Local Documents and Forms:

Collective Agreement 2018-2020

Local Constitution & Handbook

Code of Professional Conduct

PD Claim Form

Teacher Quality Standard

Local 60 ARA Resolutions Form:

Submit your proposal by November 14, 2023.

2022/23 scholarship recipients

Congratulations to our Local 60 Scholarship Recipients:

• Camryn Baker will pursue a career in Medicine.
  
• Nadia McKeage will play volleyball and study Kinesiology.
  
• Anna Rudge will work toward a Bachelor of Arts in English.
  
• Madelyn DeZutter will pursue a Bachelor of Education program.
  

Stand for Education: 3D billboard in Red Deer highlights classroom overcrowding

• Article
  
• Stand For Education Website
  

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.
  
• Click here to read more.
  

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.

For more information, visit https://specialmarkets.ia.ca/applyata/home or call Capital Estate Planning at 780-463-6128 or 1-800-661-8755.

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.