Who do I contact to check my Professional Development (PD) or Clause 14 Funds?
Alan Towne. You can email him at firstname.lastname@example.org. PD balances for the 2023-24 school year are currently being calculated. Thank you for your patience in receiving a response.
What is the difference between our collective agreement and my personal contract?
The collective agreement outlines the negotiated salaries and benefits provided to all teachers. It has a start and end date and is re-negotiated by the teachers and school board at its conclusion. However, our past two contracts also included a provincially negotiated framework. A teaching contract is solely between the teacher and the board, outlining the type of contract (continuing, temporary or probation) and the Full Time Equivalency (FTE).
Why can't the ATA do anything when I called to complain about the actions of my principal?
The nature of the principal teacher relationship is guided by labour law and the School Act. However, should a teacher be concerned with their teaching assignment or evaluations, it is important to contact Member Services of the ATA (1-800-232-7208) to receive advice and assistance in resolving issues.
When does maternity leave and sick leave start and end?
Maternity leave starts the "actual date of delivery." Sick leave starts anytime before the "actual date of delivery." Mothers are entitled to 16 weeks of maternity leave and 62 weeks of parental leave (Time and Employment Insurance). You must give at least 6 weeks notice before you leave and at least 4 weeks notice of return. For more information on Sick Leave and Extended Disability Benefits click here. You can also call Member Services of the ATA (1-800-232-7208).
Frequently Asked QUestions
Who do I send completed PD claim forms to?
Karen Wolfmeyer. You can email her at email@example.com. Make sure to fill-out your form on Adobe Reader and email the forms to the address mentioned.
Click here for the PD Claim Form (Version -Sept 2023).
What is the status of our current contract?
In April 2023, local bargaining finished for September 1, 2020 to August 31, 2024 Collective Agreement. Bargaining for the next round will start Centrally (Provincially) January 2024.
Am I required to participate or run any extracurricular activities as part of my employment?
The new Professional Code of Conduct includes a section that should protect teachers from being obligated to take on extracurricular activities:
Section 4b states that "the teacher does not engage in activities which adversely affect the quality of the teacher's professional service.”
ATA Local 60 members have a PDF allocation to be determined based on your Full Time Equivalent (FTE). Contact Alan Towne to find out what your PD balance is. Please email him at firstname.lastname@example.org.
You can borrow a variety of resources from the Local Library:
The cost is $139 for a 1/2 day and $243 for a full day. If the PD activity goesformore than two days,the cost is $397 per day and $198.50 per half day.
Your ATA membership grants you FREE access to a specialist council. These councils allow you to partake in specific PD for a content area of your choosing, including conferences, book studies, and more. Click here for further details.
The ATA Library grants you access to a vast collection of books, technology, and other resources. You can browse the collection and borrow books by clicking here.
For more information, please contact our Local ATA PD Chair, Karen Wolfmeyer at email@example.com or through her district email.
PD Policies and Procedures
The PD Committee shall consist of at least one member of each school. This schools shall submit their names to the PD Chair by September 30th of the school year.
The money allocated to each certificated instructional staff will be determined by the total number of FTE teachers employed in Red Deer Public School District as of September 30th of that school year as reported by the Associate Superintendent Human Resources as determined by Clauses # 10 and 14 of the Collective Agreement.
The PD Fund will set aside the equivalent of 10 PD allotments for the sole purpose of supporting late teacher hires throughout the school year until the month of May. All late hires will receive an allotment according to the following schedule:
Start date in:
Oct –Dec: 75%
Jan –Feb: 50%
Mar – May: 25%
Late part-time hires will receive a pro-rated PD allotment based on their assignment percentage and length of contract.
Any unused credits from the period of temporary employment will be reallocated to the general PD Fund of the subsequent year, unless the temporary member obtains a contract before employment expires.
All members who go on leave will retain their current year’s PD allocation if they remain members in good standing, which includes payment of dues. Otherwise, if a member goes on leave, or ends their employment, their PD allotment will be reduced by the late-hire percentages, based on the final date of work. All credits in their account will be returned to the general PD Fund to be reallocated in the subsequent year.
Any member of Local No. 60 leaving the RDPSD No. 104 through retirement, termination of contract or termination of employment will revert their unused PDF monies to the general pool of funds to be reallocated at the discretion of the Table Officers’ Committee (TOC).
Plans for use of the PDF monies should be documented annually in a teacher’s Individual Professional Growth Plan.
Local No. 60 PD funds are used for the individually directed activities of Local No. 60 members. This usage does not include reimbursement for school or District-level directed PD events, including retreats. If a member is unable to travel with the arranged transportation, the employer is required to reimburse for alternative transportation, or the cost is borne by the member.
Teachers will not be eligible for any additional PDF funds beyond a $5 000 accumulation, unless approved by the school PDF committee. A notice of approval to exceed the $5 000 maximum must be received in writing by the PDF Coordinator by September 30th. Failure to do so will cap the eligible teacher’s fund at $5 000.
The Table Officers Committee (TOC) of Local No. 60 Executive shall arbitrate and make a final binding decision on the validity of any PDF requests that are disputed at the school level. Both individual teachers, and the school PDF committee can appeal any decision to the TOC of the Local.
When a teacher is on exchange to a school district in another country and is still being paid by Red Deer Public School District No. 104, the teacher is still eligible for the yearly allocation of PDF funds. The teacher can accumulate the funds in their budget line or access the funds to pay for a professional development activity that has been approved by TOC in lieu of a school based PDF committee. Once approved, the teacher can access their funds by submitting the necessary receipts and a letter to the PDF Coordinator. The teacher on exchange in Red Deer is not eligible for PDF funding.
The transfer of funds between one member of Local No. 60 and another member is nonpermissible under any circumstances.
A report showing all individual Local 60 member PDF allocation balances for each work site be produced at least once per year and be provided to the Treasurer and PD Chair.
A site-based report of the PDF allocations be provided to one CSR member for each work site. The CSR members will share each individual’s information at his or her site through direct communication to the individual. The CSR member will destroy the site-based reports after this reporting process.
Sources: Information from the ATA and ASEBPwebsite. Pictures from ASEBP, Google and Google Search
Address: 11010 142 Street NW, Edmonton AB
1-800-232-7208 (toll free in Alberta)
Barnett House is the headquarters of our Alberta Teachers’ Association. The Provincial Executive Council (PEC) and 150 staff members, including Teacher Welfare and Members’ Services, work out of this building. If you need to contact “Barnett House”, you’re contacting those individuals that work on your behalf. For more information visit the ATA Website at www.teachers.ab.ca
The ARA is the Association's parliament and is made up of delegates from locals and members of the Provincial Executive Council. ARA establishes policy, approves the Association's budget and sets fees for the various categories of membership. The ARA meets once a year on the May long weekend for the annual meeting.
Provincial Executive Council (PEC)
PEC is made up of 15 district representatives and five table officers who meet at least eight times a year between annual meetings to conduct the business of the Association.
The district representatives are elected for two-year terms by members in their geographic district (11 districts).
Brice Unland represents our geographical area, Central South, which includes Red Deer Public, Red Deer Catholic, Chinook's Edge, Wolf Creek and Clearview.
The president and vice-presidents are elected for two-year terms by vote of the members on a provincial basis.
Jason C SchillingPresident
Greg P. CarabineVice-President
Greg A. JefferyPast President
Dennis E. TheobaldExecutive Secretary
Member Services and Teacher Welfare have been merged to form Teacher Employment Services (TES), which will serve as a one-stop shop for teachers looking for advice and assistance related to their work life.
Updated information coming soon.
Alberta School Employee Benefits Plan
Teachers in Red Deer Public School District have Health Benefits that are provided by Alberta School Employee Benefit Plan (ASEBP). Some of these benefits include:
Health Spending Account
Wellness Spending Account
Please see below for for more information please visit www.asebp.ab.ca or call 1-877-431-4786..
Employee Family Assistance Program (EFAP)
Access to the Employee Family Assistance Program is included with your ASEBP Benefits. Some services that are included with this program include individual counselling, couples counselling, health coaching, and more.
Please visit the EFAP website for more details. You can also call 1-855-933-0103.
get the app!
Download the ASEBP app to simplify the process for submitting claims on services that aren’t immediately covered.
Sources: Information from the ATA and ASEBPwebsite. Pictures from ASEBP, Google and Google Search
TEACHER WELFare committee (TWC)
Formerly known as the Economic Policy Committee, (EPC) approximately once a month at Lindsay Thurber in the Learning Commons. If you are interested in attending or want more information please contact Kerrie-Ann Dalstra at firstname.lastname@example.org.
What is the TWC?
The Teacher Welfare (formerly Economic Policy) Committee negotiates the Collective Agreement and monitors the application of its clauses.
This committee’s mandate is to gather and study all data relevant to amendments to the Collective Agreement and to prepare and present these proposed amendments to the Executive Committee for recommendation to the Council of School Representatives for approval.
what are the types of contracts?
Collective Agreements are formed between the Alberta Teachers Association and their Locals and the Government of Alberta.
Contracts are different than our Collective Agreement, which is between the government and the Alberta Teachers Association. Contracts, such as Temporary, Probationary and Continuing) are between you, the teacher, and your employer, in this case, Red Deer Public Schools.
Below you will find valuable information for ATA Members to know and do. Please note all information from the Alberta Teachers Association website is available to the public. You may be required to login to the Provincial ATA Website. Please see below on how to get a login.
ATA Website & ATA Login
In order to fully access the ATA website and its resources, you will need to sign up at the ATA website. It is important that the ATA and your local TWC have an email address for you that is different from your Red Deer Public School District one. For more details, click below. (Updated - Sept 2023)
Bargaining and the Collective Agreement
Bargaining 2024-20xx - Central Table Bargaining will commence with List Bargaining Jan 2024
Bargaining 2020-2024: Completed June 2023
Collective Agreement to be finalized Winter 2024
Bargaining 2018-2020: Completed Jan 2020
Click here for the Collective Agreement 2018-2020
November 2023 - Criminal and Vulnerable Sector Checks—Time Is Running Out!
Optional critical illness insurance can help with your finances while you focus on your recovery. It is one of the most cost-effective things you will ever do to protect your savings.
This type of insurance can give you a tax-free payment if you are diagnosed with a serious medical condition. Your contract will define which conditions are covered, but examples include cancer, heart attack and stroke.
Many assume that the Alberta Health Care Insurance Plan or workplace benefit plans (such as the Alberta School Employee Benefit Plan [ASEBP]) will cover many of the additional medical costs associated with a life-altering illness. However, these plans might not cover all the extra costs that come with managing a critical illness, such as home care, travel and accommodations, lost work wages, childcare, gas and meals. Over time, these expenses can add up.
Capital Estate Planning provides the Association’s Voluntary Benefits Program, a unique program built specifically for Alberta teachers and their families. This program includes critical illness insurance, group savings plans (RRSP, TFSA, RESP and RRIF), additional life insurance, and mortgage insurance.
Until November 30, 2023, teachers can apply for up to $50,000 in guaranteed acceptance critical illness insurance for themselves and up to $10,000 for their children. No medical questions are asked, and acceptance is guaranteed, regardless of medical history.
October 2023 - Criminal and Vulnerable Sector Checks—Time Is Running Out!
Effective September 1, 2022, Bill 85 amended the Education Act by adding a requirement to have updated criminal records and vulnerable sector checks. Section 2(7) of Bill 85 amended the Education Act by adding section 229.1, Criminal Record and Vulnerable Sector Checks. Bill 85 applies to those whose employment requires a certificate of qualification as a teacher, aleadership certificate or a superintendent leadership certificate. The legislation requires that the checks be completed by January 1, 2024 and must be updated every five years.
All school divisions must enforce the legislation and are required to ensure the results of those checks demonstrate that the teacher continues to be suitable for employment in their position. Failure to provide the necessary checks by the deadline imposed by the legislation, without some clear and demonstrable proof of the steps taken to obtain them, may result in a member encountering significant issues related to their employment relationship with their division. Teachers must comply with the legislation by providing the checks, even if their division has not offered a method or system to address the requirements.
Teachers do not have to incur the cost of the five-year criminal record check. Many divisions have worked with local law enforcement detachments to provide opportunities for members to obtain the checks. However, teachers who cannot provide the checks due to loss of the documents or failure to pick up or download them by the issuing agency’s deadline or startingnew employment will be responsible for the cost of the initial check or its reissuance.
If you have a criminal conviction (or charge, subject to the terms of your employment contract) and failed to reportthis to your division, you should seek the advice of Teacher Employment Services (1-800-232-7208). In this situation,most members would benefit from proactively addressing the issue with their division rather than waiting until their updated criminal record and vulnerable sector check is submitted.
October 2023 - Check YOur Pay Statement
Teachers received a two per cent (2%) increase on September 1, 2023.
A teacher’s annual salary is based on years of education (as determined by the Teacher Qualifications Service) and years of experience (as determined by the teacher’s collective agreement). Click here to see your salary grid.
Teachers are paid according to the Education Act, which states that teachers are paid 1/200 for each day they work (with a few variations). Since funds are allocated to school divisions over 12 months, paying teachers 1/12 of their annual salary each month from September to August is easier for everyone to budget, including school divisions.
Due to the improvements to the salary grid, teachers must review their September pay statements to be certain that their pay has been adjusted correctly. Teachers should continue to review their pay statements at the end of every month, particularly if they are still moving up the salary grid and are expecting to earn an increment. If a teacher reviews their pay statement and it appears that they have not been paid correctly, it is their responsibility to contact their employer to resolve the discrepancy. If the teacher is not able to correct the error with the employer forthwith, the teacher must contact Teacher Employment Services (TES) so that the Association can provide support in a resolution. Delays in reporting an error in pay could result in a loss of income, so it is critical that every teacher closely scrutinize their pay statement.
September 2023 - Duty-Free Lunch
Although COVID-19 safety protocols include altered supervision assignments, staggered break times for students and changes to the school bell schedule, the provision for a rest period under the 2018–20 central collective agreement (clause 8.3, Duty-Free Lunch) remains.
The school division must schedule a 30-minute rest period for each teacher during each five hours the teacher works. When reasonable, the break should be scheduled in the middle of the teacher’s assignment. If, for some reason, an unbroken rest period of 30 minutes cannot be scheduled, a teacher must agree to two rest periods of no less than 15 minutes each. This is an individual agreement between the school division and the teacher. This does not mean that rest periods can be shortened without written individual agreement or that breaks must be requested by teachers. Further, under no circumstances can there be less than two 15-minute breaks.
Alberta’s Labour Relations Code states that a collective agreement is binding on the parties named in the agreement. A school division
cannot alter the provisions of the collective agreement, nor can teachers accept conditions outside of the collective agreement. A school authority must schedule each teacher’s timetable to ensure that the teacher has rest periods that adhere to the collective agreement. Supervision and rest periods must be scheduled by the school authority, not created through sign-up sheets completed by teachers. Further, teachers cannot opt out of time caps or waive their right to a 30-minute rest period.