PROCEDURE NO. 6110P. 1. Health and Welfare Provisions. i) Basic Medical Coverage

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1 REGULATIONS FOR ADMINISTRATIVE STAFF BENEFITS - Page 1 1. Health and Welfare Provisions i) Basic Medical Coverage Administrative staff are eligible for coverage under the British Columbia Medical Services Plan and may enrol in this Plan from the date employment commences. Costs of this Plan shall be borne 75 percent by the Employer and 25 percent by the Employee. Extended Health Care Administrative staff are eligible for coverage under the Extended Health Care Plan effective the first day of the month following the month in which the employee completes six (6) months service as a regular employee. Costs of this Plan shall be borne 100 percent by the Employer. i Dental Administrative staff are eligible for coverage under a dental plan approved by the Employer effective the first day of the month following the month in which the employee completes six (6) months service as a regular employee. Costs of this plan shall be borne 100 percent by the Employer. Group Insurance Administrative staff are covered under the B.C.T.F./B.C.S.T.A. Group Insurance Plan upon the first day of employment. Costs of this Plan shall be borne 100 percent by the Employer. v) Salary Continuance - Long Term Disability Administrative staff are eligible for coverage under a salary continuance plan approved by the Employer upon the first day of employment. Costs of this Plan shall be borne 100 percent by the Employee.

2 REGULATIONS FOR ADMINISTRATIVE STAFF BENEFITS - Page 2 vi) Workers' Compensation a) Where an administrative employee is on a claim recognized by the Workers' Compensation Board, while the employee was on the Employer's business, the employee shall be entitled to leave at the regular rate of pay, up to a maximum of one hundred and thirty (130) days for any one (1) claim. b) Compensation payable by the Workers' Compensation Board for such a claim shall be remitted to the Employer. v Sick Leave a) Upon the first day of employment employees shall be entitled to sick leave with pay at the employee's regular rate of pay, accumulative at the rate of one and one-half (1-1/2) days per month of service to a maximum of two hundred fifty (250) work days. b) An employee may be required to produce a certificate from a licenced medical practitioner for any illness in excess of three (3) successive working days. The Board may specify the physician if it is prepared to pay the cost. c) An employee may be granted additional sick leave entitlement above the number of sick days regularly accumulated, to the maximum of accumulation entitlement (250) days. An employee is eligible for this benefit in each instance of long term illness. d) The Management Committee must approve the first one hundred (100) days of additional sick leave granted per paragraph vii(c). Sick leave beyond one hundred (100) days shall require Board approval. e) Upon leaving the employ of the Board the employee shall be compensated, at the employee's regular rate of pay immediately prior to termination, for accrued sick leave to a maximum of ninety (90) days.

3 REGULATIONS FOR ADMINISTRATIVE STAFF BENEFITS - Page 3 2. Annual Vacation i) A regular full time employee who has continuous service shall have an annual vacation entitlement as follows: Upon completion of one (1) year of employment 20 working days Upon completion of six (6) 25 working days Upon completion of eleven (11) 30 working days Upon completion of sixteen (16) 32 working days Upon completion of twenty-one (21) 35 working days A regular employee engaged on a part time basis shall be entitled to annual vacation on a pro-rata basis. i All vacation days must be approved by the immediate supervisor prior to taking them. Unused vacation entitlement may be accumulated to the extent of no more than ten (10) days in any one year on authorization in writing by the Secretary-Treasurer. Such unused vacation entitlement must be utilized in the following year, prior to the utilization of current vacation entitlement. In the event of termination, any unused vacation time shall be taken in cash.

4 REGULATIONS FOR ADMINISTRATIVE STAFF BENEFITS - Page 4 3. Bereavement Leave Bereavement leave shall be approved by the Director of Personnel. 4. Working Conditions i) Administrative Staff employees are expected to work a regular working day and, in addition, are expected to participate in meetings outside the working day in conformity with their job descriptions. It is recognized that at times it will be necessary for Administrative Staff to work beyond their regular day. Although no specific time or monetary compensation will be provided for extra hours worked outside the regular day, the Superintendent of Schools or Secretary-Treasurer re empowered to deal flexibly with individuals where there is a heavy demand in terms of extra hours worked. i Additional meals or allowances may be provided at reasonable intervals should overtime extend over a long period of time. In the event of an extended emergency situation, the Board may consider additional compensation and benefits for the Administrative staff. 5. Termination and Severance Payment The Board may terminate the employment of administrative staff where the Board considers that for educational, organizational or budgetary reasons it is necessary to reduce the total number of administrative staff employed by the Board. Three (3) months' written notice in lieu of recall provisions will be given to any employee whose position is to be eliminated. Severance pay, based on the employee's current salary, shall be paid upon the expiration of the notice period.

5 REGULATIONS FOR ADMINISTRATIVE STAFF BENEFITS - Page 5 Severance pay shall be calculated as follows unless otherwise provided under separate contract: a) up to six (6) months' continuous service - one (1) week's pay b) six (6) months' to one (1) year's continuous service - two (2) weeks' pay c) more than one (1) year's continuous service - five (5) percent of one (1) year's salary for each year's service up to a maximum of one (1) year's pay. d) Dismissal for just and reasonable cause shall disqualify an employee from the provisions of this clause. e) Once an employee receives severance pay, the Board will no longer give preference to the employee for future employment with the district. 6. Changes to Policy and/or Procedure If either the Board or the administrative staff wish to change this policy and/or procedure, the party seeking the change shall serve the other with a minimum of two (2) months' written notice. Such written notice shall include details of the desired changes together with the supporting rationale. During the notice period, consultation shall take place between the Administrative Personnel Committee of the Board and the Administrative Staff Representatives. At the expiration of the notice period the Administrative Personnel Committee of the Board shall make their recommendations regarding the desired changes to the Board. Adopted August 1977 Amended

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