
7.1.21 Curriculum committee meetings. No deduction. Cost of substitute charged to Manitoba Education.
7.1.22 Extra Curricular Activities
7.1.23 The Chief Superintendent or designate has authority to grant personal leave in other special circumstances for up to one (1) day with no deductions from salary or with deduction at substitute rate or one two-hundredths (1/200) of annual salary.
7.2 Where a ten (10) month employee’s compassionate leave as detailed in 7.1.2, 7.1.3, 7.2.2, or 7.2.3 commences immediately prior to or during Winter, Spring or Summer Break, the week days (other than statutory holidays) that fall during such breaks shall be considered to form part of the leave.
7.3 Notification - Religious Holy Leave:
7.3.1 Employees requiring religious holy leave prior to October 15 shall provide the Division with ten (10) working days notice in writing.
7.3.2 Employees requiring religious holy leave after October 15 shall provide notice of all leave required that school year by September 30.
7.3.4 Where appropriate notice has not been given to the Division, the Division shall provide religious holy leave days and that leave, at the Division’s discretion, may be:
7.4 Extension of Vacation/Holiday
Personal Business leave as identified in Section 7.1 and 7.2 shall not be granted for the purpose of extending vacation, break periods or holiday time.
7.5 Deduction Definitions
7.5.1 For the purposes of section 7.1, "Substitute rate" means the rate of salary for a substitute in the teacher's salary classification.
7.5.2 For the purposes of section 7.2, "Minimum rate" means the minimum schedule rate for the employee's classification.
7.5.3 For the purposes of sections 7.1 and 7.2, "Allow" means no deduction of salary.
7.5.4 For the purpose of section 7.1 Teaching/Clinical staff shall include teachers, clinicians, principals, vice-principals, area service directors, consultants, the chief librarian and the service director of special education.
7.6 Leave Request
7.6.1 Employees are required to complete “Request for Short Leave of Absence Forms”, Exhibits E(1) and E(2) and secure permission from the Division prior to taking any such leave, except in emergency situations.
7.6.2 In emergency situations, the employee shall report to his/her supervisor at the earliest opportunity.
7.7 Reporting Leaves
Principals or supervisors shall report reasons for absences for personal business in the "remarks" column of the salary report.
7.8 Absence of Principals and Vice-Principals
7.8.1 The Chief Superintendent shall submit reports to the Board regarding the absence of principals or vice-principals which are in excess of one (1) week.
7.8.2 Any principal or vice-principal who expects to be out of the school for one-half (½) day or more shall inform the appropriate Superintendent.
7.8.3 Any principal or vice-principal who is absent because of illness or personal business shall call the superintendent in the morning of the day the absence commences and again on the day of return to duty. The nature of the illness and an estimate of the length of absence should be reported to the superintendent.
7.9 Court Appearances
Employees will be granted leave without deduction of salary for court appearances if the employee is subpoenaed by the Crown to be a witness in a court action or is summoned for jury duty, provided however, the employee shall remit to the Division any remuneration which the employee may receive because of an appearance in court as a witness or as a juror.
7.10 Citizenship Leave
Employees shall be allowed the necessary time off with pay to attend citizenship court to become a Canadian Citizen.
8. EXCHANGE LEAVE
8.1 The Chief Superintendent shall be authorized to approve exchanges made by members of the Winnipeg teaching staff with teachers from other jurisdictions.
9. LOAN OF SERVICE
9.1 Loans of service of Division employees may be granted by the Board of Trustees for a period not to exceed three (3) years to be approved on an annual basis.
9.2 Loans of service will only be granted for employment with public organizations, government departments, or service as an executive member on the local employee group.
9.3 For the purpose of calculating pension, seniority and other benefits for the employee for whom the loan of service has been granted, employment shall be deemed as continuous.
9.4 An employee who wishes to resume employment on the expiration of the loan of service granted in accordance with this section is guaranteed a position upon return in the same or comparable classification with not less than the same wages and benefits.
9.5 Loans of service may be granted for employment with an employee group with which the Division has a Collective Agreement.
10. DEFINITION OF PARTNER
10.1 For the purposes of this policy, “common law spouse” shall be defined as a person of the same or opposite gender with whom an employee has established residence and lived in a marriage-like relationship for at least twelve (12) months and has publicly represented that person as his/her spouse.
11. EMPLOYEES COVERED BY COLLECTIVE AGREEMENTS
11.1 Where an employee under a Collective Agreement has a leave entitlement which is different than the entitlement specified in this policy, the provisions of the Collective Agreement shall apply.
LEGISLATIVE REQUIREMENTS:
1. Section 48(5) of the Public Schools Act, Chapter P250 of the Statutes of Manitoba applies to the granting of Leaves of Absence.
2. Section 44(1) of the Workplace Safety and Health Act, Chapter W210 of the Statutes of Manitoba applies to the granting of leave.
THIS AGREEMENT is made
BETWEEN:
The Winnipeg School Division
("the Division")
AND
being the holder of certificate #
("the teacher")
Unless the collective agreement provides a shorter period, for the purposes of this clause, a teacher is considered to have completed a full year of service if he or she has taught full-time or part-time under a single Limited Term Teacher agreement from the first teaching day of a fall term to the last teaching day of the next following spring term.
"certificate" means a teaching certificate or a clinician certificate issued by the Minister of Education and Advanced Learning;
"Code of Rules" means the Code of Rules of the Division, as agreed to in the collective agreement;
"collective agreement" means the collective agreement between the Division and The Winnipeg Teachers' Association of The Manitoba Teachers' Society that is in effect during the term of this agreement.
SIGNED:
_______________________________
Chair Teacher
_______________________________
Secretary-Treasurer Witness to teacher's signature
Note: The Division's seal is required, and this agreement is to be delivered as set out in subsection 92(2) of The Public Schools Act.
Clinicians
If this agreement is between the Division and a clinician,
The clinician agrees to carry out the duties he or she is assigned by the Division or its Superintendent, diligently, faithfully and in accordance with the Acts and regulations of Manitoba and the Code of Rules and his or her professional responsibilities.
THIS AGREEMENT is made
BETWEEN:
The Winnipeg School Division
("the Division")
AND
being the holder of certificate #
("the teacher")
Unless the collective agreement provides a shorter period, for the purposes of this clause, a teacher is considered to have completed a full year of service if he or she has taught full-time or part-time under a single Limited Term Teacher agreement from the first teaching day of a fall term to the last teaching day of the next following spring term.
This agreement may also be terminated during its term by either party
In this formula: A is the total salary to be received by the teacher;
B is the annual salary rate in effect for the teacher, pursuant to the collective agreement;
C is the number of days the teacher actually taught;
D is the number of days in the school year prescribed by regulation.
"certificate" means a teaching certificate or a clinician certificate issued by the Minister of Education and Advanced Learning;
"Code of Rules" means the Code of Rules of the Division, as agreed to in the collective agreement;
"collective agreement" means the collective agreement between the Division and The Winnipeg Teachers' Association of The Manitoba Teachers' Society that is in effect during the term of this agreement.
SIGNED:
____________________________
Chair Teacher
_____________________________
Secretary-Treasurer Witness to teacher's signature
Note: The Division's seal is required, and this agreement is to be delivered as set out in subsection 92(2) of The Public Schools Act.
Clinicians
If this agreement is between the Division and a clinician,
The clinician agrees to carry out the duties he or she is assigned by the Division or its Superintendent, diligently, faithfully and in accordance with the Acts and regulations of Manitoba and the Code of Rules and his or her professional responsibilities.
THIS AGREEMENT is made on
BETWEEN:
The Winnipeg School Division
("the school board")
AND
being the holder of certificate #
("the teacher")
during the following school year:
"certificate" means a teaching certificate, issued by the Minister of Education and Advanced Learning;
"collective agreement" means the collective agreement between the school division or district and the local teacher’s association of The Manitoba Teachers' Society that is in effect during the term of this agreement;
"school year" means the period beginning on July 1 of one year and ending on June 30 of the next year.
SIGNED:
_______________________________
Chair Teacher
_______________________________
Secretary-Treasurer Witness to teacher's signature
Note: The school board’s seal is required, and this agreement is to be delivered as set out in subsection 92(2) of The Public Schools Act.
Winnipeg School Division
Where Winnipeg School Division is the school board, clause 2 is replaced with the following:
THIS AUXILIARY AGREEMENT made as of the 21st day of December 2022
BETWEEN:
WINNIPEG SCHOOL DIVISION
(hereinafter referred to as the “Division”)
- and -
WINNIPEG TEACHERS’ ASSOCIATION OF
THE MANITOBA TEACHERS’ SOCIETY,
(hereinafter referred to as the “Association”)
WHEREAS pursuant to a certain collective agreement dated May 20, 2021, the Division has agreed to participate in a number of insurance programs, including:
The Division has agreed to participate in these plans subject to the terms of administration and cost sharing, as determined by the conditions of entry stipulated by each individual plan.
WHEREAS the Division recognizes that not all teachers will be eligible for coverage under these plans by virtue of their administration and underwriting rules, the Division and the Association have agreed that certain Teachers will be paid according to the annual rate of pay for the 2022-23 school year which follows:
The parties have acknowledged that, without limiting the foregoing, the following classes of Teachers shall be paid according to this pay scale:
STEP |
EFFECTIVE JANUARY 1, 2023 |
||||||
0 |
$ 42,040 |
$ 46,583 |
$ 50,432 |
$ 60,739 |
$ 65,118 |
$ 68,956 |
$ 72,979 |
1 |
$ 43,466 |
$ 48,067 |
$ 52,815 |
$ 63,643 |
$ 68,027 |
$ 72,492 |
$ 75,833 |
2 |
$ 45,559 |
$ 50,450 |
$ 54,899 |
$ 67,111 |
$ 71,508 |
$ 75,971 |
$ 79,347 |
3 |
$ 47,649 |
$ 52,845 |
$ 58,235 |
$ 70,605 |
$ 74,985 |
$ 79,449 |
$ 83,390 |
4 |
$ 49,767 |
$ 55,250 |
$ 61,731 |
$ 74,184 |
$ 78,579 |
$ 82,959 |
$ 87,650 |
5 |
$ 51,859 |
$ 57,875 |
$ 65,228 |
$ 77,864 |
$ 82,246 |
$ 86,873 |
$ 91,897 |
6 |
$ 53,923 |
$ 62,662 |
$ 71,406 |
$ 81,541 |
$ 85,923 |
$ 90,979 |
$ 96,146 |
7 |
|
|
|
$ 85,217 |
$ 89,609 |
$ 95,078 |
$ 100,438 |
8 |
|
|
|
$ 88,472 |
$ 93,386 |
$ 99,174 |
$ 104,743 |
9 |
|
|
|
$ 93,785 |
$ 99,017 |
$ 104,970 |
$ 110,567 |
This Auxiliary Agreement is attached to and forms part of the Collective Agreement between the Parties dated May 20th, 2021.
CONCURRING SIGNATORIES
Dated at Winnipeg, Manitoba this 21sst day of December 2022
Signed and agreed on behalf of the Division:
_________________________________________
Chairperson
_________________________________________
Secretary - Treasurer
Signed and agreed on behalf of the Association:
_________________________________________
President
_________________________________________
Vice President
THIS COLLATERAL AGREEMENT made this 21st day of December, 2022
BETWEEN:
THE WINNIPEG SCHOOL DIVISION
(hereinafter referred to as the “Division”)
OF THE FIRST PART,
- and -
THE WINNIPEG 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 20, 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:
To the Division:
WINNIPEG SCHOOL DIVISION
1577 Wall Street. E.
Winnipeg, MB. R3E 2S5
To the Association:
WINNIPEG TEACHERS’ ASSOCIATION
202 – 2639 Portage Ave.
Winnipeg, MB. R3J 0P7
and if mailed as aforesaid, shall be deemed to have been given on the fifth business day next following that upon which the letter containing such notice was posted.
IN WITNESS WHEREOF the Division has caused its Corporate Seal to be hereunto affixed duly attested by the signatures of its proper officers in that behalf, the day and year first above written.
THE WINNIPEG 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 WINNIPEG TEACHERS' ASSOCIATION
____________________________
President
____________________________
Vice-President
LETTER OF AGREEMENT
Manitoba Public School Employees Dental and Extended Health Plan
Between
The Winnipeg School Division
and
The Winnipeg Teachers’ Association
of the
Manitoba Teachers’ Society
RE: January 2023 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 __________ for the members of the Winnipeg 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 January 2023.
STEP |
EFFECTIVE JANUARY 1, 2023 |
Premium: $3480 |
|||||
0 |
$ 38,560 |
$ 43,103 |
$ 46,952 |
$ 57,259 |
$ 61,638 |
$ 65,476 |
$ 69,499 |
1 |
$ 39,986 |
$ 44,587 |
$ 49,335 |
$ 60,163 |
$ 64,547 |
$ 69,012 |
$ 72,353 |
2 |
$ 42,079 |
$ 46,970 |
$ 51,419 |
$ 63,631 |
$ 68,028 |
$ 72,491 |
$ 75,867 |
3 |
$ 44,169 |
$ 49,365 |
$ 54,755 |
$ 67,125 |
$ 71,505 |
$ 75,969 |
$ 79,910 |
4 |
$ 46,287 |
$ 51,770 |
$ 58,251 |
$ 70,704 |
$ 75,099 |
$ 79,479 |
$ 84,170 |
5 |
$ 48,379 |
$ 54,395 |
$ 61,748 |
$ 74,384 |
$ 78,766 |
$ 83,393 |
$ 88,417 |
6 |
$ 50,443 |
$ 59,182 |
$ 67,926 |
$ 78,061 |
$ 82,443 |
$ 87,499 |
$ 92,666 |
7 |
|
|
|
$ 81,737 |
$ 86,129 |
$ 91,598 |
$ 96,958 |
8 |
|
|
|
$ 84,992 |
$ 89,906 |
$ 95,694 |
$ 101,263 |
9 |
|
|
|
$ 90,305 |
$ 95,537 |
$ 101,490 |
$ 107,087 |
Dated at Winnipeg, Manitoba this 21st day of December 2022
Signed on behalf of the Winnipeg School Division:
__________________________
Chairperson
__________________________
Secretary – Treasurer
Signed on behalf of the Winnipeg Teachers’ Association:
__________________________
President
__________________________
Vice President