COLLECTIVE AGREEMENTbetween

The Board of Education of the Saskatoon School Division No. 13 Of Saskatchewanand

Canadian Union of Public Employees, Local 8443

2016–2020

CUPE 8443Saskatoon Public Schools

.

TABLE OF CONTENTS

ARTICLE SUBJECT PAGE

1 ClarificationofTerms 1

2 ManagementRights 1

3 UnionRecognition 1

4 UnionSecurity 1

5 CheckOff 2

6 NoDiscrimination 2

7 Responsibilities 2

8 JobClassificationAppeal 3

9 GrievanceProcedure 4

10 Arbitration 5

11 Probation 6

12 Seniority 6

13 Substitute,TemporaryEmployee 7 andRentalCaretakers

14 Lay-offandRecall 8

15 VacantPositions 9

16 AccesstoEmployeeFiles 13

17 Discipline 14

18 LabourManagementMeetings 15

19 WorkingConditions/HoursofWork 16

20 RatesofPay 21

21 Overtime 23

22 SickLeave 24

ARTICLE SUBJECT PAGE

23 PublicHolidays 26

24 VacationswithPay 26

25 Workers’Compensation 28

26 EmployeeBenefits 28

27 LeavesofAbsence 29

28 ParentalLeave 34

29 TravelAllowance 37

30 UniformsandEquipment 37

31 SeveranceAllowance 38

32 TechnologicalChange 39

33 OccupationalHealth&Safety 39

34 RepresentativeWorkforce 40

35 SexualorPersonalHarassment 40

36 ParkingFees 41

37 ApprenticeEmployees 41

38 TermofAgreement 42

ScheduleA WageSchedule 44

ScheduleB Increments 56

ScheduleC Allowances 57

LetterofUnderstanding–Retroactivity 58

LetterofUnderstanding–CUPEBillingRates 59

LetterofUnderstanding–PensionPlan 60

LetterofUnderstanding–JobShare 61

THISAGREEMENTMADETHIS18thDAYOFMARCH,2019.

BETWEEN:

THEBOARDOFEDUCATIONOFTHESASKATOONSCHOOLDIVISIONNO.13OFSASKATCHEWAN,Hereinaftercalledthe“Board”

OFTHEFIRSTPART:

AND:

THECANADIANUNIONOFPUBLICEMPLOYEESANDITSLOCAL8443,hereinaftercalledthe“Union”

OFTHESECONDPART:

PREAMBLE

WhereasitisthedesireofbothpartiestothisAgreementtoprovideforeffectiveandefficientdeliveryofeducationalservicestostudentsforwhomtheBoardisresponsible;tomaintainandimprovetheexistingharmoniousrelationsbetweentheBoardandtheUnion;topromotecooperationandunderstandingbetweentheBoardanditsemployees;torecognizethemutualvalueofjointdiscussionsandnegotiationsonmatterspertainingtoworkingconditions,hoursofwork,andscale ofwages; to encourage efficiency of operation; and to promotemorale,well- being and security of all the employees included in the bargaining unitrepresentedby theUnion; thepartiesof thisAgreementdoherebyenter into,establish,andagreetothefollowingterms.

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ARTICLE 1 – CLARIFICATION OF TERMS

1:01 Whenever thesingularormasculine isused in thisAgreement, it shallbeconsidered as if theplural or femininehas beenusedwhere the context sorequires.

1:02 IfanyprovisionsofthisAgreementorofanycollectiveagreementmadeinpursuancethereofarefoundtobecontrarytotheprovisionsofanylaw,noworhereafterenacted,thisAgreementwillnotbeabrogated,butitissubjecttosuchamendmentsasmaybenecessarytobringit intoconformitywith thelaw.

ARTICLE 2 – MANAGEMENT RIGHTS

2:01 Themanagementof theworkforce, including the right toplan,direct andcontrolBoardoperations;tomaintainanefficientandproductiveworkforce;andtorequireemployeestoobserveBoardpoliciesandregulations,aretobethesolerightandfunctionofmanagement,subjecttotheprovisionsofthisAgreement

TheBoardwillexerciseitsrightsinafairandreasonablemanner.TheBoard’srightsshallnotbeusedtodirecttheworkforceinadiscriminatorymanner.

ARTICLE 3 – UNION RECOGNITION

3:01 TheBoardagrees to recognize theUnionas thesolecollectivebargainingagencyfortheemployeescoveredbythisAgreement,solongastheorderoftheLabourRelationsBoardshallremainineffect.

ARTICLE 4 – UNION SECURITY

4:01 Everyemployee,whoisnoworhereafterbecomesamemberoftheUnion,shall maintain membership in the Union as a condition of employment,andeverynewemployeewhoseemploymentcommenceshereafter shall,withinthirty(30)daysafterthecommencement inemployment,applyforandmaintainmembership intheUnion,andmaintainmembership intheUnion as a condition of employment, provided that any employee in theappropriate bargaining unitwho is not required tomaintainmembershiporapplyforandmaintainmembershipintheUnionshall,asaconditionofemployment,tendertotheuniontheperiodicduesuniformlyrequiredtobepaidbythemembersoftheUnion.

4:02 In order to provide job security for members of the bargaining unit, theBoardagrees thatworkor servicespresentlyperformed shallnotbe sub-contracted,transferred,leased,assignedorconveyedinwholeorinpart,toanyotherplant,personornon-unitemployeeduringtheperiodcoveredbythisAgreementifsuchactionwouldresultinthelayoffofanymemberofthebargainingunit.

It is understood that Driver Educators are excluded from coverage under thisclause.

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ARTICLE 5 – CHECK OFF

5:01 TheBoardshalldeductfromeveryemployeeanydues,orassessmentsleviedbytheUniononitsmembers.DeductionsshallbeforwardedtotheUnionnotlaterthanthefifteenth(15th)dayofthemonthfollowingthemonthinrespecttowhichdeductionshavebeenmade.Eachmonth,theBoardshallprovidetheUnionwithalistofallemployeesfromwhosewagesdeductionshavebeenmade.

5:02 DeductionsshallbeattherateorsumsetbytheUnionandcommunicatedbytheUniontothePayrollBranchoftheBoardinwritingandanychangeorrevisionsthereofshallbeforwardedtothePayrollBranchoftheBoardbythetenth(10th)dayofthemonthinrespectofwhichthereviseddeductionsaretobemade,andifreceivedlaterthanthetenth(10th)dayofthemonth,therevisionshallnotbeeffectiveuntilthemonthnextfollowing.

5:03 Alistofnewemployeesandofemployeeswhoseemploymenthasterminated,alongwith theclassificationof suchemployees shallbe forwarded to theUnionmonthly.

5:04 TheBoardagreestoreportuniondues,paidbyemployees,ontheT-4formsitannually issues.TheUnionagrees toprovidea letter indicating that theUnionwillnotbeissuingreceiptsforsuchdues.

ARTICLE 6 – NO DISCRIMINATION

6:01 TheBoardagreesthatthereshallbenodiscrimination,interference,restrictionorcoercionexperiencedorpracticedwithanyemployeebyreasonofrace,colour, political or religious affiliation, sex, age, marital status, disability,sexualorientation,genderidentity,nationality,receiptofpublicassistanceorfamilystatus,norbyreasonofmembershiporactivityinaTradeUnion.

ARTICLE 7 – RESPONSIBILITIES

ItisunderstoodthatthemajorityofcorrespondencetoemployeesandtheUnionshallbeinelectronicformat.

7:01 TheBoardagreestoprovideelectroniccopiesofthisAgreementwithin90daysof the signingof theAgreement. TheBoard agrees to acquaint newemployeeswith the fact thataUnionAgreement is ineffectandwith theconditionsofemploymentsetout inArticles4and5.Whenamendmentshavebeennegotiatedinthecollectiveagreement,anelectronicversionwillbepostedtotheportal.TheBoardwillprovidehardcopiestotheUnionforeachdivisionsiteandnewemployeesofthedivision.TheBoardagreestocoverthecostsofthisprinting.

7:02 ArepresentativeoftheUnionshallbegivenanopportunitytointervieweachnewemployeewithinregularworkinghoursandwithout lossofpayforamaximumofthirty(30)minutes,duringthefirstmonthofemploymentforthepurposeofdiscussingwiththenewemployeethebenefitsanddutiesof theUnionmembershipandtheir responsibilitiesandobligations to theBoardand theUnion.EverynewemployeeorprospectiveemployeeshallhavetherighttoexaminetheconditionsoftheAgreementbeforeacceptingapositionwiththeBoard.Thenewlyhiredemployeeshallreceiveacurrentcopyofthecollectiveagreementatthetimeoftheinterview.

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7:03 TheUnionagreesthatitsmemberswilldoeverythingpossibletocreategoodpublicrelationswitheverypersonororganizationtowhomtheBoardmayberesponsible.

7:04 TheBoardagreesthat,wherepracticable,anyreportsorrecommendationsabout to be made to the Board dealing with matters included in theAgreement, shall be communicated to the Union at such an intervalbeforetheyareapprovedbytheBoardastoaffordtheUnionareasonableopportunitytoconsiderthemandmakerepresentation, if feltnecessary.Acopyofallpublicminutesof theBoardshallbepostedelectronicallyandmadeavailabletotheUnion.

7:05 The Board shall make available to the Union information related to jobdescription,positionsinthebargainingunit,jobclassificationandwagerates.

InformationrelatedtotheoperationofthepensionplanshallbeprovidedthroughtheAdvisoryCommitteeonPensions.TheBoardshallalsoforwardBoardpolicyaffectingemployeeswhoaremembersoftheCUPELocal8443.

7:06 By October 15th of each year or as requested by the Union, the BoardshallprovidealistofcurrentmembersincludingaddressesandtelephonenumberstotheUnion.

7:07 TheUnionwillnotifytheSuperintendentofHumanResourcesandDirectorofthenamesoftheOfficersandShopStewards.

7:08 All correspondence between the parties arising out of this agreementunless directed otherwise in the agreement shall pass to and from theSuperintendentofHumanResourcesordesignateandtheUnion.

7:09 TheUnionshallhavearighttopostnoticesofmeetingsandsuchotherunionnoticesofinteresttothemembershiponbulletinboardsthatareaccessibletoemployees.AnycorrespondencetoCUPEmembersasagroupusingthedivision’semailsystemshallbeapprovedbytheSuperintendentofHumanResources.

ARTICLE 8 – JOB CLASSIFICATION APPEAL

8:01 AnemployeemayrequestareviewofjobclassificationbywrittensubmissiontotheHumanResourcesSectionandtheUnion.Attheemployee’srequest,theHumanResourcesSectionshallprovidetheemployeewithanexplanationofthejobreclassificationprocess.TheUnionandtheemployee(s)concernedshallbeallowedahearingtoexplainsuchrequest.

8:02 The Human Resources Section shall initiate and conduct the review andshallcommunicatethedecisioninwritingtotheUnionandtheemployeeconcerned.

8:03 The decision, including reasons, shall be communicated to the employeeandtheUnionwithinsixty(60)daysofthereceiptofnecessaryclassificationdocuments,exceptthatthetimelimitmaybeextendedbymutualagreementbetweenthepartiestothisagreement.

8:04 Effectivedateofachangeinclassificationresultingfromthereviewshallbethedatetherequestforreclassificationwasmade.

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8:05 TherepresentativeoftheUnionreferredtoin8:01shallbedesignatedbythePresidentofLocal8443.

8:06 GrievanceofPositionReviewDecisions

TheunionandemployeewillhavetheopportunitytomeetwiththeHumanResourcesSectionpriortoinitiatingthegrievanceprocess.

Disputed classification reviews are subject to the grievance procedureoutlinedinthiscollectiveagreement.

ARTICLE 9 – GRIEVANCE PROCEDURE

9:01 A grievance shall be defined as any complaint, dispute or disagreementbetweentheBoardandtheUnionoranymember(s)oftheUnionregardingtheinterpretation,applicationorallegedviolationofthisAgreement,oranyother dispute relative to working conditions. Prior to formally submittinggrievances,employeesareencouragedtofirstdiscusstheircomplaintwiththeir immediate principal/supervisor. In order to provide an orderly andpromptprocedureforthesettlingofgrievances,theBoardacknowledgestherightsanddutiesoftheUnionGrievanceCommitteeandtheUnionStewards.AStewardmayassistanyemployee in thebargainingunitas required, toprepareandpresentagrievanceinaccordancewiththegrievanceprocedure.

9:02 Step 1–TheUnionortheemployeesconcernedmaytakeupthegrievancewiththeimmediatesupervisororsteward,orboth,butthegrievanceshallnotbeconsideredunlessitispresentedtothesupervisor,inwriting,withinthirty(30)calendardaysfromthedaytheemployeebecomesawareofthegrievancebutnotmorethanninety(90)calendardaysafterthegrievanceoccurred.TheSupervisorshallrenderadecision,inwriting,withinten(10)workingdaysofthereceiptofthegrievance

Step 2 – Failing satisfactory settlement in Step 1, the grievance may bereferred to the Employee Relations Manager but if referred, it must bereferredinwritingwithinseven(7)workingdaysafterreceiptofthedecisionofthesupervisorreachedinStep1.TheEmployeeRelationsManagershallrenderadecision,inwriting,withinten(10)workingdaysofreceiptofthegrievance.

Step 3–Failingsatisfactorysettlement inStep2, theUnionmayreferthegrievanceinwritingtotheSuperintendentofHumanResourceswithinseven(7) working days after receipt of the decision of the Employee RelationsManagerinStep2.TheSuperintendentofHumanResourcesshallrenderadecision,inwriting,withinten(10)workingdaysofreceiptofthegrievance.

Step 4–FailingasatisfactorysettlementbeingreachedinStep3,theUnionmayreferthedifferenceordisputetoaBoardofArbitrationwithinten(10)workingdayssubsequenttoreceiptofthedecisionoftheSuperintendentofHumanResources.

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ARTICLE 10 - ARBITRATION

10:01 (a) Any grievance not settled by the grievance procedure established in Article 9may be referred to a Board of Arbitration consisting of one memberappointedbytheBoard,onememberappointedbytheUnion, andathirdtobemutuallyagreeduponbytheothertwo,whoshallact asthechairperson.

(b) If the Board and the Unionmutually agree, the Board of Arbitrationmaybecomprisedofasinglearbitratorwiththesamejurisdictionandauthority.

10:02 Ifagreementcannotbereachedwithinten(10)workingdaysinrespecttotheappointmentofthethirdmemberoftheBoardofArbitration,themattershallbereferredtotheMinisterofLabour.

10:03 ThedecisionoftheBoardofArbitrationshallbethedecisionofthemajorityof themembersof theBoardofArbitration,orwherethere isnomajoritydecision,thedecisionshallbethedecisionofthechairpersonoftheBoardofArbitration.

The decision of the Board of Arbitration shall be final and binding on allparties.Itisagreedthatthereshouldbenoworkinterruptionasaresultofthegrievance.

10:04 ItisunderstoodandagreedthatintheabsenceofanyspecificprovisiontothecontrarycontainedinthisAgreement,themembersofanyarbitrationboardestablishedunderthisAgreementshallinmakingtheirdecisiongiveeffectiverecognitiontowhatisjustandreasonableandfullyconsiderateoftherightsand interests of the employee or employees concerned. Notwithstandingtheabove,theBoardofArbitrationshallnothavethepowertochangethisagreementnortoalter,modifyoramendanyofitsprovisions.

10:05 Thetimelimitsfixedonboththegrievanceandarbitrationproceduresmaybeextendedbymutualconsentoftheparties.

10:06 Eachpartyshallpay:

(a) thefeesandexpensesofthearbitratoritappoints.

(b) one-halfofthefeesandexpensesofthechairperson.

10:07 Thepartieswillmakeeveryefforttoadheretothetimelimitsasprescribed,however,nogrievanceshallbesetasideduetoeitherpartyunavoidablyorunintentionallyextendingthetimelimits.

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ARTICLE 11 - PROBATION

11:01 Probation shall be for the first six (6) months of continuous permanentserviceofanemployee.

11:02 Duringtheperiodemployeesareonprobation,theyshallbeentitledtoallrightsandprivilegesofthisAgreementexceptwithregardtodismissal.ItisunderstoodthattheBoardmaydischargeanemployeeonprobationatitssolediscretionprovidedthatthisrightisnotexercisedinbadfaith.

11:03 Notwithstandingtheaboveprovisions,itisagreedthattheprobationperiodspecifiedin11:01maybeextendedforafurtherthree(3)monthsbymutualconsent between the parties to this Agreement. Written application forextensionofanemployee’sprobationperiodcanbemadeatanytimepriortocompletionoftheinitialperiodbyeitherparty.

ARTICLE 12 - SENIORITY

12:01 Effective date of ratification, seniority shall be defined as the length ofcontinuousemployment, including substituteand temporaryemployment,withtheBoard.

Anemployeewhohadcontinuousserviceimmediatelypriortobeinghiredonapermanentbasisshallhavehis/hersenioritymaderetroactivetosuchdateofcontinuousserviceuponsuccessfully completingtheprobationaryperiodreferredtoinArticle11:01.

A break in student contact days to which the substitute and temporaryemployeeisassignedshallnotbeconsideredabreakincontinuousservice.

12:02 LossofSeniority

(a) Seniority rightsandaccruedseniorityshallbe forfeited in theeventalay-offextendsbeyondaneighteen(18)monthperiod.

(b) AnemployeewhoisgrantedleaveofabsencebytheBoardshallmaintainsenioritybutseniorityshallcontinuetoaccrueforamaximumofsix(6)monthsonlywhiletheemployeeisonleave,exceptforemployeesonmaternityleave,parentalleaveandadoptionleavewhoshallcontinuetoaccruesenioritywhileonsuchleave.

12:03 TheBoardshallformulateasenioritylistofallemployeesinthebargainingunit as of December 31 of each year which shall provide the followinginformation:

(a) Nameofemployee

(b) Dateofcommencementofemployment

(c) Jobclassification

(d) Locationofemployment

ThesenioritylistshallbeforwardedtotheUnionandtoeachUnionmemberbyMarch1ofeachyear.

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ARTICLE 13 – SUBSTITUTE, TEMPORARY EMPLOYEES AND RENTAL CARETAKERS

13:01 SubstituteEmployees

(a) Substituteemployeesshallbedefinedaspersonsworkingfromtimetotimeonacallinbasis.

(b) Asubstituteemployee’srighttocontinuedemploymentwillbethesolepurviewof theBoardprovided that this right is not exercised inbadfaith.NotificationofterminationshallbeforwardedtotheUnion.

(c) Unless otherwise specified, substitute employees are entitled to allprovisionsofthecollectiveagreement.

(d) After twenty (20) working days of continuous employment in anassignment, the substitute employee shall be paid at Step 1 of theapplicableclassificationrateofpaybutshallbeotherwiseconsideredasasubstituteemployee.Planningdaysandprofessionaldevelopmentdaysshallnotbeconsideredabreakinservice.

13:02 TemporaryEmployees

(a) Temporaryemployeesshallbedefinedasanypresentornewemployeehired to temporarily replace another employee on a Board-approvedleave, on long term disability, or receiving Workers’ Compensationbenefits.Theseemployeesshallnotbehiredonatemporarybasisforaperiodlongerthantwenty-four(24)months.

(b) Temporaryemployeesmayalsobehiredtofillatermofsix(6)monthsorless.

(c) Temporary employeesmay be hired for up to twelve (12)months ifrequired to perform project work with fixed commencement andcompletiondates.

(d) Term extensions beyond the initial term shall not be unreasonablydeniedbytheUnion.

(e) Temporarypositionsoflessthanten(10)monthsshallnotbeposted.Temporary positions of ten (10)months ormore shall be posted inaccordancewithArticle15–VacantPositions.

(f) TemporaryemployeesshallbepaidinaccordancewithScheduleA.

13:03 RentalCaretakers

(a) RentalCaretakers shallmeanpersonsemployed to coveraperiodoftimeduringwhichafacilityisrentedoutwhennoregularcaretakerisondutyortocoversummerrentals.

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ARTICLE 14 – LAYOFF AND RECALL

14:01 Lay-off:

(a) Lay-offmeanstheterminationoftheservicesofapermanentemployeeduetoareductionintheworkforceforaperiodexceedingsix(6)daysoraninvoluntaryreductioninthehoursofworkofafulltimeemployeeoranEducationalAssistantIIworkingina.86assignment.

(b) Lay-offsrelatedtoten(10)monthschoolyearemploymentshallnotbegovernedbythisarticle.Itisagreedthatten(10)monthemployeesonlay-offduetoschoolyearemploymentshallbeconsideredtohaveanautomaticrecallfortheschoolsessionfollowingallschoolbreaks.

14:02 Intheeventofareductionofstaffinajobclassificationtheemployeeinthatclassificationwiththeleastseniorityshallbesubjecttolay-off.

14:03 (a) An employee subject to lay-off in accordance with 14:02 shall be offeredapositioninanotherjobclassificationprovidedtheemployee has the qualifications and ability to perform the required duties and providedfurthertheemployeehasgreatersenioritythantheemployee beingreplaced.Qualificationrequirementsintheabovesituationmay bemetbytrainingorexperiencedeemedtobeequivalent.Everyeffort shallbemadetoensurethatareductioninsalaryandhoursofworkdue totheofferofapositioninalowerpayclassisminimized.

(b) EmployeeswhoareplacedinnewpositionsasaresultofbeinglaidoffwillnotberestrictedbyArticle15:07(b).

14:04 Notice of lay-off shall be provided to permanent employees, who havebeenintheserviceoftheBoardforat leastthree(3)continuousmonths, asfollows:

(a) one-week(1)writtennotice,iftheemployee’speriodofemploymentislessthanoneyear;

(b) two-week(2)writtennotice,iftheemployee’speriodofemploymentisoneyearormorebutlessthanthreeyears;

(c) four-week(4)writtennotice,iftheemployee’speriodofemploymentisthreeyearsormorebutlessthanfiveyears;

(d) six-week(6)writtennotice,iftheemployee’speriodofemploymentisfiveyearsormorebutlessthantenyears;

(e) eight-week(8)writtennotice,iftheemployee’speriodofemploymentistenyearsormore.

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14:05 RecallProcedure

(a) Employeesonlay-offshallberecalledinorderofseniorityprovidedtheyhavethequalificationsandabilitytocarryouttherequiredduties.

(b) Nonewemployeeswillbehireduntilthoselaid-offhavebeengiventheopportunityofre-employment,providedtheemployeesonlay-offhavethequalificationsandabilitytofillthevacantposition.

(c) Recall notice shall be provided by registeredmail to the last knownaddressof the laid-offemployeeandshallprovideat least seven (7)days’noticeofcommencementofemploy.

(d) Refusal toaccept recallor failure to report fordutyas requiredshall,exceptintheeventofillnessorotherjustcause,resultinterminationofemployment.

(e) Intheeventarecallnoticeisissuedforemploymentconsideredtobeseasonal,ofatemporarynature,inajobclassificationdifferenttothatfromwhich the employeewas laid-off, the employee shall have theoptionofacceptingrecallorofremaininglaid-off.

(f) ItshallbetheresponsibilityoftheemployeetoprovidetheBoardwiththeircurrentaddress.

ARTICLE 15 - VACANT POSITIONS

15:01 PostingofVacancies

(a) NoticeofvacanciesshallbepostedbytheBoardsoastobeavailabletoallemployees.Employeesshallbegivenfive(5)workingdaystomakeapplications.Itisunderstoodthatpositionswillnotbeinitiallypostedonthefirstworkingdayoftheweek.

(b) VacantandnewpositionswithinthescopeofthisAgreementshallbepostedinternallyandmaybeadvertisedexternallyandtheBoardagreesto process internal applications of permanent employees includingpersons on lay-off prior to hiring external applicants for permanentemployment.

(c) PositionsinallgroupsexceptGroupEwhichbecomevacantasaresultoftheinitialpostingwillbefilledbythosewhoexpressedinterestintheinitialposting.Suchpositionswillbefilledaspercriteriain15:01(d),15:04and15:07.

(d) Employees shall have the right to express preference in job locationassignmentwhenavacantpositionisposted.

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15:02 Allnoticeofjobopeningsshallcontainatleastthefollowinginformation:

(a) Jobclassification

(b) Requiredqualifications

(c) Salaryrange

(d) Location

(e) 10or12monthemploymentterm

(f) Percentoftimetobeworked

15:03 ThetitleandrateofpayofanynewclassificationornewpositionshallbesubjecttodiscussionbetweentheBoardandtheUnion.

15:04 Criteriaforselectionofcandidatesforvacantpositionsshallbe:

(a) Qualifications

(b) Abilitytoperformtherequireddutiesinthenewassignment,and

(c) Seniority

Wheretwoormoreapplicantsaredeemedtobeequalwithrespecttocriteria(a)and(b),seniorityshallbethedeterminingfactor.

15:05 (a) The Board reserves the right to assign Educational Assistant II’s and Caretakerswithout therequirement topostsuchpositions.Therefore, Article15:01–PostingofVacanciesoftheAgreementwillnotapplyto suchpositions.

(b) Job locationassignments forEducationalAssistant II’sandCaretakersshallbemadebytheBoard.Whereverpossible,theBoardwillendeavortoprovideatleastone(1)weeks’noticeoftheeffectivedateatthenewjoblocation.Itisunderstoodthatschooloperationsandtheneedsofstudentswillbethedeterminingfactorsintherelocationofemployees.

15:06 (a) Permanent Educational Assistant III positions which become vacant after September 15th as a result of retirement or resignationwill be filledonatemporarybasisfortheremainderoftheschoolyear.The position will be posted as a ‘temporary position’ for bidding by EducationalAssistant II’sonly.After theclosingof theposting,names ofinterestedcandidateswillbereviewedbytheschoolprincipalanda representative from Human Resources. The successful candidate will assumetheTemporaryEducationalAssistantIIIrolefortheremainder oftheyearwiththeunderstandingthathe/shewillreturntotheroleof EducationalAssistantIIuponcompletionofthistemporaryassignment.

(b) PermanentEducationalAssistantIIIpositions,underclause(a)above,whichbecomeavailableduring theschool yearwillbeposted in thespringtotakeeffectatthestartofthenextschoolyear.Thepostingswillbeopentoallemployees.

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(c) SpecialEducationandPre-KProgramEducationalAssistantIIIpositionswhichbecome vacant after September15th as a result of a leaveofabsencewillbefilledonatemporarybasisforthedurationoftheleave.Thepositionwillbepostedonly if thedurationof the leave is longerthan three (3)months and will be open for bidding by EducationalAssistantII’sonly.

15:07 (a) All employees shall be entitled to apply for posted positions. The employeewillberesponsibleforsubmittinganapplicationtotheHuman ResourcesSection.TheUnionshallbeprovidedwithanycorrespondence providedtoemployeeswithrespecttohiring,transfersandpromotions, atthesametimeemployeesareadvised.TheBoardshallattempttofill vacantpositionsfromwithinthemembershipoftheUnion.

(b) Applicants,inordertobeeligiblefortransferstopositionswithintheirexisting job classifications, must have been in their current position(location)foratleastnine(9)months.Employeesmayapplyforlateraltransferswithinthenine(9)monthperiod,providedtheeffectivedateofthenewpositionisbeyondthenine(9)monthperiod.Itisunderstoodthat employeesmaywaive this nine (9)month period once in theircareertotransfertoanotherlocation.Noemployeeshallberestrictedbythisprovisionifthetransferwouldresultinanincreaseofweeklyorannualhoursofwork.

15:08 (a) A list of the applicants shall be forwarded to theUnion immediately uponclosingoftheposting.Whenaselectiongrievanceisfiled,acopy ofthecompletedcandidateassessmentformwillbesubmittedtothe Union. It is understood that this information is confidential and shall onlybesharedwiththeUnionExecutive.

(b) Withinseven(7)calendardaysofthedateofappointmenttoavacant,temporaryornewpositionthenameofthesuccessfulapplicantshallbe forwarded promptly, inwriting, to theUnion, aswell, employeesapplying for a vacantpositionwill be advised inwritingof the resultoftheirapplicationand/orinterview.TheUnionshallbenotifiedofallpromotions,demotions,hiring,lay-offs,transfers,recalls,resignations,retirements,deaths,orotherterminationofemployment.

15:09 Anemployeewhoacceptsatransfer,promotionorextensionofcontractinanewlocation,shallserveathree(3)monthtrialperiod.Attheendofthethree(3)monthperiod,iftheemployeehasnotbeenabletodemonstratetheskillsandabilityrequiredfortheposition,theemployeeshallbereturnedtotheformerposition(location)andsalary,subjecttoanyincrementwhichwouldnormally havebeen receivedhad the employee remained in thatposition.Duringthetrialperiodanemployeemayvoluntarilyreturntotheemployee’s former position without any penalty upon the submission ofa letterexplainingabonafidereasonfor revertingandameetingwithallpartiesconcerned.Anemployeewhohassuccessfullycompletedthethree(3)monthtrialperiodshallbeinformedofsameanddeclaredpermanentintheposition.

Notwithstandingtheabove,itisagreedthatthetrialperiodmaybeextendedforafurtherthree(3)monthsbymutualconsentbetweenthepartiestothisAgreement.Applicationforextensionofthetrialperiodcanbemadeatanytimepriortocompletionoftheinitialperiodbyeitherparty.

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15:10 Notwithstandingtheabove,availablepositionswithinthesystemshallnotbeconsidered“vacantpositions”withinthemeaningofthisArticleuntilallnecessarytransfersandrecallprocedureshavebeentakeninanattempttoensurecontinuedemploymentforemployees.

15:11 (a) WeekendCaretakersshallexpressinterestviaemailtotheManagerof Operations in being considered for a temporary, Monday to Friday afternoon shift of three months or more prior to being filled by a substitute employee, provided the employee selected has the qualificationsandabilitytoperformtherequiredduties.

(b) When it is known that aBuildingOperatorwillbeaway for aperiodexceedingonehundredandfive(105)consecutivecalendardaysandan employee from a lower classification is required for assignmentin an acting or temporary capacity, the assignment shall bemade inaccordancewiththeproceduresspecifiedinArticle15.

15:12 Employeespromoted toapositionorprovidedwitha temporarypositionoutsidethescopeofthisAgreementshallbealloweduptosix(6)monthsinwhichtomeetthestandardsandexpectationsforsuchposition,providedtheycontinuetopayallUnionduesatthesetratefortheperiodofemployment.Suchemployeeshallbeentitledtoanybenefitsofthecollectiveagreementwhere theymayapply. If theemployeedoesnotmeet thestandardsandexpectationswithinsuchtimeorchoosesnottoremain,heshallreverttohisformerpositionathisformerrateofpaywithoutlossofseniority.

Employees who had moved into the positions vacated by a promotedemployeeshallalsoreverttotheirpreviouspositions.

Notwithstanding the above provisions, it is agreed that the period oftemporary employment and dues payment may be extended by mutualconsentbetweenthepartiestothisAgreementandtheindividualemployee.Requestsforsuchextensionofanemployee’saboveprivilegesmaybemadeatanytimepriortocompletionoftheinitialperiodbyanyparty.

15:13 QualificationsandCertification

(a) WheneveracertificateisrequiredbytheLawsofSaskatchewanorthisagreementasaconditionofemployment, thecertificateshallbeoneissuedorapprovedbytheProvinceofSaskatchewan.SuchcertificatesmustbepresentedtotheHumanResourcesSectionasrequired.

(b) BuildingOperatorsshallholdaCaretakerFiremanCertificateunlesstheschoolplantrequiresa5thClassorhigherEngineerCertificateasissuedbytheSaskatchewanMinistryofLabour.

(c) Where Building Operators require a 5th Class Engineer Certificate,Caretakers who have completed or show promise to complete theBuildingOperatorTrainingProgramshallbeeligibleforreimbursementof50%ofthecostofobtainingtheinitial5thClasscertification. Thecostofsubsequentrenewalshallbetheresponsibilityoftheemployee.

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(d) AnynewcertificatesrequiredbytheBoardorgoverningauthority,duetonewduties,equipmentordutiesassignedtoemployees,shallbepaidforby theBoard.Thecostof subsequent renewalof suchcertificatesshallbetheresponsibilityoftheemployee.Thisclauseshallonlyapplytoemployeescurrentlyintheaffectedposition.

15:14 (a) In exceptional circumstances, should it become apparent that a new assignment is in the best interests of the students, the Board and the employee; an administrative initiated transfer can be initiated. Priortoinitiatingthistransfer,theBoardwouldengageinconsultation anddialoguewiththeemployeeandtheUnionoutliningtherationale for themoveandthebenefitsofanewplacement forallaffectedby suchmove.

Variableswhichwouldbeconsideredexceptional circumstancecouldinclude;changingneedsoftheschooland/ordivision,andtheneedforgrowthopportunityfortheemployee.

(b) Thistransferwouldtakeeffectatthetimewhichbestmeetstheneedsof all parties and the appropriate supportwould be provided to theemployeetoassistwithasmoothtransitiontotheirnewassignment.Whereeverpossiblethetransferwouldtakeplaceatthebeginningofthefollowingschoolyearoratanaturalschoolbreak.

(c) PositionsinallgroupsexceptGroupEwhichbecomevacantasaresultofAdministrativeInitiatedTransferswillbepostedasper15:01.Transferswithin the vacant job classification will occur prior to promotion orincreaseinFTE’s.TheemployeeaffectedbyanAdministrativeInitiatedTransferwillbeconsideredforallsubsequentvacanciesarisingoutoftheinitialposting.

(d) PositionsinGroupEwhichbecomevacantasaresultofanAdministrativeInitiatedTransferswillbepostedinaccordancewith15:06.EmployeesinGroupEaffectedbyAdministrativeInitiatedTransfersshallbeconsideredfor all current vacancies within the same classification as a result ofresignation or retirement. It is understood that the employeemustbedeemedqualifiedandableforthevacantposition.TheemployeeaffectedbyanAdministrativeInitiatedTransferwillmaintaintheirFTEinthepositiontheyaretransferredto.

(e) An employee transferred under this provisionmay request to returnto the employee’s former position without any penalty upon thesubmissionofaletterexplainingthebonafidereasonforrevertingandameetingwithallpartiesconcerned.

ARTICLE 16 – ACCESS TO EMPLOYEE FILES

16:01 Employeeswhowish to have access to their personnel file shallmake arequest to the Superintendent of Human Resources or designate. TheSuperintendentshallmakearrangementsasrequiredtoenabletheemployeetoreviewthefileinatimelymanner.

16:02 TheBoardagreestoadviseanddiscusswithanemployeeanyperformanceevaluation report prior to any such report being filed in the employee’spersonnelfile.

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ARTICLE 17 – DISCIPLINE

Thepartiesendorsetheconceptofprogressivediscipline.

17:01 When a supervisor finds it necessary to submit a disciplinary letter on anemployee,itshallbeinwritinganditshallcontain:

(a) particulars regarding the work performance or other employmentrelatedactiongivingrisetotheletter.

(b) disciplinary and/or correctivemeasureutilized and recommendationsforfurtheraction.

(c) astatementcertifying that the letterhasbeen readbyanddiscussedwiththeemployeeconcerned.

ItisunderstoodthatPerformanceAppraisalsdonotconstituteadisciplinarydocumentunderthemeaningofthisArticle.

17:02 An employee shall have the right to comment on a disciplinary letter inwriting.Theemployee’swrittencommentsshallbeprovidedwithinfive(5)workingdaysofthereceiptofthedisciplinaryletter.

17:03 Thedisciplinary letterandtheemployee’scommentsshallbecomepartoftheemployee’spersonnelfileandcopiesshallbeforwardedtotheUnion.

17:04 In theevent thatnosubsequentdisciplinary letter isfiledduringaperiodof twenty-four (24)months, the disciplinary letter shall be removed fromthefileandwillnotbecomepartofanysubsequentdisciplinaryactions.Insituations involvingdiscipline forprovenmattersofamoreseriousnaturesuch as sexual harassment or theft, the disciplinary letters shall not beremovedfromthefile.

17:05 Insituationswhereasupervisor/principalmeetswithanemployeeforthepurposeofdiscussingamatterofformaldiscipline,thesupervisor/principalshallnotifytheemployeeoftheirrighttohaveaUnionStewardpresent.

Formaldisciplineisunderstoodtobeanydisciplinaryactionatthewrittenreprimandlevelorabove.

Union Stewards shall be given the opportunity to perform their requireddutiesfreefromhindrance.ItisunderstoodthatUnionStewardswillmakearrangementswiththeappropriatesupervisor/principalwhendutiesrequirethemtobeabsentfromtheirregularlyassignedduties.

17:06 Anyemployeewhoisabsentwithoutleaveotherthanforprovensickness,disabilityorinjuryforthree(3)consecutivedayswillbeconsideredtohaveabandonedtheiremploymentandwillbeterminatedforcause,unlesstheemployeecandemonstratethatitwasunreasonabletoexpectthemtobe atwork.

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17:07 An employee may be suspended for just cause. When an employee issuspendedtheyshallbegiventhereasoninthepresenceoftheirSteward.Suchemployeeand theUnionshallbeadvisedby theBoardpromptly inwritingofthereasonforsuchsuspension.Suchemployeeshallhaverecoursetothegrievanceprocedure.

17:08 AnemployeewhohascompletedtheprobationaryperiodmaybedismissedforjustcauseupontheauthorityoftheBoard.TheUnionshallbeprovidedtheopportunitytohaveaShopStewardpresentwhenanemployeeisbeingdismissed. Such employee and the Union shall be advised promptly, inwriting,bytheBoardofthereasonforthedismissal.Suchemployeeshallhaverecoursetothegrievanceprocedure,butSteps1and2ofthegrievanceprocedureshallbeomittedinsuchacase.

17:09 Employeeswhohavebeenunjustlydemoted,suspendedordismissedshallbeimmediatelyreinstatedintheirformerpositionwithoutlossofseniority.They shall be compensated for all time lost in an amount equal to theirnormal earnings during the pay period next preceding such dismissal orsuspension,orbyanyotherarrangementastocompensationwhichisjustandequitableintheopinionofthepartiesorintheopinionofaBoardofArbitration,ifthematterisreferredtosuchaBoard.

17:10 IncaseswheretheconductofapermanentemployeewarrantstheimmediateremovaloftheemployeefromtheBoard’spremises,theemployeeshallbesuspended,pendinginvestigationofthedetailssurroundingtheincident.Theunionshallbepromptlyinformedofsuchaction.Adecisiononthemattershall be communicated to the employee and theUnion bymanagementpersonnelwithinthree(3)workingdaysofthesuspension.

ARTICLE 18 – LABOUR MANAGEMENT MEETINGS

18:01 ThereshallbeaLabourManagementCommitteeconsistingofrepresentativesfrom the Board and representatives fromCUPE 8443, for the purpose ofresolvingdifficultiesandpromotingharmoniousrelationships.CUPE8443willinformtheBoardbySeptember30thofeachyearoftheemployeeswhoshallbegrantedleave,withoutlossofpayorbenefits,toattendmeetingstoamaximumofsix(6)employees.

Theparties agree to establish a joint termsof reference for thepurposesofclarifying the labourmanagementcommitteeprocesseswith respect tospecific roles and responsibilities of each member and the committee’sfunctionasawhole.

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ARTICLE 19 – WORKING CONDITIONS/HOURS OF WORK

19:01 DefinitionofEmployeeGroups

Group A – Tradespeople ThisgroupshallincludeallmaintenancepersonnelholdingaJourneypersonCertificateorRedSealCertificateandothertradespeople.

Group B – Maintenance Thisgroupshallincludethoseemployeeswhoarenon-certifiedintherespectivetradesinwhichtheyshallbeengagedandshallincludethosewhoareassignedtocheckboilers.ThisgroupalsoincludestheMaintenanceClerks,Driver,RentalsClerk,HVACSupportTechnicianandSummerStudents.

Group C – Caretakers ThisgroupshallincludeBuildingOperatorsandallCaretakerdesignations.

Group D – Driver Educators ThisgroupshallincludeallDriverEducators.

Group E – Educational Assistants Thisgroupshallinclude: • EAII–employeeshiredtosupportstudentswithspeciallearningneeds. • EAIII–employeeshiredtosupportspecialeducationprograms. • Pre-KEAIII–employeeshiredtosupportPre-Kprograms.

Group F – Information Systems ThisgroupshallincludeElectronicsRepairTechnicians,SystemSupportTechnicians,NetworkandCommunicationsSupportTechnicianandtheAdministrativeAssistant-IS.

Group G – All other support staff Thisgroupincludesallotherclassificationsnotspecificallylistedabove.

19:02 While,owingtoconditionswhichexistintheoperationofaschoolsystem,theexistingworkinghoursoftheemployeescannotbedefinitelyspecifiedexcept during certain periods. Unless otherwise agreed, employees shallreceivetwo(2)consecutivedaysoffeveryseven(7)days.

(a) GroupsAandB-thehoursofworkforfull-timeemployeesinTradesandMaintenanceshallbeforty(40)hoursperweek.

(b) GroupC-thehoursofworkforfull-timeemployeesinCaretakingshallbeforty(40)hoursperweek.

(c) Group D – the hours of work for full-time Driver Educators shall bethirty-sevenandone-half(37.5)hoursperweek.

(d) GroupE–thehoursofworkforfull-timeEducationalAssistantsIIandPre-KEducationalAssistantsIIIshallbethirty(30)hoursperweek.Thehoursofworkforfull-timeEducationalAssistantsIIIshallbethirty-five(35)hoursperweek.

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(e) GroupF–thehoursofworkforfull-timeInformationSystemsemployeesshallbeforty(40)hoursperweek.

(f) GroupG–thehoursofworkforNutritionWorkerswillbeaminimumthreehoursperday.TheNutritionWorkerswillbeemployedona10monthbasisworkingstudentcontactdays.

Thehoursofworkforallotherfull-timesupportemployeesshallbeaminimumofthirty-five(35)hoursperweek.

19:03 (a) Twelve(12)monthemployeesshallhavetheirworkweekrestructured sothattheyshallworkfulldaysfromMondaytoThursdayandahalf dayonFriday. Thiswilloccurduring themonthsof JulyandAugust, exceptthattheFridayinanyweekinAugustinwhichtheinstructional yearbegins,plusanypreviousFriday(s)inAugustshallbeexcludedas determinedbyadministration.

ThehoursofworkfortheseFridayafternoonsshallbemadeuppriortoJuly1 oftheschoolyearinwhichtheyaretaken,withtheexceptionofthosespecified in (b)below. The required time tobemadeup shall be inincrementsofnotlessthan30minutesandnotmorethan60minutesperday.Thereshallbenochange in salary rates or remuneration forthoseemployeeswhomakeupthistime.Insituationswhereitisclearthat an employee will not be employed during the period July 1 toAugust31,thatemployeeshallnotberequiredtoworktheadditionaltime.

Workbackhourswillbeasagreedtobythesupervisor/principalandtheaffectedemployeegroup.

(b) MaintenanceandCaretakingstaffshallhavetheabilitytomakeuptheirhoursbeginningFebruary1st.

(c) SummerstudentsshallmakeupthesehoursduringJulyandAugustbycompletingtherequired40hoursperweekfromMondaytoFridayat12:00noon.

19:04 DriverEducatorsshallworktheteacherdaysandthesummermonthslessthefour(4)weeksofvacation.Allpermanentemployeesareemployedonatwelve(12)monthbasis.

Driver Educators shall receive time off with pay during Christmas break,SpringbreakandEasterbreak.

19:05 TradespeopleandMaintenanceStaff(GroupAandB):

(a) TheBoardagrees toarrangetohaveallmaintenanceequipmentandmaterialshauledtoandfromalljobs,andagreestoarrangetosupplytransportationforallMaintenanceemployeeswhoarerequiredtomovefromonejobtoanotherduringtheirworkingday.

(b) TheUnionherebyagreesthatsucharrangementcanincludetheuseofvehiclesownedbyemployees,byconsentoftheemployeeconcerned.

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(c) SubjecttoArticle19:02ofthisAgreementitisagreedthatthehoursofworkshallbe:

MondaytoFridayinclusive,

7:00 a.m. to 3:00 p.m., with a 20-minute paid lunch break on thepremises.

(d) Notwithstanding the hours set forth above, it shall be the privilegeof the appropriate supervisor, (in consultationwith theunionand/ortradespeopleconcerned,)torearrangehoursofworkasmaybemadenecessarybyemergency, renovations,or repair, having regardalso toschoolhoursandseasonalconditions.However,suchrearrangementsofhoursofworkmustbecarriedoutonlywithinreasonablelimitsandmust at no time contravene the Labour Laws and regulations underwhichtheMaintenanceemployeeswork.

(e) The hours of work for the General MaintenanceWorker assigned tocaretakingdutiesintheMaintenanceShopshallbe7:00a.m.to4:00p.m.witha1hourunpaidbreakandatwenty-minutepaidlunch.TheBoardreservestherighttoamendsuchhours,ifnecessary,inaccordancewith19:05(d).

(f) ThehoursofworkfortheMaintenanceClerkII,MaintenanceClerkIandtheRentalsClerkmayvarybyuptoone(1)hourwithmutualagreementprovidednoshiftislongerthaneight(8)hours.

(g) Inbuildingswhereemployeesareassignedtoworkduringanightshift,itisagreedthataminimumoftwo(2)employeeswillbesoassigned.

19:06–CaretakingStaff(GroupC):

(a) Duties of Caretakers shall be as outlined in the Caretaker’s Manual.TheUnionshallhavetheopportunitytomakerepresentationsonanyproposedrevisiontotheCaretaker’sManual.

(b) Notwithstandingthescheduleofhourssetforthbelow,itshallbetheprivilege of the Building Operator and the Caretaking staff, with theapproval of the Operations Manager, to interchange and rearrangethe hours of work as may be mutually agreeable. However, sucharrangementsmustbecarriedoutonlywithinreasonablelimits.

(c) Thefollowingscheduleofhoursshallapplytothosemonthsoftheyearwhentheschoolheatingsystemisinfullandcontinuousoperationandwhenperiodicboilerchecksarerequired.

(d) Further,notwithstandingthehoursofworksetforthbelow,ifaschoolbuilding is rentedorused, the caretakerondutymusthaveone-half(1/2)hour after thebuilding is completely vacatedby the renters orusers, inorder toclean the rentedorusedarea.Otherwise,overtimeratesattimeandonehalf(1½)shallapplyforaminimumofonehour.

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(e) Thehoursofwork,asoutlinedbelow,shallapplyfromopeningdayofschooltotheclosingdayofschoolinthefollowingyear.Duringschoolbreaks, hours may be adjusted provided that all rentals and leasesduringtheperiodareaccommodatedbyregularcaretakers.

(f) Rentals:

i) Caretakersregularlyondutyshallberesponsibleforworkassociated withtherentalandforsupervisionofthebuildingduringtherental.

ii) If a caretaker is not regularly onduty, the Facilities Section shall assignanotherpersontosuperviseandtocleanthebuildingsoas toleavethebuildinginthesameconditionasitwasbeforerental.

(g) Inbuildingswhereemployeesareassignedtoworkduringanightshift,itisagreedthataminimumoftwo(2)employeeswillbesoassigned.

(h) AllocationofStaffPerSchool

(i) Caretakers shall be assigned to caretaking duties in Saskatoon Public Schools as necessary to complete thework and fulfill all duties required by the Board, in accordance with Division AdministrativeProcedure.

(ii) When two ormore 8-hour employees work on the 3:00 p.m. - 11:00p.m.shift,onewillbeanAssistantBuildingOperator.

(i) HoursofWork

(i) BuildingOperators

1) BuildingOperatorsshallbeondutybetweenthehoursof7:00 a.m.and3:00p.m.withatwenty(20)minutepaidlunchbreak onthepremises.

2) BuildingOperatorsatschoolswithasplitshiftshallbeonduty between the hours of 7:00 a.m. and 5:00 p.m. with a 2 hourunpaidbreakandatwenty(20)minutepaidlunchbreak onthepremises.

(ii) The hours of work for any day-time caretaker shall be from 7:00a.m.to3:00p.m.withatwenty(20)minutepaidlunchbreak onthepremises.

(iii) Full-timecaretakingstaffassignedtotheeveningshiftshallbeon duty between 3:00 p.m. and 11:00 p.m.with a 20minute paid lunchbreakonthepremisesexcept that in theeventofa rental beyond11:00p.m.atleastonecaretakershallbeondutybetween thehoursof4:00p.m.and12:00midnightwitha20minutepaid lunchbreakonthepremises.

(iv) Part-timecaretakingstaffwillbeassignedtodutiesasrequired

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(v) Notwithstandingtheabovehoursofwork, itshallbeunderstood thatthehoursofworkforGroupCshallbeasdesignatedexcept thattheBoardreservestherighttochangethehoursofworkifit deems advisable. The Union shall be consulted before action is takenunderthisparagraph.

(vi) Any rearrangement ofworking hours should bemadeonlywith approvaloftheappropriatesupervisor.

(j) BoilerChecks

TheBoardshallensurethatallschoolsarecheckedinaccordancewithgovernmentregulations:

(i) Regularemployeeswillbeassignedthesedutiesduringtheregular workweek.

(ii) Qualified non-school division staff may be assigned for boiler checksonweekendsandpublicholidays.

19:07–InformationSystemsStaff(GroupF)

(a) SubjecttoArticle19:02ofthisAgreement,itisagreedthatthehoursofworkshallbe:

MondaytoFridayinclusive, 8:00a.m.to4:00p.m.witha20minutepaidlunchbreak.

Start and end times of shiftsmay vary by up to four (4) hourswithmutualagreementprovidednoshiftislongerthaneight(8)hours.

(b) Notwithstanding the hours set forth above, it shall be the privilegeof the appropriate supervisor, (in consultation with the union and/or information services employee concerned,) to rearrange hours ofworkasmaybemadenecessarybyemergency,renovations,orrepair,havingregardalsotoschoolhoursandseasonalconditions.However,suchrearrangementsofhoursofworkmustbecarriedoutonlywithinreasonablelimitsandmustatnotimecontravenetheLabourLawsandregulationsunderwhichtheInformationSystemsemployeeswork.

19:08–Allothersupportstaff(GroupG)

(a) ForallotherclassificationsnotlisteditisunderstoodthattheBoardandtheUnionagreetomeettodiscussanychangestoworkarrangementsor conditions ofwork for all employeeswho are represented by theUnion.

19:09 Anemployeeisentitledtooneworkbreakinthefirsthalfoftheirworkdayandoneworkbreakinthesecondhalfoftheirworkday.Atnotimewillabreakexceedfifteen(15)minutes.Breaksmustbeusedasassignedbytheirsupervisorandcannotaccumulate.

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ARTICLE 20 – RATES OF PAY

20:01 TheratesofpayshallbeinaccordancewithScheduleA,BandC.

20:02 Effectivethedateofratification,substituteemployeeswillbepaidateither$13.10/hourorat80%ofthefirststepoftheappropriatepayclass(whicheverisgreater),forallhoursworked.

20:03 The classification and rates of pay applicable to employees under thisagreementshallbeinaccordancewithScheduleA,BandCattachedtotheAgreement.AllincrementincreasesinaccordancewithScheduleA,BandCshallbeeffectivethefirstofthemonthfollowingthemonththeindividualbecomeseligiblefortheincrementincrease.

20:04 Twelve-MonthEmployees

Earningsanddeductionsshallbecalculatedonadailyratewhichshallbedeterminedbythefollowing:

(a) 7houremployees:dividethenegotiatedmonthlyrateofpayby152.19andmultiplytheresultby7.

(b) 7.5houremployees:dividethenegotiatedmonthlyrateofpayby163.06andmultiplytheresultby7.5.

(c) 8houremployees:dividethenegotiatedmonthlyrateofpayby173.93andmultiplytheresultby8.

20:05 Ten-MonthEmployees

Employeeswhoareemployedonaten(10)monthschoolyearbasisandarelaidoffduringschoolbreaksshallreceivepaymentofwagesonanequalizedmonthlyformulabasedon:

The number of working days in the school year + public holidays fallingbetween September and the following June = number of days paid in aschoolyear

7houremployees:numberofdayspaidinaschoolyearx7hoursperday=numberofhoursperyear÷10months=numberofhourspermonth

Vacationpaywouldbeaddedtothemonthlyamount.

(a) Daysauthorizedtobeworkedpriortothestartoftheschoolyeartoamaximumof35hoursperschool/location,shallbepaidnolaterthanthe12thdayofSeptember,providedtherequireddocumentationhasbeensubmittedtoPayrollbyAugust31stofthatyear.

(b) Adjustments to employees’ monthly salaries would occur whenemployees commence or return from leaves of absence, terminateemployment,orareabsentfromworkduetoapprovedlong-termleavesofabsencewithoutpay.

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20:06 NutritionWorkers

NutritionWorkersshallreceivepaymentofwagesonanequalizedmonthlyformulabasedon:

Number of student contact days + public holidays falling during studentcontactdays=numberofdayspaidinaschoolyear÷10months=numberofdayspermonth.

Vacationpaywouldbeaddedtothemonthlyamount.

(a) Adjustments to employees’ monthly salaries would occur whenemployees commence or return from leaves of absence, terminateemployment,orareabsentduetoapprovedlong-termleaveofabsencewithoutpay.

20:07 (a) IntheeventthatanemployeeinallgroupsexceptGroupC,isassigned in an actingor temporary capacity to ahigher classification formore thanthree(3)consecutiveworkingdays,theemployeeshallbepaidat the rate applicable to the higher classification for the full period soworked.

(b) IntheeventthatanemployeeinGroupCisassignedtoanactingortemporary capacity to a higher classification as a result of sick leave,vacationoremergencyduringstudentcontactdays,theemployeeshallbe paid at the rate applicable to the higher classification for the fullperiodsoworked.

20:08 Themonthlypaydayshallbenolaterthanthesecondlastteachingdayofanymonth.

Inthosemonthswheretherearenoteachingdays,themonthlypaydayshallbenolaterthanthesecondlastworkingdayofthatmonth.

20:09 (a) Caretaking,MaintenanceandInformationSystemsemployeesassigned totheafternoonshift(11a.m.–7p.m.),theeveningshift(3:00p.m. to 11:00 p.m.) and employees in Group C working split shifts shall receiveashiftdifferentialof$104.36permonth(60¢perhour).

Paymentsofshiftdifferentialsshallbemadeona10-monthequalizedbasisbeginninginSeptemberandendinginJune.

NOTE:Theshiftdifferentialshallonlybepaidtoemployeeswhentheyactuallyworktheshiftsatthetimesnoted.

(b) Employees in the Maintenance section, indentured as Apprenticesunder theprovisionsof theApprenticeshipandTradesTrainingActofSaskatchewan,shallreceivepayinaccordancewiththeirclassificationorasrequiredbytheAct,whicheverisgreater.

(c) The salary rate which is to be paid to Summer Student employeeswho are employed as additional staff shall be eighty percent (80%)oftherateagreeduponfortheGeneralMaintenanceWorker,1styearclassification.

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(d) GeneralMaintenanceWorkerwilladvanceinthepayscalefromGeneralMaintenanceWorker,1stYeartoGeneralMaintenanceWorker2ndyear;andCaretakerswilladvanceinthepayscaleafterone(1)fullyearofequivalentfull-timeemployment.

20:10 In the event that shift work beyond the traditional work day is initiated,a shift differential for employees affected shall be determined throughcollectivebargainingandshallbecomepartofthiscollectiveagreement. Itisunderstoodbyallpartiesthatinterimshiftadjustments,wherenecessarytoaccommodatespecialneedsof theschoolor theBoardthatthisarticledoesnotapply(i.e.excursions,meetingsandinitiativesoutsideofregularlyscheduledworkinghours).

ARTICLE 21 - OVERTIME

Itisunderstoodthatadayisdefinedfromthehoursof12:01amto12(midnight).TheBoardshallprovideatleasteight(8)hoursofrestbetweenshifts.Anyhoursworkedpriortotheeight(8)hoursrestbreakwillbepaidatovertimerates.

21:01 (a) Ifasupervisorrequiresanemployeetoworkformorethantheirregularly scheduledhoursinanyworkingday,overtimeshallbepaidattherate ononeandone-half(1½)timestheregularrateforthefirsttwo(2) hoursofovertimeandallhoursinexcessoftwo(2)hoursshallbepaid atarateoftwo(2)timestheregularrateofpay.

(b) Innocasewillanemployeebepaidovertimepriortoworkingseven(7)hoursinanygivenday.

(c) DriverEducators Ifasupervisorrequiresanemployeetoworkformorethanthirtyseven

andone-half(37.5)hoursperweektoprovideinclassinstructionorincarinstruction,overtimeshallbepaidattherateofoneandone-half(1½) timestheregularrate.Employeeswillnotbepaidforovertimewhenplanning, marking and completing administrative details related to theirwork.

(d) MaintenanceClerksandRentalsClerk Ifasupervisorrequiresanemployeetoworkmorethaneight(8)hours

ofworkinanyworkingday,overtimeshallbepaidattherateofoneandone-half(1½)timestheregularrateforthefirsttwo(2)hoursofovertimeandallhoursinexcessoftwo(2)hoursshallbepaidattherateofdoubletime.

21:02 Overtimeoncall-outshallmeantimeduringwhichaCaretaking,Maintenance,Tradespersonor Information Services employee is required to be atworkonaregulardayofrestorafterleavingtheplaceofemploymentfollowingcompletionofaregulareighthourshift.Paymentforover-timeoncall-outshallbeforaminimumoftwo(2)hoursatoneandone-half(1½)timestheregularhourlyrateforthefirsttwo(2)hoursandattwo(2)timestheregular rate for time in excess of two (2) hours except that for call-outsoccurringbetweenthehoursof12:00midnightand6:00a.m.paymentforalltimeshallbeattwo(2)timestheregularhourlyrate,foraminimumofthree(3)hours.

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21:03 Overtimeshallnotbeworkedunlessauthorizedbythesupervisor.

21:04 A form shall be used to record overtime hours. On aminimummonthlybasis, the form shall be submitted to Payroll. An employee who worksovertime shall be paid out for overtimehours or take time in lieu at theabovedescribedovertimerates if theemployeesowishes.Themaximumnumberofdaysoffthatmaybebankedatanyonetimeunderthisclauseisfive(5)days.Employeesonaparttimebasiswillhavethesedaysprorated.Timeinlieushallbetakenasmutuallyagreedbetweentheemployeeandthe immediate supervisor.BankedovertimemustbeusedorallocatedbyMay31stofeachyearfortimeuptoandincludingJune30th.AnyovertimeworkedinJunewillbepaidout.

ARTICLE 22 – SICK LEAVE

22:01 SickleavemeanstheperiodoftimeanemployeeisabsentfromworkwithpaybyvirtueofbeingsickordisabledorbecauseofanaccidentforwhichcompensationisnotpayableundertheWorkers’CompensationAct.

22:02 (a) Allfull-timeemployeesshallbecreditedwithtwo(2)dayspermonth from the date of hiring, with the unused portion of this sickness allowancetoaccumulateuptoamaximumofonehundredandeighty (180) working days. Employees on a part-time basis will have such monthlycreditproratedwithamaximumaccumulationofonehundred andeighty(180)days.

Temporaryemployees,afterthree(3)monthsofservice,willbeeligibleto receive up to two (2) days per month sick leave coverage (noaccumulation).

(b) Effectivedateofratification,employeeswhohavecontinuoustemporaryserviceimmediatelypriortobeinghiredonapermanentbasis,willbeeligibletoreceivetheequivalentamountofsickleaveforthistemporaryservice,uponsuccessfullycompletingtheprobationaryperiodreferredtoinArticle11:01.

22:03 The Board will keep a sick leave record and issue, upon request of theemployeeastatementofaccumulatedsickleavecreditstoeachemployee.

22:04 Atthediscretionoftheappropriatesupervisor/principal,anemployeemayberequiredtoproduceamedicalstatementfromadulyqualifiedmedicalpractitionerforanyillnessinexcessofthree(3)consecutiveworkingdays,certifyingthat theemployeewasunabletocarryoutdutiesdueto illness.If theemployee’sphysicianchargesafeefor themedicalcertificatewhichisoverandabovethefeepaidbytheMedicalCareInsuranceCommission,the employee may submit the receipt for such a fee to the appropriatesupervisor/principal for reimbursement. In exceptional cases where anemployeeisdeemedtohaveexcessivesickleaveusage,theBoardmayaskforamedicalstatementforanyabsenceforaspecifiedperiodoftime.

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22:05 At its discretion, theBoardmay require a secondmedical examination inorder to confirm payment of sickness allowance, provided that such anexaminationshallbecompletedatBoardexpense.

22:06 Absenceonaccountofillnessshallfirstbechargedagainstthecurrentyear’saccumulation.Absenceinexcessofthecurrentyear’saccumulationshallbechargedtotheemployee’ssickleavecreditstandingatthestartoftheyear,butonlyuptothesickleaverequiredtocoverthe105dayeliminationperiodoftheLTDbenefitplan.Shouldanemployee’sapplicationforLTDbenefitsbedeclined,accesstosickleavewouldstillbeapplicable.

22:07 Notwithstanding the foregoing provisions, an employee on Worker’sCompensation or sick leave, shall not continue to accumulate sick leavecreditsbeyondaperiodofabsenceofsix(6)months.

22:08 It is expected that employees will schedule medical, dental and opticalappointments outside of the work day. An employee who is unable toscheduleanappointmentoutsidetheworkdaymaybegrantedleavewithpay toattend theappointmentandsuch leavewillbededucted fromtheemployee’ssickleaveentitlement.

22:09 CompulsoryQuarantine

Wagesfortimelostduetocompulsoryquarantineshallbepaidtoemployeeswhencertifiedbyamedicalofficerandshallnotbechargeabletosickleave.

22:10 In circumstanceswhere amember of the bargaining unitmay be unableto perform the regular duties of his/her position due to a medically-documentedmentalorphysicaldisability,theBoardandtheUnion,togetherwiththeaffectedemployee,shallmeettodiscussandexchangeallrelevantinformation regarding the existence and nature of the disability and, ifnecessary,optionswithrespecttotheaccommodationoftheemployee.Theparties agree towork together to consider how the employee’s disabilitycan be accommodated and the affected employee shall participate andcooperatefullyintheprocess.

Thepartiestothisprotocol,andtheaffectedemployee,shallprovideeachotherwith all information relevant to the accommodation of the affectedemployee, including medical information pertaining to the employee’sdisability, and information regarding the requirements/duties of theemployee’sposition.

Whenanaccommodationpackageissenttoanemployee,theBoardshallnotifytheUnion.

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ARTICLE 23 – PUBLIC HOLIDAYS

23:01 “PublicHolidays”shallmeanthefollowingdays:

NewYear’sDay SaskatchewanDay FamilyDay LabourDay GoodFriday ThanksgivingDay EasterMonday(Monday RemembranceDay immediatelyfollowing ChristmasDay GoodFriday) VictoriaDay CanadaDay BoxingDay

andallotherholidaysproclaimedbythefederal,provincialorcivicauthorities.

23:02 Subjecttootherprovisionsofthissection,publicholidaysshallbeobservedwithoutlossofpay.

23:03 Where a public holiday falls on an employee’s day off, another day offwith pay shall be granted in lieu of the holiday to run continuouslywiththeemployee’sregulardaysoffandsuchdayoffinlieushallbetreatedasthepublic holiday for thepurposeof theAgreement as it applies to thatemployee.

23:04 Employeeswhoarerequiredtoworkonapublicholidayasdesignatedin23:01,shallbepaidoneandone-half(1½)timestheregularhourlyratefortime(tothenearestonequarterofanhour)uptotwo(2)hours;andtwo(2)timestheregularhourlyratefortimeinexcessoftwo(2)hours.

Boiler Checkerswho are required towork on Statutory Holidays shall, inadditiontotheirregularpayandbenefits,receivepayattherateoftwo(2)timesregularhourlyrateforsuchholidays.EmployeesshallbepermittedtotakeanalternatedayoffinlieuoftheStatutoryholidayatstraighttime(1x)rate rather than receivepay, if theemployeesodesires. Timeoff shallbetakenasmutuallyagreedbetweentheemployeeandthesupervisor.

ARTICLE 24 – VACATIONS WITH PAY

24:01 EffectiveSeptember1,2018, it isunderstood thatpaid vacationdoesnotaccrue on unpaid leaves of absence. All employees shall after one year’sservice, be entitled to annual vacation with pay, and in each year ofconsecutiveservicethereafter,onthefollowingbasis:

(a) Thosewithoveroneyearofservicewillbeentitledtothree(3)weeks’vacationwithpay.

(b) Thosewithoverseven(7)yearsofservicewillbeentitledtofour(4)weeks’vacationwithpay.

(c) Thosewithoverfifteen(15)yearsofservicewillbeentitledtofive(5)weeks’vacationwithpay.

(d) Thosewithovertwenty-three(23)yearsofservicewillbeentitledtosix(6)weeks’vacationwithpay.

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(e) AnemployeewillbeentitledtoanadditionalweekvacationduringthelastyearofemploymentpriortoretirementwithpensionallowanceasprovidedundertheBoardPensionPlan.

(f) Theanniversarydateofcomputingvacationentitlement is July1nextfollowing the date of employment. Twelve (12) month employeeswhoareintheir7th,15thor23thyear(s)ofservice,butwhohavenotcompletedtheirrespective7th,15thor23thyear(s)ofservicebyJuly1stofthatyear,shallhavetheadditionalweekofvacation,specifiedin24:01(a-d),pro-ratedtothenearestone-halfdaybasedonthenumberoffullmonthsqualifying.

(g) Employeesnothavingayearofservicepriortothevacationperiodshallbeallowedvacationattherateofoneandone-quarter(1¼)workingdays for each completedmonth of service. An employee leaving theserviceoftheBoardatanytimeinavacationyearpriortotakingvacationshallbeentitledtopaymentofwagesinlieuofearnedvacation.

Employeesmayannuallyutilizeuptoone(1)oftheirearnedvacationdayseachyearinperiodsofnotlessthantwo(2)hours.

24:02 EffectiveSeptember1,2018,allemployeesemployedonaten-monthbasisshallreceivevacationpayinlieuofanannualvacationcomputedasfollows:

(a) Employeeswithoverone(1)yearofservice-3/52ofgrossannualpay.

(b) Employeeswithoverseven(7)yearsofservice-4/52ofgrossannualpay.

(c) Employeeswithoverfifteen(15)yearsofservice-5/52ofgrossannualpay.

(d) Employeeswithovertwenty-three(23)yearsofservice-6/52ofgrossannualpay.

24:03 DriverEducators

(a) Employeeswithoverone(1)yearofserviceshallbeentitledtofour(4)weeks’ vacationwithpay. The anniversarydateof computingholidayentitlementisJuly1nextfollowingthedateofappointment.

(b) Anemployeeshallbeentitledtoanadditionalweekofvacationduringthelastyearofemploymentpriortoretirement,withpensionallowanceasprovidedundertheBoard’sPensionPlan.

24:04 EachemployeeoftheCaretakingandMaintenancestaffshallarrangetheirannualvacationwiththeappropriatesupervisorbyMay1stofeachcalendaryear.

24:05 Thenormalvacationperiodfor12monthemployeesisfromtheendoftheschoolcalendar tofive(5)daysbeforethestartof thesubsequentschoolcalendarorwhenschoolsarenotinsession.Vacationstobetakenduringthenormalvacationperiodshallbearrangedwiththeemployee’simmediatesupervisor/principal.

24:06 Notwithstandingtheabove,12monthemployeesmaybepermittedtotakevacationsatother timesduring the year.Requests for vacationunder thisArticleshallbemadetotheappropriatesupervisor/principal.

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24:07 Employeeswho resign shall bepaid forunused vacationentitlement andshallnotbepermittedtoextendtheperiodoftheiremploymentthroughtheschedulingofunusedvacationentitlement.

24:08 Intheeventthatanemployeeishospitalized,quarantinedorconfinedundermedicalcareduetoseriousillnessorinjuryduringannualvacationperiod,thetimespentinhospital,quarantineorconfinementshallnotbeconsideredtobepartofthevacationperiod,butshallbedeemedtobesickleaveandshallbechargedagainsttheemployee’ssickleavecredit.Theadditionaldaysrequiredtocompletethevacationentitlementshallbeprovidedatamutuallyagreedtimeduringtheyearofentitlementortheappropriatepaymentshallbemadeinlieu.Theonuswillbeontheemployeetoprovidewrittenproofofeither the illnessor injurywhich requiredhospitalization,quarantineorconfinement and the fact that hospitalization, quarantine or confinementoccurredasaresult.

24:09 Carryover of vacations for employees may be permitted subject to thefollowing:

(a) Requests shall be made in writing to the appropriate supervisor/principalpriortothestartofthenextvacationyear.

(b) Thenumberofemployeesfromeachdepartment/schoolgrantedcarryover privileges shall be determined by the appropriate supervisor/principalsubjecttoapprovalbytheHumanResourcesDepartment.

(c) The maximum number of vacation days which may be carried overisfive (5)days.Employeesonapart-timebasiswillhave thesedaysprorated. Requests beyond the five (5) days shall be directed to theSuperintendentofHumanResourcesordesignate.

(d) The frequencywithwhichanemployeemayusecarryoverprivilegeswillbedeterminedbytheappropriatesupervisor/principal.

ARTICLE 25 – WORKERS’ COMPENSATION

25:01 SubjecttothetimerestrictionsspecifiedinArticle25:02,anemployeewhoisreceivingbenefitsfromtheWorker’sCompensationBoardastheresultofanaccidentarisingoutoftheperformanceofregulardutieswiththeBoardshallbepaidbytheBoardanamountpermonthwhichisequaltothedifferencebetweenhis regularsalaryand theamounthe receives fromtheWorkers’CompensationBoard.

25:02 ThepaymentbytheBoardprovidedinArticle25:01shallcontinueduringtheperiodofdisabilityorforaperiodof12months,whicheverisshorter.

ARTICLE 26 - EMPLOYEE BENEFITS

26:01 AllpermanentemployeesshallparticipateintheBoard’sPensionPlan;LongTermDisabilityPlan;andtheBasicLifeInsurancePlan,includingAccidentalDeath andDismemberment benefits, for self and family. Employees shallhave the option to increase Life and AD&D insurance coverage on anindividualfamilybasisbypayingtheapplicablepremiumasrequiredbytheinsuranceunderwriter(s).

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ThecostofthepremiumsfortheBasicLife,LTDandAD&DbenefitplansshallbesharedbytheBoardandtheemployeesona50/50basis.ThecostofthepremiumforDependentsInsuranceshallbepaidbytheemployees.

(a) The Board will provide a Dental Plan for all permanent employeesworkinganaverageoffifteen(15)hoursormoreperweek,includingmajorrestorativeandorthodonticservicesata50%levelofco-insurance.Orthodonticserviceslifetimebenefitperpersonwillbe$2,000(PlanC).Majorrestorativeservicesperpersonwillbe$2,000peryear(PlanB).

(b) Permanent employees regularly working a minimum of fifteen (15)hoursormoreperweek,shallbecoveredunderanExtendedHealthCarePlan. Thisplanwill includea vision carebenefitproviding $250per person every twenty-four months. This plan will also include aPrescriptionDrugCard.

(c) ThepremiumsfortheDentalandExtendedHealthCarePlansshallbepaid100%bytheBoard,providedthecombinedcostofthepremiumsdoesnotexceed4.4%ofpayrollcostsofthegroup.

(d) Shouldtheassetsofthepercentagesreferredtoabovebeshortoftheamountrequiredforpremiums,thepartiesagreetomeettodeterminestepstocontaincostswithintheallocatedamounts.

(e) Permanentemployeesovertheageof65shallcontinuetoparticipateintheBoard’sExtendedHealth,DentalandBasicLifeplans.

26:02 AnnuallytheBoardshallprovideeachemployeewithanemployeebenefitstatementwhichshalloutlineinsimple,concisetermsthebenefitsandcostsof all employee benefits including pension plan statements, accumulatedsick leave to January1ofeachyear, vacationentitlement to July1of thepresentyear.

26:03 The Union agrees to provide representation to a committee to considerchangestoLongTermDisabilityandGroupInsuranceplans.

26:04 TheBoardagreestocoverthecostofanannualinfluenzashotforpermanentemployees regularly working a minimum of fifteen (15) hours or more perweek.

ARTICLE 27 – LEAVES OF ABSENCE

27:01 LeaveofAbsenceForFull-TimeUnionPositions:

(a) Anemployeewhoiselectedorselectedforafull-timepositionwiththeUnion that isnotwithin thescopeofSaskatoonPublicSchools, shallbegranted leaveofabsence foraperiodof three(3)months toone(1) year. Where the leave request is shorter than three (3)months,the requestmay be considered by the Board. Such employee shallreceivepayandbenefitsasprovidedinthisAgreement,buttheUnionshallreimbursetheBoardforallpayandbenefitsduringtheperiodofabsence.

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(b) UpontherequestofCUPELocal8443ortheemployee,suchleaveshallbeextendedbytheBoardforoneadditionalyearandfurtherextensionthereaftermaybegrantedbymutualconsentoftheparties.Shouldtheleave be granted beyond one year, the employee’s positionmay bepostedandwhenhe/shereturns,he/shewillbeplacedinanequivalentjobwithintheirjobclassification.

(c) Exceptbymutualagreement,nomorethantwo(2)employeesshallbeentitledtosuchleaveatanyonetime.

(d) UponrequesttotheBoard,thePresidentorUniondesignateofCUPE8443shallbegranteduptoa1.0leaveofabsenceforoneyearprovidedthe Union reimburse the Board for all pay and benefits during theperiodofabsence.TheUnionshallsubmitthenameofsuchdesignateor alternate annually, immediately after annual election/selection isprovidedfor.

27:02 UnionLeave:

(a) Where possible and upon request to the Superintendent of HumanResources, five (5) working days in advance, employees elected orappointedtorepresenttheUnionatconventions,educationalworkshopsorotherUnionbusiness,maybealloweda leaveofabsencewithoutlossofpayorbenefits.TheUnionshallreimbursetheBoardforallpayandbenefitsduringtheperiodofabsence.

(b) AUnionrepresentativeshallbegranteduptoone(1)daypermonthforunionbusinesswithoutlossofpayorbenefits.TheUnionshallreimbursetheBoardforallpayandbenefitsduringtheperiodofabsence.

(c) Representatives of the Union who are attending meetings duringregularlyscheduledhours,attherequestof,and,withrepresentativesoftheBoardand/oradministration,shalldosowithoutlossofpayorbenefits.

(d) The Union President or designate may be granted leave for Unionbusinesswithoutlossofpayorbenefits.TheUnionshallreimbursetheBoardforallpayandbenefitsduringtheperiodofabsence.

27:03 NegotiationLeave:

An employee certified as a representative of the Union Local 8443, shallsuffernolossinsalaryfortimeabsentfromdutiesforthepurposeof:

(a) ParticipationinnegotiationswiththeBoardoritsrepresentatives.Thenumberofemployeerepresentativesshallnotexceedseven(7).

(b) Participation in grievance, conciliation or arbitration proceedingson matters arising from this Agreement. Payment for attendance atarbitrationhearingsshallbelimitedtothree(3)employees(excludingwitnesses).

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27:04 PublicDutyLeave:

(a) Uponwrittenrequestoftheemployee,theBoardshallallowleaveofabsencewithoutpaysothatanemployeemaybeacandidateinfederal,provincialormunicipalelections.

(b) Anemployeewhoiselectedtopublicofficeshall,onrequest,begrantedleaveofabsencewithoutpayorbenefitsduringthetermofpublicoffice.Employees granted such leave shall be permitted to maintain theirbenefitcoveragebypayingthetotalcostofpremiumsfortheperiodoftheleave.

27:05 CompassionateLeave:

(a) Where employees suffer a death or serious illness of a near relative(spouse, child, father, mother, sister, brother, in-laws, grandchild,grandparent), compassionate leave of up to five (5) days shall begrantedwithoutlossofsalarytoallowtimeawayfromworktoallowforcareorgrieving.

(b) Whenleavegrantedunder27:05(a)requirestheemployeetoattendoutside the province or more than 500 kilometers, one way, fromthe employee’s place of residence, such leave shall include, aswell,reasonabletraveltimebuttotalleaveshallnotexceedseven(7)daystoallowtimeawayfromworktoallowforcareorgrieving.

(c) Where an employee suffers the death of a relative with whom theemployeehasexperiencedaverycloserelationshipsubscribedtothatofanimmediatememberofthefamily,compassionateleaveofuptoone(1)dayshallbegrantedwithoutlossofsalary.

(d) Requests forcompassionate leaveshallbedirectedto the immediatesupervisor/principal. However, a request for a leave which wouldexceedanytimelimitstatedunderthisArticleshallbedirectedtotheSuperintendentofHumanResourcesforadecision.

(e) Whenanemployeeisrequiredtoperformthedutiesofanexecutor,theemployeeshallbegrantedleavewithoutsalaryofuptothree(3)daysinadditiontoanyothercompassionateleavegrantedinArticle27:05.

(f) TheBoard and theUnion support theprovisionsof the EmploymentInsuranceCompassionateCareBenefitsprogram.

27:06 FuneralLeave:

Forthoseindividualsnotidentifiedin27:05,uptoone(1)day,asrequired,shallbegrantedwithoutlossofsalarytoattendafuneral.

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27:07 JuryorCourtWitnessDuty:

LeaveforJuryDuty,toappearasaplaintiffordefendant,ortobeawitnessinCourtshallbegrantedwithoutlossofsalary.TheBoardshallpayanemployeethedifferencebetweenthenormalearningsandthepaymentreceivedforjuryserviceorcourtwitness,excludingpaymentfortravelling,mealsorotherexpenses.Theemployee is required topresentaproofof serviceand theamountofpayreceived.

27:08 Examination/EducationLeave:

(a) Employees shall be granted leaveof absencewithout lossofpay forone-half(1/2)dayatonetimetowriteexaminationstoup-gradetheiremploymentqualifications.

(b) After two years of continuous service, employees may be grantedEducationalLeave,withoutpayandwithnolossofseniority,toupgradetheireducationand/orskills.Thisleavemaybegrantedforuptoone(1)yearbasedontheirFTEandassignment.Requestsforsuchleaveshall be submitted to the Superintendent of Human Resources. TheSuperintendent ofHumanResources shall advise all applicants as tothestatusoftheirapplications.Employeesgrantedsuchleaveshallbepermittedtomaintaintheirbenefitscoveragebypayingthetotalcostofthepremiumsfortheperiodoftheleave.

Inexceptionalcircumstances,whereleavewouldleadtoaccreditationtowards a school division position, a second year of leave may beconsidered.ApplicationforasecondfullyearshouldbemadebeforeMarch15thoftheschoolyearpriortotheoneforwhichtheapplicationforleaveistoapply.Senioritywillnotaccrueduringthesecondyearofleave.Uponreturn,theemployeewillbeplacedinapositionascloselysimilartothatpreviouslyheldaspossible.

(c) Permanent employees, with more than one (1) year of continuousservice,shallbeeligibleforreimbursementof50%oftuitionfeeswhenfurthering their education in accordance with the terms of a TuitionAssistanceProgram.TheUnionwillbeconsultedpriortoanychangetotheprogram.

Allreimbursementswillbeconditionaluponsuccessfulcompletionofthecourse(s)undertaken.

TheBoardwillsuspendapplicationsoncethebudgetisfullysubscribed.

(d) The Superintendent of Education or designate may grant leave withpayandbenefitstoattendjobrelatedconferencesorseminars.Partialassistancemaybeprovidedforregistrationfees.

(e) DriverEducatorswhoarerequiredbyMinistryofEducation/SGItoattendprofessionaldevelopmentconferencesshallbegrantedleavewithpayandbenefitsandshallhaveexpenses reimbursed inaccordancewithBoardAdministrativeProcedure.

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(f) Employees shall receive one (1) day’s leave of absence with pay toattendhighschoolorpost-secondarygraduationceremoniesinvolvingthe employee or their immediate family, provided such ceremoniesoccurduringtherespectiveemployees’regularworkinghours.

Employeesrequiringtimeoffduringregularlyscheduledhoursofworkto attend a grade 8 farewell should consult with their supervisor/principalforthenecessarytimeoff.

27:09 UnavoidableCircumstances:

A short-term leave of absence without loss of salary for up to, but notexceeding,one (1)daymaybegrantedby theSuperintendentofHumanResourcesforabsenceduetounavoidablecircumstancessuchasinclementweather,impassableroads,orothertransportationfailuresandactsofGod.Themaximumnumberof days granted for this leave is two (2) dayspercalendaryear.

27:10 CitizenshipLeave

Employeesshallreceiveone(1)day’sleaveofabsencewithpaytoattendCanadiancitizenshipceremoniesinvolvingtheemployeeortheirimmediatefamily

27:11 ReligiousObservanceLeave

A permanent employee shall receive a leave of absence without pay forreligiousobservancesoftheemployee’sownfaith.

27:12 OtherLeaves:

Anemployeemaybegranted leaveof absence for reasonsother thanasprovided under 27:01 to 27:10 inclusive. Requests for leave under thisprovisionshallbesubmittedtotheSuperintendentofHumanResourcesordesignate.

Reasonsforleaveofabsenceshallbestatedintherequest.Leaveshallnotbedeniedwithoutvalidreason.

Normallythetotalnumberofdaysgrantedfor leavewithoutpayshallnotexceedfive(5)calendardaysperschoolyear.

27:13PersonalLeave-Wellness

Eachpermanentemployeeshallbegranteduptotwo(2)daysofpersonalleavewithpayperyear,providedtheemployeeusedfive(5)daysorlessofsickleaveinthepreviouscalendaryear.Employeesonaparttimebasiswillhavethesedaysprorated.Thetimingofthedaysoffshallbemutuallyagreedbetweentheemployeeandthesupervisor.ThesedaysmustbeusedbeforeDecember31stoftheyearinwhichtheywereearnedastheyarenoteligibleforcarryoverfromyeartoyear.

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ARTICLE 28 – PARENTAL LEAVE

28:01 GeneralProvisionsforMaternity,AdoptionandParentalLeave:

(a) Forpurposesofeligibility,layoffsduringthemonthsofJulyandAugustshallnotbeconsideredserviceorasabreakinservice.

(b) While on maternity, adoption or parental leave, an employee shallaccrue service forpurposesof vacationentitlements, butno vacationcreditswillaccumulateduringtheleave.

(c) Seniorityshallcontinuetoaccrueduringthefullperiodofallmaternity,adoptionorparentalleaves.

(d) Theemployeeshallsuffernolossofbenefitentitlementaccruedpriortothecommencementofmaternity,adoptionorparentalleave.Whentheemployeecontinuestopaybenefitpremiums,theboardwillcontinuetopaytheirportionofthebenefitpremiums.

(e) Whileonmaternity,adoptionorparentalleave,sickleavebenefitswillnotaccumulate.

(f) Subjecttothequalifyingprovisionsofthepensionplan,anemployeeonleaveunderthisArticlemayelecttomaintainpensioncontributionsfortheperiodinwhichtheynormallywouldhavebeenemployed,bypayingboththeemployee’sandtheBoard’sshareofthecontributions.

(g) ExtensionsmaybegrantedbymutualagreementoftheBoardandtheemployeeunderArticle27:12.However,themaximumcombinedleavethatwill be granted under Article 28 shall not exceed eighteen (18)months.

(h) Notice of intention to return towork or a request for change in thelengthofthematernity,adoptionorparentalleavemustbeforwardedto the Superintendent of Human Resources, in writing, at least fourweekspriortotheexpirationofsuchleave.

(i) On return from maternity, adoption or parental leave, an employeeshall, if possible, be placed in the employee’s former position at thecurrent rate of pay. If an employee returns to a position which hasbeen reclassified upward, the employee shall be placed in the newclassification.

28:02 Maternityleave:

(a) Anemployee:

(i) who is currently employed and has been in the employment of theBoardforatotalofatleasttwenty(20)weeksinthefifty-two (52)weeksimmediatelyprecedingthedayonwhichtherequested leaveistocommence,and

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(ii) whoprovidestotheSuperintendentofHumanResources,nolater than four (4) weeks prior to the date on which she intends to commencetheleave,herwrittenrequestformaternityleave,which must include a medical certificate from a qualified medical practitionercertifyingthatsheispregnantandestimatingthedate ofbirth,

willbeentitledtomaternityleavewithoutpay.

(b) Maternityleavemaycommenceanytimeduringthetwelve(12)weeksprecedingtheestimateddateofbirth.

(c) Maternityleavemaybeforaperiodofuptoeighteen(18)consecutiveweeks.

(d) Employeeswhoareeligibleformaternityleaveshallbeentitledtothirty-four(34)consecutiveweeksofparentalleave.

(e) Employeeswhoarenoteligibleformaternityleaveareentitledtothirty-seven(37)consecutiveweeksofparentalleave.

28:03 AdoptionLeave:

(a) Anemployeewho isadoptingachildshall,uponwritten request,begrantedleavewithpayforaperiodoftwo(2)daytotakecustodyofthechild.

(b) TheBoardmaygrantadditional leavewithpay should circumstanceswarrant.

(c) Anemployee:

(i) who is currently employed and has been in the employment of theBoardforatotalofatleasttwenty(20)weeksinthefifty-two (52)weeksimmediatelyprecedingthedayonwhichtherequested leaveistocommence,and

(ii) who notifies the Superintendent of Human Resources of the intention to adopt as soon as is reasonably possible after the approvaloftheadoptionhasbeengranted,and

(iii) who provides the Superintendent of Human Resources with as much notice as possible as to the commencement date of the leave,

willbeentitledtoadoptionleavewithoutpay.

(d) Adoptionleavemaybeforaperiodofuptoeighteen(18)consecutiveweeks.

(e) Employeeswhoareeligibleforadoptionleaveshallbeentitledtothirty-four (34)consecutiveweeksofparentalleave.

(f) Employees who are not eligible for adoption leave are entitled to thirty-seven(37)consecutiveweeksofparentalleave.

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28:04 ParentalLeave:

(a) UponrequesttotheSuperintendentofHumanResources,anemployeeshallbegrantedparentalleaveoftwo(2)dayswithpayforthepurposeofeitherattendingatthebirthoftheemployee’schildorassistingtheemployee’sspouseandchildonreturnhomefromthehospital.

(b) TheBoardmaygrantadditional leavewithpay should circumstanceswarrant.

(c) Anemployee:

(i) who is currently employed and has been in the employment of theBoardforatotalofatleasttwenty(20)weeksinthefifty-two (52)weeksimmediatelyprecedingthedayonwhichtherequested leaveistocommence,and

(ii) who makes written request to the Superintendent of Human Resources,willbeeligibleforparentalleavewithoutpay.

(d) Employeeswho are eligible formaternity or adoption leave shall beentitledtothirty-four(34)consecutiveweeksofparentalleave.

(e) Employees who are not eligible for maternity or adoption leave areentitledtothirty-seven(37)consecutiveweeksofparentalleave.

(f) Parentalleavemayonlybetakenduringthetwelve(12)weeksbeforetheestimateddateofbirthortheestimateddateonwhichthechildistocome into theemployee’scare,as thecasemaybe,orduring thefifty-two(52)weeksfollowingtheactualdateofbirthortheactualdateonwhichthechildcomesintotheemployee’scare.

(g) An employee whowishes to take leave pursuant to 28:02 and alsounder28:04shalltakethetwoleavesconsecutively.

28:05 SupplementalEmploymentBenefits(SEB)Plan:

(a) Inrecognitionthattherewillbeaphysicaland/ormentalhealthrelatedportionofanymaternityleaveduringwhichawomanmaybemedicallyunfitfordutyasanemployeeduetopregnancy,deliveryorpost-delivery,suchemployeeshallbeeligibleforSEBPlanbenefitsifsheis:

(i) onmaternityleave;

(ii) medicallyunfitfordutyforhealth-relatedreasonsduetopregnancy, deliveryorpost-delivery;and,

(iii) in receipt of Employment Insurance benefits in serving the one-weekwaitingperiod.

(b) Effectivethefirstofthemonthfollowingthedateofratification,everyemployee who is eligible for SEB Plan benefits in accordance withArticle28:05(a)shallbeentitledtosuchbenefitsforaperiodoftwelve(12)weekscommencingthedateofdelivery,withoutbeingrequiredtoprovidemedicalevidence.SEBPlanbenefitswillonlybepaidfordaysforwhichemployeeswouldnormallyreceivepay.

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(c) AfemaleemployeeshallapplytotheboardforSEBPlanbenefits,usingformsestablishedbytheBoard,nolaterthanonehundredandtwenty(120)calendardaysfollowingthebirthofherchild.

(d) TheamountofSEBPlanbenefitsprovidedshallbetheamountrequiredtosupplementtheemployee’sEmploymentInsurancebenefitsto95%ofhersalaryentitlement,subjecttotheusualdeductionsrequired.

ARTICLE 29 – TRAVEL AND VEHICLE ALLOWANCE

29:01 Employees required by the Board to travel in the performance of theirdutiesandwhoareauthorizedbytheDirectorordesignatetoclaimatravelallowanceshallbepaidsuchallowanceasprovidedin29:03.

29:02 (a) Employees authorized to receive a travel allowance and for whom normalmonthlytravelexpectationscanbepredeterminedshallbepaid themonthlyallowanceasauthorized.

(b) Employees authorized to receive a travel allowance and for whomnormal monthly travel expectations may not be determined, shallsubmitamonthlystatementofdistancetravelledforapproval.

(c) Employeeswhoarerequiredtoregularlytransportstudents,equipmentorgoods,usingtheirpersonalvehicles,shallreceiveatravelallowancein accordancewith 29:03 and shall in addition receive one hundredand twenty-five dollars ($125.00) per month vehicle allowance. Thedefinitionof regular transportationwouldbeeight (8) round tripsormorepermonth.

29:03 TravelallowanceshallbepaidinaccordancewithAdministrativeProcedure509.

29:04 Nopaymentshallbemadefor travel fromhometoadesignatedplaceofemploymentandreturn.

29:05 DriverEducators

(a) Vehicles,fuelandmaintenanceofvehicleshallbesuppliedbytheBoardand it isunderstoodthatnecessary fueling,maintenanceandupkeepshallbedoneonBoardtime.

(b) Alldrivereducatorvehiclesshallbeequippedwithwintertires.

ARTICLE 30 – UNIFORMS AND EQUIPMENT

30:01 Whenanytoolssuppliedby theBoardoranytoolswhichanemployee isrequiredtosupplyasaconditionofemploymenthavebeenstolenorbrokenintheserviceoftheBoard,theyshallbereplacedwithtoolsofequivalentquality,atnocosttotheemployee,providingthatnegligenceonthepartoftheemployeewasnotafactorinthetheftorbreakingofthetools.Inthecaseofemployeenegligence,thetoolsshallbereplacedbytheemployee.

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30:02–UniformsandSpecialClothing(CaretakingandMaintenanceEmployees)

(a) TheBoardwill furnishandmaintainfive (5) shirtswithout chargeasmayberequiredbytheBoard. Theemployeewillberesponsibleforlaunderingtheuniforms.

(b) TheBoardshallsupplyonepairofrubberand/orleather-palmedglovesto each member of the Caretaking staff, and other rubber boots orclothingastheBoardmayfeelnecessary.

(c) TheBoardshallprovide for the issueofonepairofcoveralls toeachmemberoftheMaintenancestaffotherthanpaintersuponrequesttotheOperationsManager.

(d) TheBoardshallprovideforanoriginalissueoftwopairofwhitecoverallstoeachpainterontheMaintenancestaffandforareplacementofonepairannuallythereafter.

(e) TheBoardwillmakeavailablefortheuseofCaretakingstaff,coverallswhichshallbeobtainedbyrequisitionthroughtheOperationsManager.

(f) The Board will provide high visibility clothing for Caretaking andMaintenancestaffasdeterminedbytheirsupervisor.

30:03 Cafeteriastaffshallbepaidauniformallowanceofthreehundredandfiftydollars($350.00)perschoolyear.NutritionWorkersshallbepaidauniformallowanceofonehundredandseventy-fivedollars($175)perschoolyear.Paymentshallbeintwo(2)equalamounts,paidinSeptemberandFebruary.

30:04 TheBoardagrees toprovide identification cards to thoseemployeeswhorequire them to perform their duties as determined by the supervisor/principal.

30:05 TheBoardagreestoprovideuptoonehundredandfiftydollars($150)peryearasreimbursementtothoseMaintenanceemployeeswhorequiresafetybootstocompletetheirdutiesasdeterminedbythesupervisor.

ARTICLE 31 – SEVERANCE ALLOWANCE

31:01 ThepurposeoftheSeverancePayPlanistoprovideaseveranceallowancetoemployeeswhoafterspecifiedyearsofservicearenolongeremployeesoftheSchoolDivision.

Thedateonwhich theemployee ishiredby theSchoolDivision shallbedesignatedasthe“anniversarydate”forthepurposesofthissectionoftheAgreement.

(a) Uponhaving reached the tenthanniversarydateandbefore reachingthe fifteenth anniversary date the employee upon termination shallreceivetwoweeks’wagesattheregularrateofpay.

(b) Uponhavingreachedthefifteenthanniversarydateandbeforereachingthe twentieth anniversary date the employee upon termination shallreceivethreeweeks’wagesattheregularrateofpay.

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(c) Uponhavingreachedthetwentiethanniversarydateandbeforereachingthetwenty-fifthanniversarydatetheemployeeuponterminationshallreceivefiveweeks’wagesattheregularrateofpay.

(d) Uponhavingreachedthetwenty-fifthanniversarydateandatanytimethereafter theemployeeshall receivesixweeks’wagesat the regularrateofpay.

31:02 Validreasonsforreceivingtheseveranceallowanceuponterminationshallbeforretirement,permanentlay-off,orinabilitytoworkduetopermanentillnessoraccident.

31:03 Severancepay shallbepaidover to theemployeewithin thirtydaysafterterminationofemployment.Itisagreedthatseverancepaydueanemployeewhodieswhile in theemployof theSchoolDivisionshallbepaid to theestateofthedeceased.

31:04 SpecialCircumstancesSeverance

InunusualorextenuatingcircumstancesapermanentemployeewhosignsanagreementtoterminateemploymentwillbeentitledtoseverancepayinanamounttobedeterminedthroughdiscussionsbetweentheBoardandtheUnion.

ARTICLE 32 - TECHNOLOGICAL CHANGE

32:01 The Board undertakes to notify the Union three (3) months before theintroductionofanytechnologicalchange,whichmayaffecttheemploymentstatusofanyemployee.Aswell,theBoardagreesthatitwilltakemeasurestoprotectemployeesfromadverseaffects,whichmayresultfromtechnologicalchanges.

32:02 Whenduetoachangeinoperationalprocedures,neworgreaterskillsarerequiredthanarealreadypossessedbyanaffectedemployeeunderpreviousmethodsofoperation,theBoardshallprovidetraining,retrainingortransferopportunities.

32:03 Noadditionalemployeesshallbehiredby theBoarduntil theemployeesalready working shall be notified of the proposed technological changesand allowed an Board- funded training period to acquire the necessaryknowledgeorskillforretainingtheiremployment.TheperiodofsaidtrainingshallbenegotiatedbetweentheBoardandtheUnion.

ARTICLE 33 – OCCUPATIONAL HEALTH AND SAFETY

33:01 The Union, the Board and all employees recognize the importance ofpromotingthehealthandsafetyofitsmembersandemployees;theBoardandallemployeesrecognizesitsobligationtoadheretoallsafetyandhealthstatutesandlegislation.

33:02 In the case of extreme inclementweather, discussionwill occurwith theDriverEducatorManagertodeterminethesafetyofin-carinstruction.

40

ARTICLE 34 – REPRESENTATIVE WORKFORCE

34:01 (a) Preamble:

Thepartieswilladdressproactiveprocessesthatsupportarepresentativeworkforce which shall include but not be limited to identifyingemployment opportunities, education and training, and preparingworkplaces.

(b) WorkforceRepresentation:

The parties agree to the principle of a representative workforce forAboriginalworkers.Thepartiesagreetodevelop, implement,monitorandevaluatepro-activeinitiativesdesignedtoensureAboriginalpeopleare present in all occupations in their proportion to the provincialworkingpopulation.

Therefore,whenhiring newemployees, theAboriginal representativeworkforce principle shall be applied. Selection panels will includea qualified Aboriginal panel member where there are Aboriginalcandidates,whereverpossible.

The parties agree there will not be any positions designated forAboriginalcandidatesonly.

(c) WorkplacePreparation:

The parties agree to implement cultural awareness education forall employees to deal with misconceptions and dispel myths aboutAboriginalpeopleandensureabetterunderstandingofrespectfulworkpractices.

(d) Elders:

Attherequestoftheemployee,anEldermaybepresentwhendealingwithissuesaffectingAboriginalemployees.TheemployeeisresponsibleforcontactingtheElderandanyothernecessaryarrangements.

(e) AccommodationofSpiritualorCulturalObservances:

The parties agree to make every reasonable effort to accommodateanemployee inorder for themtoattendorparticipate inspiritualorcultural observances requiredby faith or culture (at the discretionoftheirsupervisor).

ARTICLE 35 – SEXUAL OR PERSONAL HARASSMENT

35:01 TheBoardagrees thatno formof sexualorpersonalharassment shallbeallowedintheworkplaceorinworkrelatedsituations.Theprinciplesandvaluesof theBoard include the rightof all employees to self-respect anddignity.Itisagreedthattheworkplaceshouldbefreefromsexualandotherformsofpersonalharassment.

41

35:02 GrievancesrelatedtosexualorpersonalharassmentshallcommenceatStep2oftheGrievanceprocedure.Grievancesunderthisarticleshallbedealtwithinstrictconfidencebybothpartiesatallstepsincludingarbitration.

35:03 Insituationswheresexualorpersonalharassmenthasbeenallegedandagrievancehasbeeninitiated,reasonablemeasuresshallbetakentoensurethattheemployeesdirectlyinvolvedinthesituationshallnotberequiredtoworkincloseproximitytooneanotheruntilsuchtimeasthegrievancehasbeenresolved.

35:04 Employeesshallnotbestigmatizedasaresultofproceedings,whichmayoccurunderthisArticle.Exceptforwhateveractionsmaybeprescribedunderthe grievance procedure, there shall be no repercussions against anyonedirectlyinvolvedinthesituationwhichledtothegrievance.

ARTICLE 36 – PARKING FEES

36:01 (a) Employeeswho are assigned a parking stall with an electrical outlet shall pay a parking fee of fifty-five dollars ($55.00) per year, plus applicabletaxes.

(b) Theparkingfeewillbepaidbypayrolldeduction.

(c) Employeeswhoworkhalf(1/2)timeor lessandwhoareassignedaparkingstallshallbeassessedhalf(1/2)oftheaboveparkingfee.

(d) TheUnionPresidentwillbeassignedaparkingstallatthesamecostasoutlinedin36:01(a).

ARTICLE 37 – APPRENTICE EMPLOYEES

37:01 TheBoardwillparticipateinthetrainingofapprenticesunderthetermsofTheApprenticeshipActoftheProvinceofSaskatchewan.Ingeneralterms,theprogramwilloperateasfollows:

37:02 The Board may designate apprenticeship positions in certain trades if aJourneyperson posting cannot be filled either internally or externally. TheminimumleveltobeconsideredbytheBoardwillbesecondyearapprentices.

37:03 Apprentice employeeswill be hired as a permanent employee subject toArticle37:09.

They will be granted the same rights and benefits as other permanentemployees.

37:04 Asarequirementtoenteringanapprenticeshipprogram,theemployeeandtheBoardwillsignthe‘FormA-ContractBetweenApprenticeandEmployer’provided by the Saskatchewan Apprenticeship and Trade CertificationCommission.

42

37:05 Apprentice employees, indentured as Apprentices under the provisions oftheApprenticeshipandTradesTrainingActofSaskatchewan,shallreceive:

Secondyearapprentice–70%ofjourneypersonwageasoutlinedinScheduleA

Thirdyearapprentice–80%ofjourneypersonwageasoutlinedinScheduleA

Fourthyearapprentice–90%ofjourneypersonwageasoutlinedinScheduleA

37:06 When an apprentice employee is required to complete technical training atSaskatchewan Polytechnic, the employee shall submit a leave request to theSuperintendentofHumanResourcesforapprovalforanunpaidleaveofabsence.

37:07 SupplementaryEmploymentBenefits(SEB)

VerificationthattheemployeehasappliedforandisinreceiptofEmploymentInsurance(EI)benefitswillbemadebeforeSEBpaymentsarepaid.

TheperiodanapprenticeemployeeiseligiblefortheSEBplanbenefitsunder‘ApprenticeEmployees’willbeasoutlinedbySaskatchewanApprenticeshipandTradeCertificationCommissionuptoamaximumof10weeks.

TheamountofSEBPlanbenefitsprovidedshallbetheamountrequiredtosupplementtheemployee’sEmploymentInsurancebenefitsto95%oftheirsalaryentitlement,subjecttotheusualdeductionsrequired.

37:08 Apprenticeemployeeswhoareapprovedforaleaveofabsencetocompletetechnicaltrainingshallundertakeinwritingtoreturntotheemployoftheschooldivisionforat leastoneyear. Intheeventofdefault, theemployeeshall refund a portionof the amount of the SEBbenefits receivedunlesswaivedbytheschooldivision.

37:09 Where an individual employed under the program has not achievedminimumtradestandardsorrequirements,thecontractwillbeterminated.An employee who transfers into an apprenticeship position and who isunabletoachievetheminimumtradestandardsorrequirements,shallbeplacedinapositionwithintheirformerjobclassification.Thisincludesbutisnotlimitedto:

(a) Failuretoobtainafinalpassinggradeatanyleveloftradecertificationtrainingprogramonthesecondattempt,

(b) Failure to obtain a final passing grade at the Journeyperson Tradeexaminationonthesecondattempt,

(c) FailuretobeawardedJourneypersonTradestatusuponcompletionofallformaltraderequirements.

ARTICLE 38 – TERM OF AGREEMENT

38:01 This Agreement shall be in force and effect from September 1, 2016, uptoand includingAugust31,2020,andfromyear toyear thereafterunlessnotificationofdesiretoamendorterminateisgiveninwriting.

38:02 Eitherpartymay,notlessthansixty(60)daysnormorethanonehundredandtwenty(120)daysbeforetheexpirydatehereofgivenoticeinwritingtotheothertoterminatethisAgreementornegotiatearevisionthereof.

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INWITNESSWHEREOFthepartiesheretohavecausedthesepresentstobeexecutedthedayandyearfirstabovewritten.

ON BEHALF OF: CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

THE CANADIAN UNION OF PUBLIC EMPLOYEES (CLC)

SIGNED THIS 29th DAY OF MARCH, 2019.

THE BOARD OF EDUCATION OF THE SASKATOON SCHOOL DIVISION NO. 13

WillBauer

ScottBarrett

DonnaNelson

DaveSpence

ClaytonWilson

KevinHeit

Carole-AnneWilson

JaimeValentine

ReneeLaPlante

MitchKachur

DonnaleeWeinmaster

MelissaTate

IvanEnglesman

44

SCHEDULE “A”EffectiveSeptember1,2016

Start After1YearGROUP A Month Hour Month Hour

Journeyperson Trades Carpenter 5,893 33.88 6,067 34.88Electrician 6,013 34.57 6,188 35.58IndustrialMechanic 6,013 34.57 6,188 35.58Painter 5,524 31.76 5,903 33.94Plumber 6,013 34.57 6,188 35.58HVACTechnician 6,013 34.57 6,188 35.58*Apprentice–referto37:05

Start After1YearGROUP B Month Hour Month HourMaintenance

MaintenanceScheduler 4,347 24.99 4,491 25.82Driver 3,722 21.40 3,818 21.95HVACSupportTechnician 5,710 32.83 5,879 33.80PreventativeMaintenanceTechnician 3,912 22.49 4,138 23.79GeneralMaintenanceWorker 3,463 19.91 3,689 21.21 1 2 3 4MaintenanceClerkI 12Month 3,548 3,651 3,750 3,856 Hourly 20.40 20.99 21.56 22.17RentalsClerk 12Month 3,929 4,058 4,178 4,300 Hourly 22.59 23.33 24.02 24.72MaintenanceClerkII 12Month 4,237 4,371 4,503 4,632 Hourly 24.36 25.13 25.89 26.63

Start After1YearGROUP C Month Hour Month HourCaretaking

BuildingOperator4 4,616 26.54 BuildingOperator3 4,503 25.89 BuildingOperator2 4,279 24.60 BuildingOperator1 4,138 23.79 AssistantBuildingOperator -with5thClassCertificate 3,913 22.50 -withFireman’sCertificate 3,757 21.60 CaretakerFireman 3,689 21.21 Caretaker 3,233 18.59 3,463 19.91RentalCaretaker MinimumWage

45

GROUP D 1 2 3 4Driver Educator 12month 4,254 4,504 4,752 5,003 Hourly 26.09 27.62 29.14 30.68

GROUP E Sub Rate 1 2 3 4Educational Assistants EducationalAssistantII10Month 3,126.87 3,223.01 3,307.68 3,392.34Pre-KEducationalAssistantIIIHourly 17.43 21.79 22.46 23.05 23.64EducationalAssistantIII

Start After1YearGROUP F Month Hour Month HourInformation Systems ElectronicsRepairTech.2 4,741 27.26 4,854 27.91SystemsSupportTech.2 5,453 31.35 5,562 31.98SystemsSupportTech. 5,054 29.06 5,166 29.70NetworkandCommunications 5,241 30.13 5,352 30.77SupportTechnician 1 2 3 4AdministrativeAssistant-IS 12Month 4,500 4,632 4,764 4,891 Hourly 25.87 26.63 27.39 28.12

46

GROUP G Other Support Staff

Sub Rate 1 2 3 4

1. NutritionWorker StudentContact 1,987.32 Hourly 13.10 14.71 2. CafeteriaCook/Worker 12Month 2,747 2,817 2,886 2,954 UtilityClerk Hourly 14.44 18.05 18.51 18.96 19.41 10Month 2,590.18 2,656.19 2,720.76 2,785.34

3. PrinterI 12Month 2,943 3,030 3,112 3,196 ResourceDistributionClerk Hourly 19.34 19.91 20.45 21.00 10Month 2,775.29 2,857.09 2,934.58 3,013.50 4. LibraryTechnician 12Month 3,105 3,194 3,283 3,374 PurchasingClerkII Hourly 16.32 20.40 20.99 21.57 22.17 SecretaryI 10Month 2,927.40 3,012.07 3,095.30 3,181.40 5. CafeteriaManager 12Month 3,318 3,418 3,508 3,598 StudentServicesSecretary Hourly 21.80 22.46 23.05 23.64 PurchasingClerkIII 10Month 3,128.30 3,223.01 3,307.68 3,392.34 6. AccountingTechnician 12Month 3,438 3,551 3,656 3,762 SecretaryII Hourly 22.59 23.33 24.02 24.72 Jr.GraphicArtist 10Month 3,241.67 3,347.86 3,446.87 3,547.32 VisualImpairment ProgramAssistant SensoryImpaired ProgramAssistant PayrollClerk(7.5hours/day) 7. AdministrativeAssistant 12Month 3,707 3,828 3,940 4,053 SeniorPurchasingAssistant Hourly 24.36 25.15 25.89 26.63 Transportation/Insurance 10Month 3,495.66 3,609.03 3,715.22 3,821.41 Technician HRCommunicationsClerk (7.5hours/day)

8. AdministrativeAssistant 12Month 3,937 4,053 4,168 4,280 –Secondary Hourly 25.87 26.63 27.39 28.12 AdministrativeAssistant 10Month 3,712.35 3,821.41 3,930.47 4,035.22 –CentralOffice 9. PrinterII 12Month 4,010 4,146 4,278 4,412 Multi-MediaSpecialist Hourly 26.35 27.24 28.11 28.99 Buyer 10Month 4,051.31 4,188.15 4,321.91 4,457.21 TraditionalKnowledge Keeper(7.5hours/day) 10.GraphicArtist/ 12Month 4,410 4,561 4,703 4,853 BrandConsultant Hourly 28.98 29.97 30.90 31.89 Sr.AccountingCoordinator (7.5hours/day) 11.RestorativeJusticeWorker 10Month 4,913.85 5,322.83 5,731.80 6,139.24 (7.5hours/day) Hourly 31.96 34.62 37.28 39.93

47

SCHEDULE “A”EffectiveSeptember1,2017

Start After1YearGROUP A Month Hour Month Hour

Journeyperson Trades Carpenter 5,922 34.05 6,097 35.05Electrician 6,043 34.74 6,219 35.76IndustrialMechanic 6,043 34.74 6,219 35.76Painter 5,552 31.92 5,933 34.11Plumber 6,043 34.74 6,219 35.76HVACTechnician 6,043 34.74 6,219 35.76*Apprentice–referto37:05

Start After1YearGROUP B Month Hour Month HourMaintenance MaintenanceScheduler 4,368 25.11 4,513 25.95Driver 3,741 21.51 3,837 22.06HVACSupportTechnician 5,739 32.99 5,908 33.97PreventativeMaintenanceTechnician 3,931 22.60 4,158 23.91GeneralMaintenanceWorker 3,480 20.01 3,708 21.32 1 2 3 4MaintenanceClerkI 12Month 3,566 3,669 3,769 3,875 Hourly 20.50 21.09 21.67 22.28RentalsClerk 12Month 3,949 4,078 4,199 4,321 Hourly 22.70 23.45 24.14 24.84MaintenanceClerkII 12Month 4,258 4,393 4,526 4,655 Hourly 24.48 25.26 26.02 26.76

Start After1YearGROUP C Month Hour Month HourCaretaking

BuildingOperator4 4,639 26.67 BuildingOperator3 4,526 26.02 BuildingOperator2 4,300 24.72 BuildingOperator1 4,158 23.91 AssistantBuildingOperator -with5thClassCertificate 3,933 22.61 -withFireman’sCertificate 3,776 21.71 CaretakerFireman 3,708 21.32 Caretaker 3,250 18.68 3,480 20.01RentalCaretaker MinimumWage

48

GROUP D 1 2 3 4Driver Educator 12Month 4,276 4,526 4,775 5,028 Hourly 26.22 27.76 29.29 30.83

GROUP E Sub Rate 1 2 3 4Educational Assistants

EducationalAssistantII10Month 3,142.50 3,239.13 3,324.21 3,409.30Pre-KEducationalAssistantIIIHourly 17.52 21.90 22.57 23.17 23.76EducationalAssistantIII

Start After1YearGROUP F Month Hour Month HourInformation Systems ElectronicsRepairTech.2 4,765 27.40 4,879 28.05SystemsSupportTech.2 5,480 31.51 5,590 32.14SystemsSupportTech. 5,080 29.21 5,192 29.85NetworkandCommunications 5,267 30.28 5,379 30.92SupportTechnician 1 2 3 4AdministrativeAssistant-IS 12Month 4,522 4,655 4,788 4,915 Hourly 26.00 26.76 27.53 28.26

49

GROUP G Other Support Staff

Sub Rate 1 2 3 4

1. NutritionWorker StudentContact 1,966.21 Hourly 13.10 14.78 2. CafeteriaCook/Worker 12Month 2,761 2,831 2,900 2,969 UtilityClerk Hourly 14.51 18.14 18.60 19.05 19.51 10Month 2,603.13 2,669.47 2,734.36 2,799.26 3. PrinterI 12Month 2,958 3,045 3,128 3,212 ResourceDistributionClerk Hourly 19.44 20.01 20.55 21.11 10Month 2,789.17 2,871.37 2,949.25 3,028.57 4. LibraryTechnician 12Month 3,120 3,210 3,299 3,391 PurchasingClerkII Hourly 16.40 20.50 21.09 21.68 22.28 SecretaryI 10Month 2,942.04 3,027.13 3,110.77 3,197.30 5. CafeteriaManager 12Month 3,334 3,435 3,526 3,616 StudentServicesSecretary Hourly 21.91 22.57 23.17 23.76 PurchasingClerkIII 10Month 3,143.94 3,239.13 3,324.21 3,409.30 6. AccountingTechnician 12Month 3,455 3,568 3,674 3,781 SecretaryII Hourly 22.70 23.45 24.14 24.84 Jr.GraphicArtist 10Month 3,257.87 3,364.59 3,464.10 3,565.06 VisualImpairment ProgramAssistant SensoryImpaired ProgramAssistant PayrollClerk(7.5hours/day) 7. AdministrativeAssistant 12Month 3,726 3,847 3,960 4,073 SeniorPurchasingAssistant Hourly 24.48 25.28 26.02 26.76 Transportation/Insurance 10Month 3,513.14 3,627.07 3,733.79 3,840.51 Technician HRCommunicationsClerk (7.5hours/day)

8. AdministrativeAssistant 12Month 3,957 4,073 4,189 4,301 –Secondary Hourly 26.00 26.76 27.53 28.26 AdministrativeAssistant 10Month 3,730.91 3,840.51 3,950.12 4,055.40 –CentralOffice 9. PrinterII 12Month 4,030 4,166 4,299 4,434 Multi-MediaSpecialist Hourly 26.48 27.38 28.25 29.13 Buyer 10Month 4,071.57 4,209.09 4,343.52 4,479.50 TraditionalKnowledge Keeper(7.5hours/day) 10.GraphicArtist/ 12Month 4,433 4,584 4,726 4,878 BrandConsultant Hourly 29.12 30.12 31.05 32.05 Sr.AccountingCoordinator (7.5hours/day) 11.RestorativeJusticeWorker 10Month 4,938.42 5,349.44 5,760.46 6,169.93 (7.5hours/day) Hourly 32.12 34.79 37.47 40.13

50

SCHEDULE “A”EffectiveSeptember1,2018

Start After1YearGROUP A Month Hour Month Hour

Journeyperson Trades Carpenter 6,011 34.56 6,188 35.58Electrician 6,133 35.26 6,313 36.29IndustrialMechanic 6,133 35.26 6,313 36.29Painter 5,635 32.40 6,022 34.62Plumber 6,133 35.26 6,313 36.29HVACTechnician 6,133 35.26 6,313 36.29*Apprentice–referto37:05

Start After1YearGROUP B Month Hour Month HourMaintenance

MaintenanceScheduler 4,434 25.49 4,581 26.34Driver 3,797 21.83 3,894 22.39HVACSupportTechnician 5,825 33.49 5,997 34.48PreventativeMaintenanceTechnician 3,990 22.94 4,221 24.27GeneralMaintenanceWorker 3,532 20.31 3,763 21.64 1 2 3 4MaintenanceClerkI 12Month 3,619 3,724 3,825 3,933 Hourly 20.81 21.41 21.99 22.62RentalsClerk 12Month 4,008 4,139 4,262 4,386 Hourly 23.04 23.80 24.50 25.22MaintenanceClerkII 12Month 4,322 4,459 4,593 4,725 Hourly 24.85 25.63 26.41 27.16

Start After1YearGROUP C Month Hour Month HourCaretaking

BuildingOperator4 4,709 27.07 BuildingOperator3 4,593 26.41 BuildingOperator2 4,365 25.09 BuildingOperator1 4,221 24.27 AssistantBuildingOperator -with5thClassCertificate 3,992 22.95 -withFireman’sCertificate 3,832 22.03 CaretakerFireman 3,763 21.64 Caretaker 3,298 18.96 3,532 20.31RentalCaretaker MinimumWage

51

GROUP D 1 2 3 4Driver Educator 12Month 4,340 4,594 4,847 5,103 Hourly 26.61 28.17 29.72 31.30

GROUP E Sub Rate 1 2 3 4Educational Assistants EducationalAssistantII10Month 3,189.64 3,287.71 3,374.08 3,460.44Pre-KEducationalAssistantIIIHourly 17.78 22.23 22.91 23.51 24.11EducationalAssistantIII

Start After1YearGROUP F Month Hour Month HourInformation Systems ElectronicsRepairTech.2 4,837 27.81 4,952 28.47SystemsSupportTech.2 5,562 31.98 5,674 32.62SystemsSupportTech. 5,156 29.64 5,269 30.30NetworkandCommunications 5,346 30.73 5,459 31.39SupportTechnician 1 2 3 4AdministrativeAssistant-IS 12Month 4,590 4,725 4,860 4,989 Hourly 26.39 27.16 27.94 28.68

52

GROUP G Other Support Staff

Sub Rate 1 2 3 4

1. NutritionWorker StudentContact 2,006.21 Hourly 13.10 15.01 2. CafeteriaCook/Worker 12Month 2,802 2,874 2,943 3,013 UtilityClerk Hourly 14.73 18.41 18.88 19.34 19.80 10Month 2,642.17 2,709.51 2,775.38 2,841.25 3. PrinterI 12Month 3,002 3,091 3,175 3,260 ResourceDistributionClerk Hourly 19.73 20.31 20.86 21.42 10Month 2,831.00 2,914.44 2,993.49 3,074.00 4. LibraryTechnician 12Month 3,167 3,259 3,349 3,442 PurchasingClerkII Hourly 16.65 20.81 21.41 22.00 22.62 SecretaryI 10Month 2,986.17 3,072.53 3,157.43 3,245.26 5. CafeteriaManager 12Month 3,384 3,487 3,578 3,670 StudentServicesSecretary Hourly 22.24 22.91 23.51 24.11 PurchasingClerkIII 10Month 3,191.10 3,287.71 3,374.08 3,460.44 6. AccountingTechnician 12Month 3,507 3,622 3,729 3,838 SecretaryII Hourly 23.04 23.80 24.50 25.22 Jr.GraphicArtist 10Month 3,306.74 3,415.06 3,516.07 3,618.53 VisualImpairment ProgramAssistant SensoryImpaired ProgramAssistant PayrollClerk(7.5hours/day) 7. AdministrativeAssistant 12Month 3,782 3,904 4,019 4,134 SeniorPurchasingAssistant Hourly 24.85 25.65 26.41 27.16 Transportation/Insurance 10Month 3,565.84 3,681.48 3,789.80 3,898.12 Technician HRCommunicationsClerk (7.5hours/day)

8. AdministrativeAssistant 12Month 4,016 4,134 4,252 4,365 –Secondary Hourly 26.39 27.16 27.94 28.68 AdministrativeAssistant 10Month 3,786.87 3,898.12 4,009.37 4,116.23 –CentralOffice 9. PrinterII 12Month 4,091 4,229 4,364 4,501 Multi-MediaSpecialist Hourly 26.88 27.79 28.67 29.57 Buyer 10Month 4,132.64 4,272.23 4,408.67 4,546.69 TraditionalKnowledge Keeper(7.5hours/day) 10.GraphicArtist/ 12Month 4,499 4,653 4,797 4,951 BrandConsultant Hourly 29.56 30.57 31.52 32.53 Sr.AccountingCoordinator (7.5hours/day) 11.RestorativeJusticeWorker 10Month 5,012.50 5,429.68 5,846.87 6,262.48 (7.5hours/day) Hourly 32.60 35.31 38.03 40.73

53

SCHEDULE “A”EffectiveSeptember1,2019

Start After1YearGROUP A Month Hour Month Hour

Journeyperson Trades Carpenter 6,131 35.25 6,312 36.29Electrician 6,256 35.97 6,439 37.02IndustrialMechanic 6,256 35.97 6,439 37.02Painter 5,748 33.05 6,142 35.31Plumber 6,256 35.97 6,439 37.02HVACTechnician 6,256 35.97 6,439 37.02*Apprentice–referto37:05

Start After1YearGROUP B Month Hour Month HourMaintenance

MaintenanceScheduler 4,522 26.00 4,673 26.87Driver 3,873 22.27 3,972 22.84HVACSupportTechnician 5,941 34.16 6,117 35.17PreventativeMaintenanceTechnician 4,070 23.40 4,305 24.75GeneralMaintenanceWorker 3,603 20.72 3,838 22.07 1 2 3 4MaintenanceClerkI 12Month 3,692 3,799 3,902 4,012 Hourly 21.23 21.84 22.43 23.07RentalsClerk 12Month 4,088 4,222 4,347 4,474 Hourly 23.50 24.27 24.99 25.72MaintenanceClerkII 12Month 4,408 4,548 4,685 4,819 Hourly 25.35 26.15 26.94 27.71

Start After1YearGROUP C Month Hour Month HourCaretaking

BuildingOperator4 4,803 27.61 BuildingOperator3 4,685 26.94 BuildingOperator2 4,452 25.60 BuildingOperator1 4,305 24.75 AssistantBuildingOperator -with5thClassCertificate 4,072 23.41 -withFireman’sCertificate 3,909 22.47 CaretakerFireman 3,838 22.07 Caretaker 3,364 19.34 3,603 20.72RentalCaretaker MinimumWage

54

GROUP D 1 2 3 4Driver Educator 12Month 4,426 4,686 4,944 5,205 Hourly 27.15 28.74 30.32 31.92

GROUP E Sub Rate 1 2 3 4Educational Assistants EducationalAssistantII10Month 3,253.43 3,353.47 3,441.56 3,529.65Pre-KEducationalAssistantIIIHourly 18.14 22.67 23.37 23.98 24.60EducationalAssistantIII

Start After1YearGROUP F Month Hour Month HourInformation Systems ElectronicsRepairTech.2 4,933 28.36 5,051 29.04SystemsSupportTech.2 5,673 32.62 5,787 33.27SystemsSupportTech. 5,259 30.24 5,375 30.90NetworkandCommunications 5,453 31.35 5,568 32.02SupportTechnician 1 2 3 4AdministrativeAssistant-IS 12Month 4,682 4,819 4,957 5,089 Hourly 26.92 27.71 28.50 29.26

55

GROUP G Other Support Staff

Sub Rate 1 2 3 4

1. NutritionWorker StudentContact 2,078.47 Hourly 13.10 15.31 2. CafeteriaCook/Worker 12Month 2,858 2,931 3,002 3,074 UtilityClerk Hourly 15.02 18.78 19.26 19.73 20.20 10Month 2,695.02 2,763.70 2,830.89 2,898.08 3. PrinterI 12Month 3,062 3,153 3,238 3,325 ResourceDistributionClerk Hourly 20.12 20.72 21.28 21.85 10Month 2,887.62 2,972.73 3,053.36 3,135.48 4. LibraryTechnician 12Month 3,230 3,324 3,416 3,511 PurchasingClerkII Hourly 16.98 21.23 21.84 22.44 23.07 SecretaryI 10Month 3,045.89 3,133.98 3,220.58 3,310.17 5. CafeteriaManager 12Month 3,452 3,557 3,650 3,743 StudentServicesSecretary Hourly 22.68 23.37 23.98 24.60 PurchasingClerkIII 10Month 3,254.92 3,353.47 3,441.56 3,529.65 6. AccountingTechnician 12Month 3,577 3,694 3,804 3,914 SecretaryII Hourly 23.50 24.27 24.99 25.72 Jr.GraphicArtist 10Month 3,372.88 3,483.36 3,586.39 3,690.90 VisualImpairment ProgramAssistant SensoryImpaired ProgramAssistant PayrollClerk(7.5hours/day) 7. AdministrativeAssistant 12Month 3,857 3,983 4,100 4,217 SeniorPurchasingAssistant Hourly 25.35 26.17 26.94 27.71 Transportation/Insurance 10Month 3,637.15 3,755.11 3,865.59 3,976.08 Technician HRCommunicationsClerk (7.5hours/day)

8. AdministrativeAssistant 12Month 4,097 4,217 4,337 4,453 –Secondary Hourly 26.92 27.71 28.50 29.26 AdministrativeAssistant 10Month 3,862.61 3,976.08 4,089.56 4,198.55 –CentralOffice 9. PrinterII 12Month 4,173 4,313 4,451 4,591 Multi-MediaSpecialist Hourly 27.42 28.34 29.25 30.16 Buyer 10Month 4,215.30 4,357.67 4,496.85 4,637.62 TraditionalKnowledge Keeper(7.5hours/day) 10.GraphicArtist/ 12Month 4,589 4,746 4,893 5,050 BrandConsultant Hourly 30.15 31.18 32.15 33.18 Sr.AccountingCoordinator (7.5hours/day) 11.RestorativeJusticeWorker 10Month 5,112.75 5,538.27 5,963.80 6,387.73 (7.5hours/day) Hourly 33.25 36.02 38.79 41.15

56

SCHEDULE “B” INCREMENTS

1. Following initial placement on the salary range, incremental credit will begrantedonthefollowingbasis:

(a) EmployeesinGroupsD,EandG,shallreceiveanincrementafterthefirstsixmonthsofservice.

(b) Additionalincrementsshallsubsequentlybegrantedonanannualbasistothemaximumoftherange.

2. Employeeswhoareemployedonapart-timebasis,shallhavetheirservicepro-ratedandrecognized for incrementalcreditonthesamebasisas full-timeemployees.AsofJanuary1,2006,EducationalAssistantswhowork.86contractswillbeconsideredfull-timeemployees.

3. AllincrementincreasesinaccordancewithScheduleAshallbeeffectivethefirstofthemonthfollowingthemonththeindividualbecomeseligiblefortheincrementincrease.

57

SCHEDULE “C”ALLOWANCES

Effectivethefirstofthemonthfollowingdateofratification:

1. Signing, Facilitating and Brailling Allowance – An allowance of 75¢ perhour will be paid to Educational Assistants placed in positions requiringtheongoinguseof signing,braillingororal facilitating skills,provided theEducational Assistant has taken and successfully completed the requiredtrainingcourses(minimumofIntermediatelevelforsigning).

2. Lunch Period Supervision - Employees who agree to do lunch periodsupervisionshallbepaidat$13.10orat80%ofthefirststepoftheappropriatepayclass(whicheverisgreater)forallhoursworked.Itisunderstoodthatany timeworkedduring lunchperiod supervision shallnotbe consideredwhencalculatingovertime.

3. LoaderAllowance–Anallowanceof$4.37perhourwillbepaidtoemployeesassignedtooperatethedivisionloader.Ifovertimeispaidforthisallowance,thesalaryandtheallowancewillbeusedinthecalculationofovertime.

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LETTER OF UNDERSTANDING

BETWEEN: SASKATOON BOARD OF EDUCATION SCHOOL DIVISION NO. 13

AND: CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

RE: RETROACTIVITY

ToSeptember1,2017onallregularhoursworkedorpaidtopermanentortemporarystaffactivelyemployedasofthedateofratification,toemployeeswhohaveretiredsinceSeptember1,2017underthetermsoftheBoard’sPensionPlanandtothosewhohavediedinserviceoftheBoard.

Anyemployeewhohasbeenlaidoffandisunabletomaintainemploymentandisnotonstaffatdateofratification,shallbeeligibleforretroactivewageincreasesbasedonallpaidhoursuptoandincludingthedateoflayoff.

Twelvemonthemployees–anyadjustmentsunderarticle20:04willberetroactivetoSeptember1,2016.

NutritionWorkerswillbeeligibleforuniformallowanceretroactivetoSeptember1,2016.

Maintenanceemployeeswhoareeligibleforbootallowanceandhavenotreceivedreimbursement in the 2016-17 or 2017-18 contract year, will receive a lump sumpaymentof$150.

SIGNED THIS 29th DAY OF MARCH, 2019

ON BEHALF OF:

CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

THE BOARD OF EDUCATION OF THE SASKATOON SCHOOL DIVISION NO. 13

WillBauer

ScottBarrett

DonnaNelson

DaveSpence

ClaytonWilson

KevinHeit

Carole-AnneWilson

JaimeValentine

ReneeLaPlante

MitchKachur

DonnaleeWeinmaster

MelissaTate

IvanEnglesman

59

LETTER OF UNDERSTANDING

BETWEEN: SASKATOON BOARD OF EDUCATION SCHOOL DIVISION NO. 13

AND: CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

RE: CUPE BILLING RATES

Effective date of ratification, for any leaves granted under Article 27:01 and Article27:02,thefollowingcalculationwillbeusedtobillforunionleaves:

Anaveragedailyratewillbecalculatedforpayandbenefitsforemployeeswhohavebeengrantedleave.Thiscalculationwillbedeterminedbyusingthesalaryandbenefitsoftheemployeeswhowereonleavetheyearprior(July1toJune30).Thisnumberisdividedbythenumberofemployeeswhowereonleavetheyearprior(July1toJune30).ThisdailyrateincludesthedailysalaryplustheBoardshareofbenefitcosts.

AdjustmentswillbemadetothedailyratecalculationifthereisasalaryincreaseasaresultofnegotiationswithCUPE8443.

TheBoardwillprovidetheUnionwithanupdatedbillingrateannuallyasofSeptember1st.

SIGNED THIS 29th DAY OF MARCH, 2019

ON BEHALF OF:

CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

THE BOARD OF EDUCATION OF THE SASKATOON SCHOOL DIVISION NO. 13

WillBauer

ScottBarrett

DonnaNelson

DaveSpence

ClaytonWilson

KevinHeit

Carole-AnneWilson

JaimeValentine

ReneeLaPlante

MitchKachur

DonnaleeWeinmaster

MelissaTate

IvanEnglesman

60

LETTER OF UNDERSTANDING

BETWEEN: SASKATOON BOARD OF EDUCATION SCHOOL DIVISION NO. 13

AND: CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

RE: PENSION PLANS

a) TheBoardandtheUnionagreetodiscusstheuseofpensionsurplus,shouldanyexist,withtheoverlyingprincipletobettertheinterestsofthepensionplanmembers.

b) The Pension Advisory Committee shall continue to be consulted on allmattersregardingthispensionplan.

c) It is recognized thatpension contributionsaredeposited intoa trust fundwhichisheldandmanagedbyatrusteeinaccordancewithatrustagreement.

SIGNED THIS 29th DAY OF MARCH, 2019

ON BEHALF OF:

CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

THE BOARD OF EDUCATION OF THE SASKATOON SCHOOL DIVISION NO. 13

WillBauer

ScottBarrett

DonnaNelson

DaveSpence

ClaytonWilson

KevinHeit

Carole-AnneWilson

JaimeValentine

ReneeLaPlante

MitchKachur

DonnaleeWeinmaster

MelissaTate

IvanEnglesman

61

LETTER OF UNDERSTANDING

BETWEEN: SASKATOON BOARD OF EDUCATION SCHOOL DIVISION NO. 13

AND: CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

RE: JOB SHARE

Job sharing is a voluntary arrangement between the Board and two employees ofSaskatoonPublicSchools,bywhichtwoemployees inthesameclassificationagreetosharetheresponsibilitiesandtasksofafull-timejobinsuchamannerthateachattendsinthepositionforseparateperiodsoftime.

TheBoardwilldeterminewhichjobshareagreementsareinthebestinterestoftheemployeesconcerned,theclass/programandthestudentsaffected.

ThetermsandconditionsgoverningjobshareagreementswillbeasagreedtobytheUnionandtheBoardandshallformpartoftheCollectiveAgreement.

The terms and conditions of the Collective Agreement apply to the employeesparticipatinginajobsharingarrangementexceptasmodifiedinthememorandum

SIGNED THIS 29th DAY OF MARCH, 2019

ON BEHALF OF:

CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL 8443

THE BOARD OF EDUCATION OF THE SASKATOON SCHOOL DIVISION NO. 13

WillBauer

ScottBarrett

DonnaNelson

DaveSpence

ClaytonWilson

KevinHeit

Carole-AnneWilson

JaimeValentine

ReneeLaPlante

MitchKachur

DonnaleeWeinmaster

MelissaTate

IvanEnglesman

62

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