ROCKY VIEW SCHOOL DIVISION NO. 41 TERMS OF EMPLOYMENT SUPPORT STAFF

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1 ROCKY VIEW SCHOOL DIVISION NO. 41 TERMS OF EMPLOYMENT SUPPORT STAFF REVISED August 23, 2015

2 INDEX ARTICLE DESCRIPTION PAGE NO. Preamble 1 1 Definitions 1 2 Employment 3 3 Salary Administration 7 4 Hours of Work 10 5 Extra Time and Overtime 11 6 General Holidays 12 7 Vacation 13 8 Sick Leave With Pay 14 9 Maternity & Parental Leaves General Leave of Absence Benefit Plans Pension Plan Vehicle Allowance Division Rights Discrimination Appeal Process Subrogation Supplemental Unemployment 27 Benefit Plan for Apprentices Appendix A Salary Schedule 28 Appendix B Contracted Staff 37 Appendix C Christmas Break Designation 38 Appendix D Ten-Month Employees 39 Appendix E Job Group Appeal Process and Job Evaluation Appeal Form 40 Appendix F Redundancy Process at Job Location 41 Appendix G Redundancy Process within the Division 42

3 PREAMBLE It is the intent of The Board of Trustees of Rocky View School Division No. 41, hereinafter referred to as the Division that The Terms of Employment for Support Staff be in written form as set out herein. Support Staff are all employees listed in the Job Groups and positions described herein who are not covered by the Collective Agreement with the Alberta Teachers Association and are not contracted employees shown in APPENDIX B and those employees whose title includes the word Superintendent. Therefore, the following Terms of Employment for Support Staff are established by The Board of Trustees of the Rocky View School Division No. 41. These Terms of Employment shall be in full force and effect as of the 23 th day of August, 2015 and shall continue in full force and effect until otherwise amended by the Division. Matters relating to the Terms of Employment shall be brought to the attention of the Associate Superintendent of Human Resources to assist Support Staff in presenting recommended changes to the Labour Relations Committee regarding the Terms of Employment. ARTICLE 1 TYPES OF EMPLOYEES 1.1 Casual Employee means an employee hired to work on a short term, irregular and as needed basis. 1.2 Gender means a person s sex and in all instances where a masculine or feminine term is used; it is intended to mean either the masculine or the feminine unless the context otherwise requires. 1.3 Continuing Employee means an employee occupying a Full-Time or Part-Time continuing position established by the Division who has successfully completed a period of probation. A Probationary Employee becomes a Continuing Employee, at the end of their Probationary Period, upon recommendation of their supervisor. This recommendation must be part of the employee performance review demonstrating the Probationary Employee has met or exceeded performance expectations. 1.4 Continuing Full-Time Employee means a continuing employee who works the prescribed hours outlined in Article 4 Hours of Work. 1.5 Continuing Part-Time Employee means a continuing employee occupying a position that is assigned less than full-time hours of work per day or per week for the position as described in Article 4 Hours of Work. Assignment of hours may change at the discretion of the Division. 1.6 Probationary Employee means an employee who, at commencement of employment with the Division, occupies a Continuing Position and is serving a Probationary Period. 1.7 Temporary Employee means an employee occupying a temporary position. 1.8 Term Employee means an employee occupying a term position. TYPES OF POSITIONS 1.9 Contracted Positions mean those positions listed in Appendix B and others that may be created from time to time established under an individual contract with the Division. The employees occupying these contracted positions are not covered by the Terms of Employment for Support Staff Continuing Position means a position with no specified end date for employment. A Continuing Position can be either for ten (10) months (school year) or for twelve (12) months of the year

4 1.11 Surplus Position means a position that is no longer required Temporary Position means a position occupied by a caretaker, day caretaker, lead caretaker or a temporary maintenance worker or a position established for a specific period of time but not more than two (2) calendar years for the purpose of filling: a) a vacant position; or, b) a position which has become vacant as a result of an employee on leave for a period which is less than one hundred and eighty (180) calendar days 1.13 Term Position means a position occupied by an employee who is replacing an employee in a continuing position who is on leave for a period greater than one hundred and eighty (180) calendar days. GENERAL DEFINITIONS 1.14 Division means The Board of Trustees of Rocky View School Division No Employment Standards Code means The Province of Alberta Employment Standard Codes dated November 1, 2010 and subsequent amendments Extra Time means work performed beyond the designated working hours but less than the number of hours required for overtime (Article 1.23). Extra Time shall be paid at the employee s regular rate of pay Field of Employment means comparable positions within the same Job Group Increment Date means the date the employee commenced employment in a continuing position.. A new Salary Increment Date will be re-established when an employee is promoted or if the employee is on an approved leave of absence without pay exceeding ninety (90)) calendar days or is on Long Term Disability. Maternity leave shall not affect the employee s Salary Increment Date Instructional Days or Teaching Days means those days in the annually prepared school calendar outlined as days on which instruction to children is scheduled Job Group means a group of positions that are paid within the same salary range Merit means the employee s ability to perform assigned duties as determined by the Division based on recorded performance reviews Operational Days means those days in the annually prepared school calendar outlined as instructional and organizational days Overtime means work performed beyond: a. the greater of forty (40) hours per week, or an approved alternate work arrangement; b. the greater of eight (8) hours per day, or an approved alternate work arrangement All overtime shall be paid at the rate of one and one half (1 1/2) times the employee s regular rate of pay Probationary Period means a period of one hundred and eighty (180) calendar days from and including the first day of employment, which shall be used to determine suitability and compatibility - 2 -

5 for continued employment. The probationary period shall be extended for layoff periods exceeding two (2) weeks in duration Promotion means when a continuing employee moves to a new position which is at least one job group higher. This is not a reclassification of an employee s current position Red Circling means the employee s salary rate is frozen at its current rate. Red circling will continue until the rate for the reclassified position equals or exceeds the current rate of pay or after a period of one (1) year whichever occurs first (reference Article 3.11). The one year period may be extended by the Associate Superintendent of Human Resources Review Period means a period of one hundred and eighty (180) calendar days from and including the first day of the employee s promotion to a new position in a higher job group. The review period shall be extended for layoff periods exceeding two (2) weeks in duration Seniority Date means the date the employee commenced employment in a continuing position. A new Seniority Date will be set at the employee s most recent rehire date if a break in service exceeds ninety (90) calendar days. Maternity leave shall not affect the employee s Seniority Date. The Seniority Date of an employee shall be adjusted forward by the number of days the employee is away on a leave of absence without pay for more than ninety (90) calendar days. Effective August 24, 2014 the seniority date will no longer be adjusted for parental leave, Workers Compensation Board paid absence over ninety (90) calendar days or Long Term Disability. For an employee commencing employment in a term or temporary assignment between September 1, 2006 and September 3, 2008 this date will be recognized as the employee s seniority date unless: there is a break in service of more than three (3) months; the position is that of caretaker, day caretaker, lead caretaker or temporary maintenance worker 1.29 Underfill means a position placed at a lower paid job group for the purpose of professional development (refer to Article 3.7). Underfill designations are meant to provide development opportunities for staff requiring additional skill development and/or experience. Underfill situations must be approved in advance by the Associate Superintendent of Human Resources Vacation Increment Date means the date the employee commenced employment in a continuing position. A new Vacation Increment Date will be set at the employee s most recent rehire date if a break in service exceeds ninety (90) calendar days. Maternity leave shall not affect the employee s Vacation Increment Date. The Vacation Increment Date of an employee shall be adjusted forward by the number of days the employee is away on a leave of absence without pay for more than ninety (90) calendar days. ARTICLE 2 EMPLOYMENT 2.1 Vacancies Vacancies for Continuing Positions or Term Positions shall be posted on the Division s website for five (5) working days before the competition closing date except when vacancies are filled pursuant to the provisions of Articles 2.1.3, 3.10, or

6 2.1.2 A Continuing Position which becomes temporarily vacant and is to be filled by a Temporary Employee until the return of the current incumbent will be posted as per Articles only if the position is expected to remain vacant for longer than one hundred and twenty (120) calendar days Pool Hiring - At periodic intervals throughout the school year and to expedite staffing needs, vacancies may be filled by a Pool Hiring Process which would supersede Article Promotion & Transfer Preference for promotion or consideration for transfer shall be given to applications from Continuing Employees based on qualifications and employee performance review. Qualifications shall include all such matters as the Associate Superintendent of Human Resources considers appropriate in any case, including, but not limited to knowledge, skill, ability, training, both formal and by work experience, length and type of experience, personal suitability, compatibility with other employees and the goals of the Division. Applications for transfer are usually not considered for employees who have less than one year of Seniority in their present position Article does not affect the ability of the Division to transfer any employee to meet the needs of the system. 2.3 Requirements of Employment Applicants offered a Continuing Position, may be required to undergo a pre-placement medical for fitness to work, performed by an approved medical provider as determined by the Division, to ensure the employee is fit to perform the bona fide job requirements as established by Human Resources The employment of the employee is conditional upon the employee providing a Responsible Use Agreement, Confidentiality Agreement and providing a Criminal Record Check and a Vulnerable Sector Check, which is satisfactory to Rocky View Schools no later than thirty (30) days after the date of appointment. This will be at the employee s own cost. Additionally, proof of application for a Criminal Record Check and Vulnerable Sector Check must be provided prior to the commencement of employment. If an employee fails to provide the Criminal Record Check and Vulnerable Sector Check within the time required, employment will be terminated, unless the Associate Superintendent of Human Resources agrees at his/her sole discretion to extend the period of time The employment of the employee is conditional upon the employee providing a validated copy of their Social Insurance Number (SIN) that is satisfactory to the Associate Superintendent of Human Resources within three (3) days after the date of employment. This validation must be made by a member of Human Resources viewing the employee s SIN card and recording the name and number exactly as it appears on the card. This is in accordance with Service Canada requirements. 2.4 Termination Employment of a Probationary Employee may be terminated at the Division s discretion. The Probationary Employee does not have the right to appeal the termination under Article Employment of a Temporary or Term Employee may be terminated at the Division s discretion. The Temporary or Term Employee does not have the right to appeal the termination under Article Employment of a Continuing Employee may be terminated at the Division s discretion. The Continuing Employee has the right to appeal the termination under Article

7 2.4.4 Employees whose employment has been terminated by the Division shall be given notice in writing, or payment in lieu of notice or a combination of notice and pay in lieu of notice limited to that outlined in Section 56 of the Employment Standards Code, except when an employee is discharged for just cause in which case no notice or payment in lieu of notice is required Continuing Employees whose employment has been terminated due to permanent lay off shall be given notice in writing, or payment in lieu of notice or a combination of notice and pay in lieu of notice outlined in the Employment Standards Code To terminate employment an Employee shall provide the Division with a written termination notice of at least a. one (1) week notification if the employee has been employed by the Division for more than three (3) months but less than two (2) years or; b. two (2) weeks if the employee has been employed by the Division for two (2) years or more 2.5 Lay Off and Scheduled Days Off Without Pay Employees may be laid off with forty - eight (48) hours written notice if a strike or lockout occurs within the Division or for other appropriate reason including but not limited to shortage of work Employees listed in Appendix D shall commence employment on the first operational day of the school year, or on an earlier date as required by their supervisor and the Associate Superintendent of Human Resources. These employees shall be laid off as of the last operational day of the school year, or at a later date as required by their supervisor and the Associate Superintendent of Human Resources. Should an employee be required to commence employment prior to the first operational day of the school year, or complete their employment beyond the last operational day of the school year, their supervisor shall provide a minimum of 30 days written notice. The summer lay off period shall be no less than three continuous weeks in duration. A record of employment will be electronically transmitted to Service Canada. A copy will be mailed to the employee upon their request. Christmas, February and Spring break periods are scheduled days off without pay (statutory holidays will be paid as outlined in Article 6.2) for employees listed in Appendix D Employees listed in Appendix D who are requested to work during the summer lay off period will be entitled to be paid at their normal rate of pay Unless designated otherwise, all caretakers, day caretakers and lead caretakers shall commence employment on the first instructional day of the school year and shall be temporarily laid off without pay after the last instructional day of the school year (the summer lay off). Unless designated otherwise, caretakers, day caretakers and lead caretakers shall work only those days outlined as instructional days in the annually prepared school calendar A caretaker, day caretaker or lead caretaker requested to work while temporarily laid off as outlined in Article 2.5.4, shall be entitled to be paid his or her normal rate of pay

8 Surplus Position Process Upon approval by the Superintendent or designated Associate Superintendent, of a plan which results in a reduction in the number of position(s), the surplus position process, as outlined below, shall be initiated by the Associate Superintendent of Human Resources a. Probationary/Continuing Full-Time Redundancy Process within Employee s Job Location. (Refer to appendix F ). Determine the Applicable Field of Employment - If an employee has more than one field of employment, applicable field of employment will be determined by: Field of employment with most hours; If field of employment hours are equal, will be determined by position of greatest pay; If field of employment hours and pay are equal, the field of employment will be determined by the Associate Superintendent of Human Resources Identify term employees within the field of employment. If there are the same or less than the number of surplus positions, term employees shall be permanently laid off. Review the merit of every employee as determined by the most recent employee performance reviews within the applicable Field of Employment. If there is no performance review on file with Human Resources within the last three years, the employee s performance review rating will be assumed to be that of meets expectations when applying merit. Identify employees performing at less than meets expectations for potential termination according to the following procedures: i. If there are the same or less than the number of employees identified as less than meets expectations, as there are surplus positions, all of the identified employees shall be terminated. ii. If the number of employees identified as less than meets expectations is greater than the number of surplus positions, the following priorities will determine who shall be retained: Merit, or If merit cannot be determined, then Seniority shall be the determining factor Review the seniority - If the number of employees identified under meets expectations is less than the number of positions to be reduced, then seniority will be the determining factor to identify employees to be placed within the Division. If two or more employees possess equal continuing service, the Associate Superintendent of Human Resources will determine which employee shall be placed within the Division. If the number of employees is greater than the number of positions, employees will then be placed into positions based on seniority. The Employees not placed will follow the process in Article 2.6.3a b. Probationary/Continuing Part-Time Surplus Process within Employee s Job Location (Refer to appendix F ) The process outlined in Article 2.6.2a shall be followed for continuing part time surplus positions a. Probationary/Continuing Full-Time Redundancy Process within the Division (Refer to appendix G ) - 6 -

9 Identify term employees within the field of employment. If there are the same or less than the number of surplus positions all term employees shall be permanently laid off. Review the merit of every employee as determined by the most recent employee performance review within the applicable Field of Employment. If there is no performance review on file with Human Resources within the last three years, the employee s performance rating will be assumed to be that of meets expectations when applying merit. Identify employees performing at less than meets expectations for potential termination according to the following procedures: iii. iv. If there are the same or less than the number of employees identified as less than meets expectations, as there are surplus positions, all of the identified employees shall be terminated. If the number of employees identified as less than meets expectations is greater than the number of surplus positions, the following priorities will determine who shall be retained: Merit, or If merit cannot be determined, then Seniority shall be the determining factor Review the seniority If the number of employees identified under meets expectations is less than the number of positions to be reduced, then seniority will be the determining factor to identify employees to be permanently laid off. If two or more employees possess equal continuing service, the Associate Superintendent of Human Resources will determine which employee will be laid off. If the number of employees is greater than the number of positions, employees will then be placed into positions based on seniority. If there are less positions than the number of employees all of the identified employees shall be permanently laid off b. Probationary/Continuing Part-Time Surplus Process within the Division (Refer to Appendix G ) The process outlined in Article 2.6.3a. shall be followed for continuing part time surplus positions If an employee does not accept a transfer initiated by the Division, within the period of time (not less than twenty-four hours) as determined by the Associate Superintendent of Human Resources or designate, this refusal will be considered by the employer to be an act of resignation effective immediately Employees who receive severance monies from the Division, as opposed to working notice or pay in lieu of notice will not be eligible for rehire for a one (1) year period from the date of termination. ARTICLE 3 SALARY ADMINISTRATION 3.1 Applicable salary ranges for each Job Group are outlined in the attached Appendix A. 3.2 A one percent (1%), one-time bonus, will be paid to support staff (except temporary employees, casual employees and employees on a leave without eligible earnings) who are employed by Rocky View Schools on November 15, The bonus will be based on projected gross earnings less - 7 -

10 overtime and extra pay for the period September 1, 2015 to August 31, The bonus will be paid on or before December 31, Example: A 12 month employee with an hourly wage of $31.43/hour on November 15, 2015 would be entitled to a bonus payment of $ Calculation: $31.43/hr X 70 hrs/bi-weekly = $ 2, $2, X 26 pay periods = $57, $57, X 1% = $ Employees who work concurrently in more than one position shall be paid at a blended rate based on the hours of work assigned to each position. This does not apply to Casual positions. 3.4 Payday for all Continuing and Probationary Employees shall be every second Friday, and payday for Temporary Employees will be either bi-weekly or monthly. All employees shall receive on each payday a statement of earnings showing deductions and adjustments. If a payday falls on a general holiday, the payday shall be adjusted to the last working day preceding the general holiday Temporary Employees shall receive their pay within ten (10) days of the Payroll Department receiving their approved time sheets. 3.5 The Associate Superintendent of Human Resources will place a new employee within the salary range applicable for positions listed in Appendix A based on his or her assessment of education and experience which shall not be subject to dispute or appeal. New or temporary employees will not be hired above Step 3 of the applicable salary range, unless the Associate Superintendent of Human Resources authorizes pay for a new employee above Step Continuing Employees and caretakers shall be placed on the next step of the employee s salary range on the employee s Seniority Date, unless the Associate Superintendent of Human Resources approves an employee s supervisor s recommendation that the employee s salary be frozen due to performance issues. 3.7 Unless the Associate Superintendent of Human Resources approves an exception, a Continuing Employee who is promoted shall be, placed at the step on the salary range for the new position in the new Job Group to which the employee is promoted which is at least equivalent to one (1) full step higher than the employee s present placement. The employee s Increment Date will change to the date of the promotion. Example: Employee presently at Group C Step 4 is promoted to Group D. The pay of Group C Step 4 is first determined. The employee is then moved to the step in Group D which pays at least equal to the current hourly rate. Finally the new hourly rate is determined by moving up one step. Therefore, this employee would be placed at Group D Step Unless the Associate Superintendent of Human Resources approves an exception, when a position is reclassified to a higher Job Group, the employee shall be placed in the salary range of the new Job Group which is higher than the employee s present placement, but not less than a Step 3. Example: Position presently at Group C is reclassified to Group D. The employee s current placement is Group C Step 4. The employee is moved to the step in Group D which pays at least equal to the current hourly rate therefore; employee would be placed at Group D Step

11 3.9 Employees promoted and assigned to an Underfill Position for the purpose of professional development shall be placed, by the Superintendent or designate, in a lower paid Job Group than the position in accordance with the employee s qualifications. Placement on the salary grid will be in accordance to Article 3.7. The period of the underfill will be determined by the Superintendent or designate. Once requirements of the position are met, employees will be placed within the Job Group at the salary range established for the position and in accordance with Article 3.8. The employee s supervisor must conduct a performance review and either recommend removal of the underfill or request an extension. If the employee does not meet the requirements of the position, the employee will be returned to a position equivalent to the employee s previous position No change shall occur in the salary of an employee who moves to a position within the same Job Group When the Associate Superintendent of Human Resources initiates a process whereby an employee s position is reclassified to a lower paid Job Group: a. The employee s salary shall remain at its current rate and will continue until the rate for the reclassified position equals or exceeds the current rate of pay or after a period of one (1) year whichever occurs first and; b. After one year the employee shall be placed on the step of the pay group in which the employee has been reclassified or transferred, closest to that which would provide the employee the same rate of pay as the employee presently earns. However, under no circumstances will the employee be placed on a step that pays more than the employee is presently being paid. Example 1: Employee presently at D/6 ($28.58) reclassified to a C position. Employee placed after one year at C/6 ($26.60). Example 2: Employee presently at F/2 ($27.19) having a November 1 Salary Increment Date, reclassified to an E position on September 1, On November 1, 2015 Increment Date the employee moves on paper to E/3 ($26.56) while continuing to be paid at F/2 ($27.19). One year after reclassification, September 1, 2016, employee will be placed at E/3 ($26.56). On November 1, 2016 employee will receive an increment and move to the rate of pay, E/4 ($27.89) An employee who applies for and consequently moves to a position in a lower paid Job Group shall be placed on the same step of the salary range for the position in the lower paid Job Group An employee designated in writing by the Associate Superintendent of Human Resources to be fulfilling all of the duties temporarily in a position of greater responsibility for a period of more than five (5) consecutive working days, shall be paid on the salary range for the position in the higher Job Group based on the procedures set forth in Article 3.7. This adjustment shall be retroactive to the first day of designation An employee designated in writing by the Associate Superintendent of Human Resources to be fulfilling some of the duties temporarily in a position of greater responsibility for a period of more than five (5) consecutive working days, shall be paid an allowance of up to $3.00 per hour based on the degree of difficulty of the duties as reviewed by the Associate Superintendent of Human Resources. This adjustment shall be retroactive to the first day of designation An Education Assistant Classroom, Education Assistant Special Programs or a Clerical Assistant School shall be paid an additional one-dollar per hour over his or her rate of pay when designated in - 9 -

12 writing by his or her school principal to temporarily relieve a school secretary, until the provisions outlined by Article 3.12 are applicable. ARTICLE 4 HOURS OF WORK 4.1 Learning Support Assistant Resource, Learning Support Assistant Special Needs, Learning Support Assistant PUF, Learning Support Assistant PIP, Learning Support Assistant II Colony Schools, Learning Support Assistant Speech Language, Education Assistant Classroom, Education Assistant Special Programs, Clerical Assistant School, Library Clerk I, Cafeteria Coordinator, Cosmetologist Technician a. The normal working hours for full-time employees in the above positions shall be thirty (30) hours per week; and each day of work must not exceed eight (8) hours. b. Employees shall be provided a minimum of one-half (1/2) hour meal break without pay for each work day exceeding five (5) hours; c. Employees may be allowed one (1) fifteen minute work break with pay for each one-half (1/2) day worked (minimum three (3) consecutive hours). If an employee chooses not to take these breaks, no additional pay or time off in lieu shall be granted. 4.2 Learning Commons Facilitator, Library Technician (10 and 12 month), Secretary II and III School, Child Development Advisor, Library Clerk II, Learning Coordinator, School Technologist, Career Centre Advisor, Business Manager School (10 and 12 month), Office Manager School, Receptionist School, Journeyman Baker, Journeyman Chef, Family Liaison Worker, Occupational Therapist, Speech Language Pathologist a. The normal working hours for full-time employees in the above positions shall be thirty-five (35) hours per week; b. Employees shall be provided a minimum of one-half (1/2) hour meal break without pay for each work day exceeding five (5) hours; c. Employees may be allowed one (1) fifteen minute work break with pay for each one-half (1/2) day worked (minimum three (3) consecutive hours). If an employee chooses not to take these breaks, no additional pay or time off in lieu shall be granted; 4.3 Education Centre Employees a. The normal working hours for Education Centre (EC) employees and other designated employees except those positions in Appendix D shall be seven (7) hours and twenty (20) minutes per day, five (5) days per week; exclusive of a one (1) hour meal break without pay; b. The twenty (20) minutes worked by these employees, in addition to the seven (7) hours worked per day, result in these employees earning eleven (11) earned days off with pay during each twelve (12) month period. For the purpose of this Article each period shall commence January 1 st ; c. Earned days shall not be accumulated during the period an employee is accessing either sick leave over ten (10) consecutive working days or a leave of absence over ten (10) consecutive working days. Any adjustment to the calculation of earned days off is retroactive to the first day of absence. Earned days will start to accumulate when the employee returns to regular hours and starts working the extra time to accumulate benefits. Refer to Article 7.12 regarding earned days payout; d. Three (3) of the earned days off with pay must be taken during the designated Christmas break (Refer to Appendix C Christmas Break Designation). e. The balance of the earned days off with pay may be taken at any time during the calendar year subject to permission being received from the employee s supervisor; f. Earned days off with pay may not be carried over to the next calendar year unless an employee is accessing sick leave or a leave of absence in late December, in which case earned days may be carried over to the first month the employee returns to work;

13 g. Employees who resign or retire shall be paid for unused earned days and time off in lieu entitlement and shall not be permitted to extend the period of their employment through the scheduling of unused earned days and time off in lieu entitlement; h. Employees may be allowed one (1) fifteen (15) minute work break with pay for each one-half (1/2) day worked (minimum three (3) consecutive hours). If an employee chooses not to take these breaks, no additional pay or time off in lieu shall be granted; i. The provisions of this Article may be amended to make possible alternate work arrangements. Alternative work arrangements must be approved by the Associate Superintendent of Human Resources 4.4 Caretaking Department Employees Except Secretary a. The normal working hours for Caretaking Department employees, with the exception of the secretary, shall be eight (8) hours per day, five (5) days per week, exclusive of a minimum onehalf (1/2) hour meal break without pay; b. The hours of work for caretakers, day caretakers and lead caretakers shall be as assigned by the Supervisor of Caretaking in conjunction with the Head Building Operator. If the caretaker s, day caretaker s or lead caretaker s hours of work in any one day exceed five (5) hours, then the employee shall be provided a minimum of one-half (1/2) hour meal break without pay; c. Employees may be allowed one (1) fifteen (15) minute work break with pay for each one-half (1/2) day worked (minimum three (3) consecutive hours). If an employee chooses not to take these breaks, no additional pay or time off in lieu shall be granted 4.5 Maintenance Department Employees Except Secretary a. The approved alternate work schedule for Maintenance Department employees, with exception of the secretary, shall alternate weekly between forty-four (44) and thirty-six (36) hours per week. The daily hours of work, Monday to Thursday inclusive, shall be from 7:30 a.m. to 12:00 noon and from 12:30 p.m. to 5:00 p.m. and for every second Friday from 7:30 a.m. to 12:00 noon and 12:30 p.m. to 4:00 p.m., unless otherwise designated. It is agreed the foregoing constitutes a compressed work week cycle as contemplated by section 20 of the Employment Standards Code; b. Employees may be allowed one (1) fifteen (15) minute work break with pay for each one-half (1/2) day worked (minimum three (3) consecutive hours). If an employee chooses not to take these breaks, no additional pay or time off in lieu shall be granted ARTICLE 5 EXTRA TIME AND OVERTIME 5.1 All overtime and extra time requires written approval from the applicable principal, supervisor or other designated official and whenever possible this written approval should be obtained before commencement. 5.2 Extra time shall be defined as work performed beyond the designated working hours but less than the number of hours required for overtime and shall be paid at the employee s regular rate of pay. 5.3 Overtime shall be defined as work performed beyond; a. the greater of forty (40) hours per week unless the employee works a compressed work week or compressed work week cycle, or b. the greater of 8 hours per day unless the employee works a compressed work week or compressed work week cycle All overtime shall be paid at the rate of one and one half (1 1/2) times the employee s regular rate of pay

14 5.4 When, because of either a scheduled call-back or an emergency, an employee is called into work after the employee has left his/her work location following his/her regular shift, the employee shall be paid a minimum of three (3) hours additional pay as outlined in Article 5.2 and/or Time Off In Lieu a. Ten (10) month employees will be paid for over-time and extra time at the end of the pay period it was earned (no time in lieu will be provided) b. With prior approval of the employee s supervisor, a twelve (12) month employee may bank time in lieu of overtime or extra time worked to a maximum of seven (7) days; c. Time off must be at a time when the employee would otherwise be working for the Division; d. The hours of time off shall be equal to one and one half (1 1/2) times the hours of overtime worked, or one (1) times the hours of extra time worked; e. The employee shall receive pay for their hours of time off at their regular rate; f. The time off will be taken within six months following the pay period in which it is earned; g. If the time off is not taken within the same pay period or within six months following this pay period, the employee will be paid the applicable overtime or extra time pay for all hours outstanding; h. No employee shall be required to take time off in lieu of overtime or extra time; i. This article cannot be amended or cancelled unless at least one (1) month written notice is provided; j. Employees who resign or retire shall be paid for unused time off in lieu entitlement and shall not be permitted to extend the period of their employment ARTICLE 6 GENERAL HOLIDAYS 6.1 All employees except those employees listed in Appendix D and Casual Employees shall be entitled to the following listed general holidays, provided the employee works the employee s last scheduled work period prior to the general holiday and the employee s first scheduled work period following unless otherwise agreed with the employee s supervisor: New Year s Day Family Day Good Friday Easter Monday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day (first Monday in August) (except when Remembrance Day occurs on a Saturday or a Sunday) and any other general holidays proclaimed by the Government of Alberta or the Government of Canada, that are generally observed within the Province of Alberta. If any of the above days, except Remembrance Day, fall on a day that is normally a non-working day (Saturday or Sunday) a day in lieu will be granted to the employee on a date at the discretion of the Division. 6.2 All employees designated in Appendix D, shall be entitled to all the holidays listed in Article 6.1, except for the Civic Holiday, and any other general holidays proclaimed by the Government of Alberta or the Government of Canada which fall during the period of employment and that are generally observed within the Province of Alberta. When replacing any general holidays named previously, only the lieu holiday shall be recognized. If any of the above days, except Remembrance

15 Day, fall on a day that is normally a non-working day (Saturday or Sunday), a day in lieu will be granted to the employee on a date at the discretion of the Division. 6.3 All Casual Employees shall be paid four (4) percent of their earnings in lieu of entitlement to general holidays. ARTICLE 7 VACATIONS Vacation Entitlement 7.1 During the period from the date of hire to the subsequent August 31, Continuing, Probationary, and Term Employees, except those employees in a position listed in Appendix D, shall earn one and onequarter days of vacation with pay for every full month worked, to a maximum of fifteen (15) days. An employee who works less than a full month shall have their vacation calculated by determining days worked divided by total working days in the month, multiplied by Subsequent vacations with pay for Continuing employees, except those employees in a position listed in Appendix D, for each year commencing September 1 and ending on the following August 31, shall be earned upon the completion of one (1) full year of continuous service (based on the employee s Vacation Increment Date, according to the following schedule: During the period from September 1 st after date of hire until the completion of eight (8) years of service from Vacation Increment Date Fifteen (15) working days of vacation per year After the completion of eight (8) full years of service from Vacation Increment Date Twenty (20) working days of vacation per year After the completion of sixteen (16) full years of service from Vacation Increment Date Twenty-five (25) working days of vacation per year After the completion of twenty-four (24) full years of service from Vacation Increment Date Thirty (30) working days of vacation per year Example: An employee completing eight (8) full years of service from Vacation Increment date on April 30 would be entitled to 8/12 (September 1 to April 30 8 months) of 15 days plus 4/12 (May 1 to August 31 4 months) of 20 days, for a total days of vacation. b. A library technician (12 month) hired prior to January 1, 1992, shall earn, in addition to those days in Article 7.1.a., the following days of vacation with pay: i. Those days that would have been normally worked during the Christmas break; ii. Those days that would have been normally worked during the Spring break. Vacation Payout Schedules 7.3 A Continuing Employee or Probationary Employee whose position is listed in Appendix D shall be entitled to vacation pay calculated on the following basis: a. Six (6) percent of the employee s earnings if the employee has eight or fewer years of service from his or her Vacation Increment Date; b. Eight (8) percent of the employee s earnings if the employee has over eight (8) full years of service from his or her Vacation Increment Date; c. Ten (10) percent of the employee s earnings if the employee has over sixteen (16) full years of service from his or her Vacation Increment Date; d. Twelve (12) percent of the employee s earnings if the employee has over twenty-four (24) full years of service from his or her Vacation Increment Date

16 7.4 Temporary Employees shall be paid vacation pay calculated on the basis of six (6) percent of their earnings. 7.5 Temporary Employees with over eight (8) years of continuous service shall be paid vacation pay calculated on the basis of eight (8) percent of their earnings. 7.6 Vacation pay earned by employees whose position is listed in Appendix D will be paid out on each pay. Special Considerations 7.7 Employees listed in Appendix D who transfer to a position entitled to vacation as outlined in Article 7.1., may, upon request, opt for the provisions of Article 7.1 if payment has not been made under the provisions of Article Vacations shall be assigned by the Division based firstly, upon the continued efficient operational needs of the Division, and secondly, the wishes of the employee. 7.9 An employee, prior to August 31 of the period for which the vacation has been earned, may defer up to five (5) vacation days until the following year calculated from September 1 to August 31 next following, if the request is approved by the employee s supervisor. The Superintendent of Schools may authorize the deferment of more than five (5) vacation days if exceptional circumstances warrant. Any deferred vacation not used by August thirty-first (31 st ) of the period to which the vacation is deferred shall be paid out at the salary rate in effect at the time the vacation was earned The annual vacation entitlement of an employee granted a leave of absence without pay from work for a period exceeding ten (10) consecutive working days, shall be adjusted to reflect such absence While on annual vacation, an employee is entitled to the provisions of compassionate leave Employees who resign or retire shall be paid for unused vacation entitlement and shall not be permitted to extend the period of their employment through the scheduling of unused vacation entitlement a. Accumulated vacation pay, time in lieu and earned days will be paid out when an employee exhausts their entitlement to sick leave. Documentation will be sent to the employee explaining the calculation. Exceptions may be approved by the Associate Superintendent of Human Resources. b. Any accumulated vacation, earned days and time in lieu will be paid out at the end of the 90 calendar day period. ARTICLE 8 SICK LEAVE WITH PAY 8.1 Sick Leave Leave with pay and payment of Division contributions to the benefit plans set forth under Article 11 shall be granted to all continuing and probationary employees for the purpose of the employee obtaining necessary treatment from a medical or dental practitioner, on account of injury, illness or disability to a maximum of ninety (90) calendar days or the number of sick leave days available to the employee, whichever is less. Sick leave shall not be granted to employees while on lay-off or when on a leave of absence under Article 10. For pregnancy-related disabilities, employees on a maternity leave of absence, except employees temporarily laid off under Article 2.5, shall accept Supplemental Unemployment Benefits as outlined

17 in Article 9.6. Subject to the provision of medical proof of such pregnancy-related disability, employees are eligible for sick leave outside the period of time that Supplemental Unemployment Benefits are available for a maximum of ninety (90) calendar days unless the employee becomes eligible for Long Term Disability Benefits at which time sick leave shall be suspended. Pregnancy-related disability means a medical condition arising during the pre-delivery, childbirth or recovery from childbirth that renders an employee medically disabled and unable to perform her duties. 8.2 A Continuing Employee or Probationary Employee who has been absent for reasons referred to in Article 8.1, shall, upon return to full-time duty, be entitled to an additional sick leave benefit of ninety (90) calendar days except as outlined in Articles 8.3 and Article 8.2 does not apply for those employees who return to work for thirty (30) calendar days or less and who are again off work due to the same injury, illness or disability. In this event, the two periods of sick leave will be treated as one period. 8.4 If an employee returns to work after receiving Long Term Disability benefits, and within six (6) months is unable to work as a result of causes in whole or in part related to the prior disability, the employee will be eligible to apply for Long Term Disability benefits without having to satisfy the ninety (90) calendar day waiting period and thus would not be eligible for sick leave. 8.5 Before any payment is made under the foregoing provisions the employee must submit their time sheet for any absences outlined in Article 8.1. Employees may be requested to submit a medical certificate, in a form approved by the Division, from a qualified medical or dental practitioner for absences of more than three (3) consecutive working days. 8.6 The Associate Superintendent of Human Resources or designate may require an employee to provide a medical certificate from a qualified medical or dental practitioner for any absence of three (3) consecutive working days or less provided the employee is informed of this requirement before his or her return to duties. 8.7 The Division may require an employee to submit at any time to a medical examination by a qualified medical practitioner. The expense of the medical examination will be borne by the Division. 8.8 An employee injured in remunerative employment, other than Division employment, and covered by workers compensation, shall not be entitled to any benefit outlined under Article When an employee is eligible for Long Term Disability benefits as outlined in Articles and 11.12, the provision for sick leave shall be suspended and no further salary shall be paid When an employee has been approved for Long Term Disability benefits, the vacant position may be posted and filled The Associate Superintendent of Human Resources must receive a medical certificate verifying the employee is fit to return to work in cases of absence due to Long Term Disability or is required by the Associate Superintendent of Human Resources for sick leave absences greater than thirty (30) calendar days

18 8.12 Upon confirmation the employee is fit to return to work following an absence during which the employee received Long Term Disability benefits, the employee shall be returned to a comparable position within the Division When an employee leaves the employment of the Division, sick leave benefits and all other benefits contained under these terms of employment are cancelled and shall not be recoverable in any way, monetarily or otherwise Temporary, Casual, or Term Employees are not eligible for the sick leave provisions outlined in these articles An employee who has been approved for WCB payments and is entitled to Division sick leave benefits will be paid sick leave for a maximum of 90 calendar days. After 90 calendar days, WCB payments will be sent directly to the employee. Any accumulated vacation, earned days and time in lieu will be paid out at the end of the 90 calendar day period. An employee not entitled to Division benefits will receive payments directly from WCB. Any accumulated vacation, earned days and time in lieu will be paid out. ARTICLE 9 - MATERNITY AND PARENTAL LEAVES Definitions 9.1 In this Article: a. Date of delivery means the date when the pregnancy of an employee terminates with the birth of a child or when the pregnancy otherwise terminates; b. Medical Certificate for the purpose of this article is a written statement containing the signature of a physician. 9.2 Entitlement to Maternity Leave a. A pregnant employee, who has been employed by the Division for a continuous period of at least 52 calendar weeks, is entitled to maternity leave without pay as outlined below. During the maternity leave, the employee, if eligible to participate, is entitled to continue benefit plan coverage on the same cost-sharing basis as other eligible employees. A pregnant employee may be eligible for The Supplementary Unemployment Benefit (SUB) Plan as outlined in Article 9.6. b. A pregnant employee referred to above is entitled to a maternity leave of: i. A period not exceeding fifteen (15) weeks commencing no sooner than twelve (12) weeks prior to the estimated date of delivery, and ii. The actual date of delivery is after the estimated date of delivery, an additional period of time consisting of the time between the estimated date of delivery and the actual date of delivery. c. Subject to Article 9.4 the maternity leave shall include a period of at least six (6) weeks immediately following the actual date of delivery

19 9.3 Notice of Maternity Leave A pregnant employee shall provide the Associate Superintendent of Human Resources at least six (6) weeks notice in writing of the day on which she intends to commence maternity leave and, shall provide a medical certificate certifying she is pregnant and the estimated date of delivery. 9.4 Shortening Maternity Leave An employee, with the agreement of the Associate Superintendent of Human Resources, may shorten the duration of the six (6) week period following the date of delivery by providing the Associate Superintendent of Human Resources, with a medical certificate, signed by a physician, indicating resumption of work will not endanger her health. 9.5 No Notice of Maternity Leave An employee who fails to comply with Article 9.3 and who is otherwise entitled to maternity leave, is entitled to maternity leave for the period specified in Article 9.2 if within two (2) weeks after she ceases to work she provides the Associate Superintendent of Human Resources with a medical certificate signed by a physician which: a. Indicates she is not able to work by reason of a medical condition arising from her pregnancy; and b. Gives the estimated date of delivery or the day of delivery. 9.6 Supplemental Unemployment Benefit Plan a. The Division has implemented a Supplementary Unemployment Benefit (SUB) Plan, which shall be accessed by the employee, during the post-delivery period. Subject to Article 9.6 b., the SUB Plan provides an employee on maternity leave with 100% of her normal weekly earnings during the eight (8) weeks beginning on the day following the date of delivery. Employees who are temporarily laid off under Article 2.5 are not eligible to access the SUB Plan during the lay-off period. b. To the extent the employee has sick leave days available, the SUB Plan will be paid for that number of days to a maximum of eight (8) weeks beginning on the day following the date of delivery provided the employee qualifies for Employment Insurance benefits. The employee shall apply for Long - Term Disability Benefits as soon as she is able to do so and shall receive long term disability payments as soon as she is entitled. The SUB Plan payment shall cease on the earlier of the end of eight (8) weeks of payments or the employee being entitled to receive long term disability payments. c. For the duration of the maternity leave, the Division shall continue to pay its portion of the employee s benefit plan premiums specified in Article Parental Leave a. The Division shall grant parental leave to an employee in the following circumstances: i. In the case of an employee entitled to maternity leave, a period of not more than thirty-seven (37) consecutive weeks immediately following the last day of the employee s maternity leave; or ii. In the case of a parent who has been employed by the Division for at least twelve (12) months, or if a ten (10) month employee, for at least ten (10) months, a period of not more than thirty-seven (37) consecutive weeks within fifty-two (52) weeks after the child s birth; or

20 iii. In the case of an adoptive parent whom the Division has employed for a least twelve (12) months, or if a ten (10) month employee, for at least ten (10) months, a period of not more than thirty-seven (37) consecutive weeks within fifty-two (52) weeks after the child is placed with the adoptive parent for the purpose of adoption. b. If both parents are Division employees, the parental leave may be accessed entirely by one of the parents or shared between the parents. However, the Division is not required to grant parental leave to both parents at the same time. The thirty-seven (37) weeks allowed is the maximum time available to be taken by one parent or shared between both parents. 9.8 Notice of Parental Leave a. An employee must give the Associate Superintendent of Human Resources at least six (6) weeks notice of the date the employee will start parental leave, unless: i. The medical condition of the birth mother or child makes it impossible to comply with this requirement; or ii. The date of the child s placement with the adoptive parent was not foreseeable. 9.9 Adoption Leave The Associate Superintendent of Human Resources shall grant adoption leave, to an employee who is the adoptive parent of a child and has been employed by the Division for a continuous period of at least twelve (12) months, or if a ten (10) month employee, for at least ten (10) months. The employee must: a. Submit a written notice of leave to the Associate Superintendent of Human Resources six (6) weeks prior to the date the employee expects to obtain custody of the adopted child, unless medical reasons or circumstances related to the adoption prevent this. b. If the employee is unable to comply with Article 9.9 a., the employee shall give notice to the Associate Superintendent of Human Resources forthwith after receiving notice of the adoption Adoption leave consists of a period of not more than one (1) year of leave without pay and without Division contributions to group insurance premiums commencing the date on which the adoptive parent first obtains custody of the adopted child Only one (1) parent employed by the Division, of a child referred to in Article 9.9, shall be granted adoption leave under this Article Prohibition Against Termination of Employment The Division will follow the normal lay-off procedures for those employees who are temporarily laid off pursuant to the provisions of Article 2.5 as a result of the suspension in part of the business operations of the Division notwithstanding that the employee: a. Has commenced maternity leave or parental leave, or b. Is entitled to, or has commenced, adoption leave under this Article Other than as outlined in Article 9.12 the Division shall not lay off an employee who: a. Has commenced maternity leave or parental leave, or b. Is entitled to, or has commenced, adoption leave under this Article

21 9.14 Notice of Resumption of Employment Resumption of employment by an employee who wishes to resume working on the expiration of maternity leave or parental leave shall be governed by the provisions of Section 53 of the Employment Standards Code which includes a requirement the employee provide the Associate Superintendent of Human Resources at least four (4) weeks notice in writing before the end of the parental leave or maternity leave stating the day on which the employee intends to resume working and the Division shall: a. Reinstate the employee in the position occupied when the maternity leave or parental leave commenced or, b. Provide the employee with alternate work of a comparable nature, not less than the same wages, entitlements and other benefits that had accrued for the employee on the date that maternity leave or parental leave commenced Notice of Termination of Employment An employee who does not wish to resume employment on the expiration of parental leave under this Article shall give the Division at least four (4) weeks written notice of the employee s intent to terminate employment. If an employee fails to provide notice of resumption of employment, or fails to report to work on the day the employee advises he or she will resume work after their leave ends, the Division is under no obligation to reinstate the employee unless there is an unforeseen or unpreventable circumstance. ARTICLE 10 GENERAL LEAVE OF ABSENCE 10.1 A leave of absence without pay, not exceeding five (5) working days at any one time, may be granted by a principal or supervisor provided the work requirements of the school or department involved can accommodate such a leave being granted Leaves of absence with pay and with Division contributions to the benefit plan premiums, or leaves of absence without pay for greater than five (5) working days and with or without Division contributions to the benefit plan premiums, may be granted by the Associate Superintendent of Human Resources after consultation with the employee s supervisor. A leave of absence granted without pay for more than sixty (60) calendar days shall be without Division contributions to the benefit plan premiums. Refer to Article 11.8 regarding LTD coverage A temporary leave of absence with pay shall be granted whenever an employee is absent: a. For not more than one (1) day to attend convocation exercises at a post-secondary institution at which he or she, his or her son, daughter or spouse is attending convocation; b. For up two (2) working days during the partner s confinement for the birth of their child; c. Because of impassable roads. Impassable roads mean roads temporarily closed by municipal or provincial authorities, or a reasonable effort to travel to work has been made by the employee, but due to road conditions, the employee was unable to attend work. Where roads are reopened or become passable during the workday, the employee is expected to attend their place of work if they are able to do so and arrive prior to the last two (2) hours of their normal hours of work; d. When the Division temporarily closes a facility. This does not apply to specifically designated employees, but does apply to continuing, temporary and casual employees. If a non-designated employee chooses to attend work they shall not receive additional compensation. Designated

22 employees required to work shall receive overtime for time worked and regular salary for the balance of the employee s scheduled hours for that day; and e. For jury selection, jury duty or witnesses subpoenaed to attend court proceedings When an employee is granted a Leave of Absence for more than 60 calendar days, vacation and earned days are paid out prior to the leave commencing. Refer to Article 11.8 regarding LTD coverage Compassionate Leave of Absence A leave of absence with pay shall be granted for Probationary or Continuing Employees. A leave of absence with pay shall be granted to employees occupying a Temporary Position as a caretaker, day caretaker, lead caretaker or a temporary maintenance worker who have been employed for more than 180 calendar days: a. For not more than four (4) working days because of the death of the employee s: Spouse Grandparent Common-law spouse Grandparent of spouse Child Brother of spouse Brother Brother-in-law Sister-in-law Sister of spouse Sister Son-in-law Parent Daughter-in-law Parent of spouse Grandchild The leave must be taken in one block and cannot be split up. Approval of each request shall rest with the employee s supervisor who shall inform the Payroll Department. One (1) additional day for necessary travel may be granted, subject to the approval of the Associate Superintendent of Human Resources. b. For not more than four (4) working days because of the critical illness (defined as an illness considered life threatening or imminent death) of the employee s: Spouse Common-law spouse Child Sister Brother Parent Parent of spouse The leave must be taken in one block and cannot be split up. Once used for any of the listed persons, it cannot be used again for the same purpose; therefore, only one leave for critical illness of the same person is available. Approval of each request shall rest with the employee s supervisor who shall inform the Payroll Department. One (1) additional day for necessary travel may be granted, subject to the approval of the Associate Superintendent of Human Resources. c. For not more than one (1) working day because of the critical illness (defined as an illness considered life threatening or imminent death) of the employee s:

23 Grandparent Grandparent of spouse Brother of spouse Sister of spouse Son-in-law Daughter in -law Grandchild d. Compassionate Care leave as per the Government of Alberta legislation: An employee who is the primary caregiver of a seriously ill family member who is at risk of death within twenty-six (26) weeks is entitled to a maximum of eight (8) weeks of unpaid compassionate care leave for family members. The eight (8) weeks of unpaid leave must be taken within the 26 week period as established by the medical certificate. A leave may be taken in two (2) different periods but a leave period must be for at least one week in length. To be eligible for this unpaid leave, the employee must: Have been employed for 52 consecutive calendar weeks Provide two (2) weeks written notice (leave form) Provide a medical certificate issued by the physician caring for the ill family member prior to taking the leave. In emergency situations the medical certificate may be provided after the start of the leave. The Physician s certificate must indicate a family member has a serious medical condition, requires the care or support of family member(s), and there is a significant risk of death within 26 weeks. The 26 weeks is calculated by the earlier of: o The day the certificate is issued by the physician or o The day the leave began, if it begins before the certificate is issued. Family member includes: Spouse Common-law spouse Child / Step-Child Brother / Step-Brother Sister / Step-Sister Parent / Step-Parent Parent of spouse Grandparent Grandparent of spouse Brother-in-law Sister-in-law Brother of spouse Sister of spouse Son-in-law Daughter-in-law Grandchild / Step-Grandchild Uncle / Spouse s Uncle Aunt / Spouse s Aunt Nephew / Spouse s Nephew Niece / Spouse s Niece Foster Child Guardian of employee/spouse Person not related but like a close relative Should the employee wish to request an additional leave of absence, refer to the provisions in Article 10.1 or ARTICLE 11 - BENEFIT PLANS 11.1 Participation in the benefit plans shall be a condition of employment for all Continuing Employees, Probationary Employees or Term Employees working seventeen and one-half (17.5) hours per week or more. Please refer to for details of the flexible benefit program provided to eligible employees

24 11.2 Temporary and Casual Employees shall not be eligible to participate in the benefit plans as described in this article Employees listed in Appendix D, shall have their benefit costs prorated over the number of months worked prior to the commencement of their summer layoff period The Division contribution to benefit premiums for those employees working less than full-time hours shall be limited to the ratio of hours worked by the employee to normal working hours for a full-time employee in the same classification. Flex credits can be used to cover the employee s portion of the benefit premiums Group Insurance The Division shall make available the following Group Insurance Plans: Long Term Disability Life Insurance; Accidental Death and Dismemberment; Dental; Extended Health Care; Additional employee paid benefits, which may include family coverage are available, such as: Optional life insurance; Voluntary Accidental Death and Dismemberment; Critical Illness Insurance; Vision care Long Term Disability ends at age 65, life insurance ends at age 70 and Accidental Death and Dismemberment ends at age Division Insured Long Term Disability Once an employee s qualifying period has been reached and provided the employee: a. Provides medical evidence of disability required by the Division s disability manager from time to time; b. Applies for and receives CPP disability benefits at the earliest opportunity; c. Appeals any denial of CPP disability benefits; d. Keeps the Division and the Division s disability manager informed of the status of the employee s claim for CPP disability benefits or the appeal of the denial of such benefits; The employee will be eligible to receive Long Term Disability benefits from the Division for not more than seven hundred thirty (730) calendar days at the same percentage of normal salary, in the same manner and on the same terms and conditions as would be the case if the disability was covered under the terms of the Division s then prevailing Long Term Disability Plan with the then current third party insurer, which at the date of this provision coming into force is Standard Life Assurance Company of Canada. The Division may change both the third party insurer and the terms of any third party insurance at any time at the discretion of the Division. Failure to apply for and receive CPP disability benefits at the earliest opportunity will disentitle the employee from receiving Long Term Disability benefits unless the Division is of the opinion that extraordinary circumstances warrant relief from this particular disentitling provision

25 The following conditions shall apply for employees continuing to receive disability benefits from the Division: a. The employee is required to apply for and receive CPP disability benefits. b. Provide written confirmation by way of cheque stubs or other proof of payment acceptable to the Division of the amount received as CPP disability benefits on a monthly or other basis as the Division may require; c. The Division will reduce the disability benefit it pays by the amount of CPP disability benefits received by the employee attributable to the period for which disability benefits have been paid by the Division; d. In the event the Division is not able to reduce the amount of the disability benefit payable at source for administrative or other reasons of convenience the employee shall pay to the Division within ten (10) days of the end of each month the amount received by the employee as CPP disability; e. If CPP disability benefits are received for a period of time after the fact and during that period sick leave was received the employee shall regardless of when the benefit is received pay the benefit to the Division; 11.8 An employee granted a leave of absence without pay for more than sixty (60) calendar days shall not be eligible for the Division contribution to the benefit plan premiums set forth in this article. However, provided the employee prepays the full cost of the benefit plan premiums including the Division s portion, the employee may continue coverage of all benefits except Long Term Disability insurance which can only be extended to the end of the month following the month in which the leave commences. A written application for continuation of the benefit plans and payment arrangements must be made prior to commencement of the leave. See Article 9.6 (c) regarding employer paid benefits while on maternity leave Flexible Credits The Division shall contribute to eligible employees (identified in Article 11.1) six hundred and fifty ($650.00) dollars (pro-rated for part-time employees as per Article 11.4) plus one percent (1%) of gross annual pay (excluding overtime and extra time pay) during each fiscal year (September 1 to August 31) to the employee s Flexible Credits. Refer to Employees receiving Workers Compensation Benefit payments, Long Term Disability payments or on a leave of absence for greater than 60 calendar days should contact the Benefits Officer for additional information E.I. Premium Reduction Payments made toward the benefit plans premiums outlined in this Article shall permit the Division to retain and not pass on to employees any reduction in premiums otherwise required by the Employment Insurance Commission regulations. ARTICLE 12 PENSION PLAN 12.1 All continuing employees and probationary employees whose continuing assignment is thirty (30) or more hours per week shall become and remain members of the Local Authorities Pension Plan (LAPP), unless excluded by the conditions of the Plan. The Division and the employee shall continue contributions toward the Local Authorities Plan at all times according to the Local Authorities Pension Plan Act. Refer to LAPP

26 12.2 An employee who is presently participating in the Local Authorities Pension Plan, and has their continuing assigned hours of employment with the Division reduced to less than thirty (30) hours per week, but is still twenty (20) hours per week or more, shall continue to participate in the Local Authorities Pension Plan. Qualifying hours as used in this article are all regularly assigned hours of employment with the Division Term Employees shall not be eligible to participate in the Local Authorities Pension Plan RETIREMENT TRANSITION PROGRAM - An Employee in a continuing position may submit in writing to the Associate Superintendent of Human Resources a request to participate in the Retirement Transition Program. The Program is intended to assist employees in making the transition from employment to retirement. The following conditions apply: The employee must be in a continuing position and actively working with RVS at the time of the application for the Retirement Transition Program Employee must have attained 55 years of age prior to the start date of the Retirement Transition Program The employee must submit a letter of resignation for the purpose of retirement from their current position with RVS The employee must have applied to LAPP before their date of resignation and received approval for pension benefits to take effect upon retirement from their continuing position with RVS Contingent upon the Associate Superintendent of Human Resources receiving the employee s written resignation (30 days in advance of their resignation date), an employee will be offered a Term position for the remaining portion of that school year only, unless otherwise approved by the Associate Superintendent of Human Resources Vacation will be paid bi-weekly at the rate of 6% The Employee is eligible to participate in the Board s benefit plan if the Employee works seventeen and one-half (17.5) hours per week or more except the Employee is not eligible to participate in sick leave and Long Term Disability The Employee is not eligible to participate in the Local Authorities Pension Plan The Employee is not entitled to earned days off ARTICLE 13 VEHICLE ALLOWANCE 13.1 A vehicle allowance at the rate established by the Division shall be paid to each employee designated by the Division to use the employee s personal vehicle as a means of transportation. Refer to ClaimsforPaymentofTravelandOut-of-PocketExpenses.pdf/view ARTICLE 14 DIVISION RIGHTS 14.1 Employees shall recognize the rights of the Division to operate and manage its schools according to its commitments and responsibilities, and to make and revise the rules and regulations to be observed by its employees The Division shall, in addition to the rights specifically referred to herein regarding layoff and termination have all residual rights of management limited only by the specific wording of the provisions herein, including without limiting such residual rights, the right to transfer, discipline, demote, suspend, or discharge employees for just cause or in the absence of cause on notice or payment in lieu of notice or a combination of notice and payment in lieu in the amount required by Section 56 of the Employment Standards Code which shall be deemed to be sufficient notice or payment in lieu of

27 notice or a combination of both. An employee discharged for cause shall not be entitled to notice, or pay in lieu of notice. ARTICLE 15 - DISCRIMINATION 15.1 The Division does not tolerate discrimination as defined in the Alberta Human Rights Act. ARTICLE 16 APPEAL PROCESS 16.1 An employee may appeal any matter outlined in these Terms of Employment, excepting those matters outlined in Article Job Group Reassessment and Appeals related to job description and/or placement in a Job Group shall follow the processes as outlined in Appendix E and that appeal process shall be deemed to be final for all appeals related to job descriptions and for placement in a Job Group Appeals related to all other matters shall follow this appeal process: a. The appeal shall outline the reasons for the appeal in writing and shall be submitted to the Associate Superintendent of Human Resources within thirty (30) calendar days of the date of the incident causing the appeal; b. The Associate Superintendent of Human Resources shall respond in writing to the employee s appeal within fifteen (15) calendar days of receipt of the appeal; c. If the employee is unsatisfied with the decision of the Associate Superintendent of Human Resources the employee may request, in writing to the Associate Superintendent of Human Resources, within fifteen (15) calendar days, that their appeal be referred to the Appeal Committee; d. The Appeal Committee shall be comprised of: i. Associate Superintendent of Human Resources or designate, Associate Superintendent of Business and Operations or designate; and ii. An Associate Superintendent (if the employee is based at the Education Centre), or a school administrator designated by the Superintendent from a school other than the one at which the employee is based (if employee is school based); e. Where a conflict of interest may arise with respect to any member of the Appeal Committee, inclusive of any designate, then the remainder of those persons making up the Appeal Committee shall comprise the Appeal Committee notwithstanding that there may only be one or two members comprising the Appeal Committee; f. The process of the Appeal Committee in hearing an appeal of an employee shall be in the following sequence: i. The position of the administration shall be made known to the Appeal Committee by way of a verbal submission or a written submission, or a combination of a verbal and written submission through the responsible supervisor or, representative of the supervisor; ii. The position of the employee shall be made known to the Appeal Committee by way of a verbal or written submission or a combination of a verbal and written submission through the employee or, a representative of the employee; iii. The Appeal Committee shall be entitled to pose any questions to the supervisor; iv. The Appeal Committee shall be entitled to pose any questions to the employee; v. The Appeal Committee shall ask the supervisor and then the employee to summarize his/her positions, if he/she so chooses; vi. The Appeal Committee shall deliberate in-camera in the absence of both parties to the appeal, provided that the Appeal Committee may seek and obtain the advice

28 of counsel during the course of its deliberations, and shall arrive at a decision at the end of its deliberations; vii. The decision of the Appeal Committee shall be made available in writing to the employee and the supervisor within fifteen (15) calendar days of hearing the appeal; g. If the employee is not satisfied with the Appeal Committee s decision, the employee may, by request in writing to the Associate Superintendent of Human Resources within fifteen (15) calendar days, appeal the committee s decision to the Board of Trustees of the Division; h. A quorum of the Board of Trustees of the Division shall hear the appeal of the employee within ninety (90) calendar days of receipt of the appeal; i. The process of the Board of Trustees in hearing an appeal of an employee shall be in the following sequence: i. The position of the administration shall be made known to the Board of Trustees by way of a verbal submission or a written submission, or a combination of a verbal and written submission through the responsible supervisor, or a representative of the supervisor; ii. The position of the employee shall be made known to the Board of Trustees by way of a verbal or a written submission, or a combination of a verbal and written submission through the employee, or a representative of the employee; iii. The Board of Trustees shall be entitled to pose any questions to the supervisor; iv. The Board of Trustees shall be entitled to pose any questions to the employee; v. The Board of Trustees shall ask the supervisor and then the employee to summarize his or her positions, if he or she so chooses; vi. The Board of Trustees shall deliberate in-camera in the absence of both parties to the appeal provided that the Board of Trustees may seek and obtain the advice of counsel during the course of its deliberations and shall arrive at a decision at the end of its deliberations; vii. The decision of the Board of Trustees shall be made available in writing to the employee and the supervisor within fifteen (15) calendar days of receipt of the appeal; viii. The decision of the Board of Trustees is final. ARTICLE 17 - SUBROGATION 17.1 a. Cost of Absence means the total remuneration paid by the Division during a period when the employee was absent from work; b. Interest means interest calculated in accordance with the provisions of the Alberta Judgement Interest Act, RSA 2000, c.j-1, and amendments and regulations thereto; c. Judgement or Settlement means an order of a court of competent jurisdiction or an agreement whereby the employee agrees to accept any sum of money representing past or future loss of remuneration, either by lump sum, periodic payment(s), and/or through the purchase of an annuity; d. Remuneration means the salary, allowances, benefit premiums and other monies paid to or in respect of the employee by the Division; e. Employee means an employee in respect of whom the Division has incurred a cost of absence and includes the employee's personal representative, trustee, guardian or the estate of the deceased employee In the event the Division incurs a cost of absence as a result of an act or omission of a third party, the Division is subrogated to any right of recovery of the employee from the third party in the amount of the cost of absence and without restricting the generality of the foregoing, the following provisions apply:

29 a. The employee shall advise the Division in advance of the employee's intention to initiate any claim in which an act or omission of a third party has resulted in the Division incurring a cost of absence; b. The employee shall upon request by the Division include the cost of absence, as calculated by the Division, in the employee's claim; c. The Division shall have the right (but not the obligation) to maintain an action in the name of the employee and engage a solicitor (including the employee's solicitor) to recover the cost of absence; d. The employee agrees to cooperate with the Division and to provide, at the Division s expense, all loss of income records, loss of income reports and information with respect to the calculation or allocation of damages and attend examinations for discovery or assist as a witness where required; e. The employee will not settle his or her claim without the prior written consent of the Division as to the amount of the cost of absence to be recovered by the Division; f. Upon resolution of the amount of the cost of absence payable to the Division, the Division may, upon default of payment by the employee following demand by the Division offset the agreed upon amount of the cost of absence payable to the employee by the Division; g. The employee shall not release any third party from the cost of absence without the consent of the Division; and h. The Division s consent to settlement shall not be unreasonably withheld When as a result of judgement or settlement with the consent of the Division, the employee recovers a sum equal to all of the cost of absence, the employee shall, as of the date of settlement or judgment, pay the full cost of absence recovered to the Division plus interest, less a proportionate share of legal fees payable thereon by the employee to his or her solicitor with respect to such recovery When as a result of a judgement or settlement with the consent of the Division, the employee recovers a sum equal to a portion of the cost of absence, the employee shall as of the date of settlement or judgment, pay to the Division, the amount of the cost of absence recovered plus interest, less a proportionate share of legal fees payable thereon by the employee to his or her solicitor with respect to such recovery The employee will upon request by the Division execute such documents and agreements as may be required or deemed desirable by the Division to give effect to the provisions of this Article In exercising any of its rights under Article 17, the Division shall have due regard for the interests of the employee. ARTICLE 18 - SUPPLEMENTAL UNEMPLOYMENT BENEFIT PLAN FOR APPRENTICES Subject to Human Resources and Skills Development Canada s continued approval, a Supplementary Unemployment Benefit (SUB) Plan will be made available for eligible employees. Employees are required to have completed six (6) months of employment and be enrolled in a registered apprenticeship program approved by the Division. The SUB Plan provides an employee on training leave with 95% of his or her normal weekly earnings during the time the employee is attending training courses as part of an approved apprenticeship program (the training leave). Employees who are temporarily laid off under Article 2.5 are not eligible to access the SUB Plan during the lay-off period. For the duration of the apprentice training leave, the Division shall continue to pay its portion of the employee s benefit plan premiums specified in Article 11. An employee will be required to enter into an Agreement with the Division prior to receipt of SUB Benefits

30 JOB GROUPS SALARY SCHEDULE APPENDIX A Group A Clerical Assistant School Clerical Assistant Education Centre Library Clerk I Group B1 Facility Coordinator Education Centre Receptionist Education Centre Receptionist School Group B2 Cafeteria Coordinator Group C Accounting Clerk I Library Clerk II Secretary II School Secretary II Education Centre Substitute System Facilitator Supply Management Assistant Group D Accounting Clerk II Business Manager School 10 & 12 month Learning Commons Facilitator Learning Coordinator Library Technician 10 & 12 month Secretary III Education Centre Transportation Coordinator I Group E Accounting Clerk III Benefits/Payroll Officer Career Centre Advisor Cosmetologist Technician Executive Assistant HR Recruiter Journeyman Baker Journeyman Chef Secretary III School School Technologist Transportation Coordinator II Group F Child Development Advisor Data/Information Coordinator Facilities Service Assistant Office Manager School

31 Group G Autism Support Strategist Digital Content Administrator Executive Assistant I Family/ School Liaison Worker HR Advisor I Junior Accountant Media Services Coordinator Occupational Health and Safety Coordinator Positive Behaviour Strategist Records Management Coordinator Software Support Analyst Technical Support Analyst Group H Community Partner Program Coordinator Coordinator of Sports/Events Senior Accountant I Software Support Analyst System Support Specialist Group I Payroll Officer Procurement Specialist Project Coordinator Community Learning Senior Accountant II Group J Communications Officer HR Advisor II HR Organizational Analyst Senior Procurement Specialist Group K Occupational Therapist Group L Speech Language Pathologist Technical Systems Analyst Group CA1 Educational Assistant - Classroom, Special Programs such as: Kindergarten, French Immersion, English Second Language (ESL), Language Development Program (LDP), First Nation Métis Inuit (FNMI), Early Literacy. Group CA2 Learning Assistant Resource Learning Assistant PUF Learning Assistant PIP Learning Assistant Special Needs Learning Assistant Speech Language Learning Assistant Colony School

32 DEFINITIONS Learning Assistant - Colony School An assistant assigned to a Colony which has less than 1.0 FTE teacher assigned. Library Clerk I A Full or Part-Time library clerk assigned to a school to which a library technician has been assigned. Library Clerk II Full or Part-Time library clerk assigned to a school to which no library technician has been assigned. Secretary III - School or Business Manager A school with less than a combined total of 3.99 FTE allocated to such of the following personnel as are on staff; namely School Secretary II, Clerical Assistant - School, and Receptionist - School may designate one position to be a School Secretary III or a Business Manager but not both. Office Manager - School A school with more than a combined total of 3.99 FTE allocated to such of the following personnel as are on staff; namely School Secretary, Business Manager, Clerical Assistant - School and Receptionist - School may designate two School Secretary III positions or one School Office Manager position. Additional Allowances A graduate from a one year Interpreter Training Program from a post secondary institution who is actively providing required interpreting services shall be paid an additional allowance of $ per bi-weekly pay period. A signing assistant who is actively providing signing services shall be paid an additional allowance of $ per bi-weekly pay period, provided he/she has at least Level III signing. A braille assistant who is actively providing braille services shall be paid an additional allowance of $ per bi-weekly pay period, provided he/she has Literary Gr. II braille. The above allowances shall be pro-rated based on the number of hours worked compared to the hours worked of a full-time employee. Bus Drivers (school based) $15.00/hr Community Use Supervisor RVSA Supervisor (Rocky View Sports Association) Bus Supervisor Lunchroom Supervisor/Coordinator CASUAL SUPPORT POSITIONS $11.50/hr $13.00/hr $14.00/hr minimum wage $14.00/hr variable rate as approved by the Associate Superintendent of HR Labourer minimum wage $15.00/hr School Assistant Group A step 2 School Assistant - Resource Group CA2 step 2 School Assistant - Clerical Group A step 2 Casual Support Staff who works less than 3 hours will be paid a minimum of 3 hours at minimum wage (currently $9.95 per hour). With the exception of lunchroom/bus supervisors whom shall be paid for only hours worked.

33 RATES OF PAY/HOUR WORKED EFFECTIVE August 23, 2015 Group Steps A hourly B1 hourly B2 hourly C hourly D hourly E hourly F hourly G hourly H hourly I hourly J hourly K hourly L hourly Group Steps CA1 hourly CA2 hourly

34 CARETAKING DEPARTMENT RATES OF PAY/HOUR WORKED EFFECTIVE August 23, 2015 Temporary Caretaking Employees Position start date prior to August 28, 2011 Position start date on or after August 28, 2011 After 1 Year Hire Rate After 6 months After 12 Months Caretaker $19.33 $ $17.00 Day Caretaker $21.21 $ $18.03 Lead Caretaker $22.19 $ $20.35 Continuing Caretaking Employees Position start date prior to August 28, 2011 Position start date on or after August 28, 2011 Hire Rate After 1 Year Hire Rate After 1 Year Building Operator I $19.26 $ Building Operator II $22.43 $23.41 $22.43 $23.41 Building Operator III $24.12 $25.37 $24.12 $25.37 Continuing Caretaking Employees Step 1 Step 2 (0-3 yrs) (3 6 yrs) Step 3 (Over 6 yrs) Head Building Operator I $23.42 $24.13 $24.85 Head Building Operator II $25.39 $26.15 $26.93 Head Building Operator III Building Operations Assessor Head Building Operator IV $27.76 $29.32 $28.58 $30.20 $29.43 $31.10 Head Building Operator V $32.46 $33.42 $34.41 Multi Building Operator I $29.70 $30.59 $31.50 Multi Building Operator II $31.28 $32.22 $33.19 Multi Building Operator III $34.39 $35.43 $36.50 If an employee applies for a vacant position after August 28, 2011 their salary/position will be according to the salary schedule and/or position definitions effective on or after August 28,

35 Day Caretaker A Day Caretaker shall be assigned to a school that has been assigned a Multi Building Operator. Lead Caretaker Position start date prior to August 28, One Lead Caretaker shall be assigned to a school with more than 1.0 FTE caretaking staff but less than or equal to 2.0 FTE caretaking staff assigned. Position start date on or after August 28, One Lead Caretaker shall be assigned to a school with more than 1.0 FTE caretaking staff but less than or equal to 3.0 FTE caretaking staff assigned. Building Operator I Position start date prior to August 28, A Building Operator I shall be assigned to a school with more than 2.0 FTE caretaking staff assigned but less than or equal to 3.0 FTE caretaking staff assigned. Position start date on or after August 28, Position replaced by a Lead Caretaker Building Operator II Position start date prior to August 28, A Building Operator II shall be assigned to a school with more than 3.0 FTE caretaking staff assigned but less than or equal to 4.0 FTE caretaking staff assigned. Position start date on or after August 28, A Building Operator II shall be assigned to a school with more than 3.0 FTE caretaking staff assigned but less than or equal to 5.0 FTE caretaking staff assigned. Building Operator III Position start date prior to August 28, A Building Operator III shall be assigned to a school with more than 4.0 FTE caretaking staff assigned. Position start date on or after August 28, A Building Operator III shall be assigned to a school with more than 5.0 FTE caretaking staff assigned. Head Building Operator I If a Multi Building Operator is not assigned, a Head Building Operator I shall be assigned to a school which has 2.0 FTE or less building operators or caretaking staff assigned. Head Building Operator II If a Multi Building Operator is not assigned, a Head Building Operator II shall be assigned to a school which has more than 2.0 FTE Building Operators or caretaking staff assigned but less than or equal to 3.0 FTE Building Operators or caretaking staff assigned. Head Building Operator III If a Multi Building Operator is not assigned, a Head Building Operator III shall be assigned to a school which has more than 3.0 FTE Building Operators or caretaking staff assigned but less than or equal to 5.0 FTE Building Operators or caretaking staff assigned. Head Building Operator IV If a Multi Building Operator is not assigned, a Head Building Operator IV shall be assigned to a school which has more than 5.0 FTE Building Operators or caretaking staff assigned, but less than or equal to 7.0 FTE Building Operators or caretaking staff assigned. Head Building Operator V If a Multi Building Operator is not assigned, a Head Building Operator V shall be assigned to a school which has more than 7.0 FTE Building Operators or caretaking staff assigned

36 Multi Building Operator I A Multi Building Operator I may be assigned at two or more schools which have more than 3.0 FTE Building Operators or caretaking staff assigned but less than or equal to 5.0 FTE caretaking staff assigned. Multi Building Operator II A Multi Building Operator II may be assigned at two or more schools which have more than 5.0 FTE Building Operators or caretaking staff assigned but less than or equal to 7.0 FTE caretaking staff assigned. Multi Building Operator III A Multi Building Operator III may be assigned at two or more schools which have more than 7.0 FTE Building Operators or caretaking staff assigned. Building Services Assessor Provides caretaking services on weekends and training/inspections during the week. Must have a valid Power Engineering Certificate. Other Payments Allowance for Certificate: Building Operator A or B Certificate - $15 bi-weekly Power Engineering Class 4 or 5 - $40 bi-weekly (Head or Multi or Building Operators and Lead Caretakers will only be entitled to the above allowances as of the date of providing proof of certification to Human Resources). Additional Allowance: A Building Operator living on a school site will receive a reduction in the teacherage rental rate of $50/month. Clothing Allowance All Continuing Full-time, maintenance, caretaking, grounds personnel, truck driver, and warehouse asset coordinators shall be eligible for an allowance of up to $ per year for the purchase of protective work clothing and footwear approved by the supervisor. All claims for reimbursement must have receipts attached and be submitted to the employee s supervisor

37 Effective August 23, Apprentice Rates* Hourly Rate Carpenter - 1st Year Apprentice 60% $23.15 Carpenter - 2 nd Year Apprentice 70% $27.02 Carpenter - 3rd Year Apprentice 80% $30.89 Carpenter - 4th Year Apprentice 90% $34.73 Journeyman Carpenter $38.60 Maintenance Coordinator Carpenter $43.35 Cabinet Maker - 1st Year Apprentice 60% $23.15 Cabinet Maker - 2nd Year Apprentice 70% $27.02 Cabinet Maker - 3rd Year Apprentice 80% $30.89 Cabinet Maker - 4th Year Apprentice 90% $34.73 Journeyman Cabinet Maker $38.60 Maintenance Coordinator - Cabinet Making $43.35 Painter - 1st Year Apprentice 55% $19.75 Painter - 2nd Year Apprentice 75% $26.92 Painter - 3rd Year Apprentice 85% $30.52 Journeyman Painter $35.90 Journeyman Painter (Lead) $38.60 Plumber - 1st Year Apprentice 50% $19.68 Plumber - 2nd Year Apprentice 60% $23.62 Plumber - 3rd Year Apprentice 70% $27.54 Plumber - 4th Year Apprentice 80% $31.49 Journeyman Plumber/Gas Fitter $39.36 Maintenance Coordinator - Plumbing and Gas Fitting $43.35 Electrician - 1 st Year Apprentice 50% $19.68 Electrician - 2nd Year Apprentice 60% $23.62 Electrician - 3 rd Year Apprentice 70% $27.54 Electrician - 4 th Year Apprentice 80% $31.49 Journeyman Electrician $39.36 Maintenance Coordinator - Electrical $43.35 Landscape Gardener - 1st Year Apprentice 60% $18.29 Landscape Gardener - 2nd Year Apprentice 70% $21.33 Landscape Gardener - 3rd Year Apprentice 80% $24.39 Landscape Gardener - 4th Year Apprentice 90% $27.43 Journeyman Landscape Gardener $30.47 Grounds Coordinator $43.35 Grounds Technician - Step 1 $33.21 Grounds Technician - Step 2 $34.86 GroundsTechnician - Step 3 $36.62 Grounds Technician - Step 4 $38.44 Irrigation Specialist $27.54 Maintenance Specialist - Step 1 $22.35 Maintenance Specialist - Step 2 $23.69 Maintenance Specialist - Step 3 $25.03 Maintenance Specialist - Step 4 $26.38 Facility Technologist - Step 1 $32.98

38 Facility Technologist - Step 2 $34.13 Facility Technologist - Step 3 $35.30 Facility Technologist - Step 4 $36.47 Truck Driver $26.31 Asset/Warehouse Coordinator - Step 1 $28.01 Asset/Warehouse Coordinator - Step 2 $28.93 Asset/Warehouse Coordinator - Step 3 $29.85 Asset/Warehouse Coordinator - Step 4 $30.77 Apprentice rates as outlined by Alberta Apprenticeship and Industry Training. Temporary employees with apprentice certification shall be paid according to the above schedule. Maintenance Labourer Salary range is minimum wage to $37.69 per hour depending on qualifications and job duties. A $20.00 per day travel allowance, in lieu of a mileage allowance will be paid to temporary maintenance personnel when the Division requires them to use their personal vehicle to transport themselves to locations other than the Education centre as authorized by the Supervisor of Maintenance

39 EXEMPT POSITIONS APPENDIX B Associate Superintendents Client Support Analyst Community Learning Facilitator Community Use Coordinator Connect-Aboriginal Emphasis Director I of Maintenance/Grounds Director I of Transportation Director II of Facility Planning Director II of Finance Director II of Human Resources Director II of Organizational Learning Director II of Schools Director II of 21 Century Learning Director II of Learning Director II of Technology for Learning Executive Assistant II International Education Coordinator Lead Psychologist Manager of Accounting Manager of Facility Planning Manager of Student Transportation Manager of Supply Management Manager of Systems & Networks Mental Health Capacity Building Project Coordinator (Stepping Stones) Mentoring Specialist Occupational Health Nurse (Supervisor) Psychologist Speech Language Pathologist Team Leader Success Coach Supervisor of Caretaking Supervisor of Maintenance and Grounds Superintendent Wide Area Network Administrator

40 APPENDIX C H = Statutory Holiday * = Earned Day Determine which day of the week Christmas is on, and the days marked with an asterisk only apply to employees with earned days off for that year. CHRISTMAS BREAK DESIGNATION F S S M T W T F S S M T W T F H 27 H 28 * 29 * 30 * H F S S M T W T F S S M T W T F H 26 H 27 * 28 * 29 * H 2 F S S M T W T F S S M T W T F * 25 H 26 H 27 * 28 * H 2 F S S M T W T F S S M T W T F * 24 * 25 H 26 H 27 * H F S S M T W T F S S M T W T F * 23 * 24 * 25 H 26 H H F S S M T W T F S S M T W T F H H 29 * 30 * 31 * 1 H F S S M T W T F S S M T W T F 24 H H 28 * 29 * 30 * 31 H

41 10- MONTH POSITIONS LIST IN ALPHABETICAL ORDER APPENDIX D Business Manager School 10 month Cafeteria Coordinator Career Centre Advisor Child Development Advisor Clerical Assistant School Cosmetologist Technician Learning Coordinator Family/School Liaison Worker Journeyman Baker Journeyman Chef Learning Commons Facilitator Library Clerk I Library Clerk II Library Technician 10 month Occupational Therapist Office Manager School Receptionist School Secretary II School Secretary III School Education Assistant Classroom, Special Programs such as: Kindergarten, French Immersion, English Second Language (ESL), Language Development Program (LDP), First Nation Métis Inuit (FNMI), Early Literacy Learning Support Assistant Resource Learning Support Assistant PUF Learning Support Assistant PIP Learning Support Assistant Special Needs Learning Support Assistant Speech Language School Technologist Speech Language Pathologist Substitute System Facilitator

42 APPENDIX E JOB GROUP APPEAL PROCESS AND JOB EVALUATION APPEAL FORM I. APPEAL PROCESS Positions and Job Groups at Rocky View School Division No. 41 covered by these Terms of Employment are classified based on the skills and mental and physical effort required, the level of responsibility of the position, and the working conditions under which they are performed. The objective is to ensure that positions are treated equitably relative to other positions having similar characteristics within the Division. The Appeal Process is intended to provide employees or Supervisors with an opportunity to appeal the job description of a position, and to appeal the placement of a position within a particular Job Group (or, if a Supervisor, a position within their department) should they feel the current job description for the position needs to be updated or the position needs to be placed in a different Job Group. In order for an employee to appeal a job description or placement in a Job Group the following criteria must be met: The reason for the appeal must be outlined in detail, with reference to the existing job description. The appeal must be submitted in writing on the Job Appeal form posted on the RVS website. The Supervisor must sign the appeal request prior to the Job Appeal form being submitted to the Associate Superintendent of Human Resources. The Associate Superintendent of Human Resources shall conduct a review of the job description and Job Group placement, as the case may be, in such manner as the Associate Superintendent of Human Resources considers necessary to deal with the appeal. The decision of the Associate Superintendent of Human Resources shall be final and further appeal shall not be made within a period of twelve (12) months unless new facts are available of which the Associate Superintendent of Human Resources was unaware and which prima facie in the opinion of the Associate Superintendent of Human Resources might have affected his/her decision

43 Surplus Process Within Job Location APPENDIX F Process also applies for Continuing Part-Time Employees Surplus full-time employee within job location Determine field of employment within job location Identify term employees within the field of employment If surplus full-time positions are less than or same as number of term employees, term employees will be laid off If surplus full-time positions are more than number of term employees, full-time employees will be considered in the field of employment If there are the same or less than the number of employees identified as less than meets expectations, as there are surplus positions, all of the identified employees shall be terminated Review merit of full-time employee Merit is determined If merit cannot be determined, then seniority shall be the determine factor to be placed within the Division If the number of full-time employees is greater than number of full-time positions, employees will be placed based on seniority; those employees not placed will follow the process in Appendix G

44 Surplus Process Within The Division APPENDIX G Process also applies for Continuing Part-Time Employees Surplus full-time employee within the Division Determine field of employment within job location Identify term employees within the field of employment If surplus full-time positions are less than or same as number of term employees, term employees will be laid off If surplus full-time positions are more than number of term employees, full-time employees will be considered in the field of employment If there are the same or less than the number of employees identified as less than meets expectations, as there are surplus positions, all of the identified employees shall be terminated Review merit of full-time employee Merit is determined If merit cannot be determined, then seniority shall be the determine factor to be placed within the Division If the number of full-time employees is greater than number of full-time positions, employees will be placed based on seniority; those employees not placed will be permanently laid off