Holy Spirit School Division Collective Agreement



8.2.1.5 School justice and professional development, teacher professional development time and travel covered in point 8.2.2.2.1 This collective agreement will enter into force on 1 September 2012, unless otherwise stated, and will remain fully in force until 31 August 2016. The two parties can negotiate revisions to this agreement at any time, by mutual agreement. These changes will come into effect from the date agreed by both parties. 17.1.1 A teacher charged or mandated by the school court to drive between two schools at all times to carry out the regular tasks related to their teaching mission is reimbursed to the mileage set by the school court. 14.8.1 Effective August 31, 2018, teachers are granted one-day leave of absence with pay and benefits per school year to care for a family member, arrange for the medical care of a family member, or to deal with other legal or business issues necessary for the long-term or emerging assistance of a family member. Family members include a spouse, parent, parent, child or member of the teacher`s household. 15.9 Representatives of TEBA and the association meet within 15 days of operation to discuss the difference or at a later date, which is consensual for both parties. By mutual agreement between TEBA and the association, representatives of the school jurisdiction concerned by the difference may be invited to participate in the discussion on difference. 1.1 “transaction agreement”: the provincial collective agreements listed below for the period as of April 1, 2017: 7.4.1 Given improvements to the workers` benefit plan and sick leave benefits, workers covered by the collective agreement waive rebates under the Labour Insurance Act. 4.5.2 Any current principal with a permanent contract (s) for a total term of less than five years waives the rights to rebates under the Labour Insurance Act on 1 September. 4.5.2 , 2017 may continue under the futures contract until the total number of years designated as principal obligations is five years. If the total term of the head of school designation is five years as of August 31, 2018, the school court must decide by April 30, 2018, whether or not the designation continues during the 2018/2019 school year, and if it continues, it is considered permanent. The parties want these issues to be defined in a collective agreement that regulates the conditions of employment of the teachers in question.

This agreement will confirm the intellectual, professional and individual dignity of each employee. 2.5.1.1 A new collective agreement or 1 is concluded. Each jurisdiction of the school will create a committee to support the CIF grant program.