Wild Rose School Division Collective Agreement

3.4.11. Clauses 3.4.6 to 3.4.10 of this article apply only to teachers whose recruitment date is set at or after this Agreement comes into force. b) TEBA and the association may agree to proceed with an arbitration board composed of a single arbitrator instead of a three-member arbitration board. In this case, TEBA and the association will appoint a person who will serve as a single arbitrator within 15 days of operation, in accordance with the agreement reached with a single arbitrator. If it is not possible to agree on the person as a single arbitrator, each party may request in writing that the Director of Mediation Services indicate the required appointment. There are no other changes to the current agreement, other than those already agreed. 9.2.4 A teacher who is on sabbatical enters into an individual written agreement with the school service on the conditions under which he or she returns to the school system. While this collective agreement is concluded in accordance with the laws of the Province of Alberta, as amended from time to time, including, but not limited to, the Education Act, the Alberta Human Rights Act, the Collective Education Act (PECBA), the Employment Standards Code and the Labour Relations Code. 10.5 A teacher who is not absent from school assignments for more than three consecutive days of classes to receive necessary medical or dental treatment, or for accident, disability or illness, may be required to present a medical certificate during the sick period or on return to work, at the discretion of the school service. 16.5 The arbitration body may not amend, modify or amend the terms of this agreement.

1.5.1. For the purposes of collective bargaining with the association, TEBA is an employer organization within the meaning of the labour code and, with a view to centralised bargaining, it has only the power to bargain collectively on behalf of employers and to engage school services in each agreement with regard to the central concepts. The association accepts that no right to leave or general leave pay should be invoked for a specified period of time before or during the duration of this collective agreement, unless otherwise stated in section 5.1. This bestiling letter expires on August 31, 2020. 4. Each participating school division and the associated association`s bargaining unit will create a project management committee with equal representation from each party. At the discretion of the school service, the steering committee may involve other staff groups in the project. This letter of understanding does not in any way require school departments or teachers to set up WSAs. The decision to divide existing health expenditure accounts (HSA) into HSA/WSAs combined is the subject of local negotiations.

2.5.2 If a strike or lockout begins during the central negotiations, the continuation of the collective agreement is suspended until an agreement on essential conditions is ratified in accordance with Section 11(4) PECBA or the central conditions are otherwise settled. 4.5.2 Any current principal obligation that has entered into a term of less than five years on 1 September 2017 may be pursued in the term contract up to a total number of five-year years called the principal obliged. If the total term of the head of school designation is five years as of August 31, 2018, the school division must decide by April 30, 2018, whether or not the designation is maintained during the 2018/19 school year, and whether it continues, it is considered permanent. 2.4.1 Notwithstanding Article 59, paragraph 2 of the labour code, a notice of opening of local negotiations by a school department or association was notified after, but not more than 60 days after the ratification of the collective agreement, in accordance with Section 11, paragraph 4, of the PECBA, or the essential conditions were otherwise settled.