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IMPORTANT THINGS TO KNOW IN OUR COLLECTIVE AGREEMENT
Preparation time 240 minutes/5 day cycle directed by the teacher.
Supervision time no more than 80 minutes/5 day cycle.
Time to travel between two schools and paid kilometrage at the Board rate.
40 minute lunch break free from assigned duties.
Two P.A. Days designated for the purpose of assessment and completion of report cards prior to each reporting period.
Staff meetings 1/month and 75 minutes max. – dates, times established with staff consensus in September; agenda and input by teachers.
Seniority begins the first day you work.
Your experience from other boards, any secondary teaching and supply teaching will increase your seniority as a tie-breaker with all others
who began work on the same day.
It is important to get evidence of other experience into the ADSB Human Resources office within 30 days of being hired.
Whether you are part-time or full-time, you gain a year on the seniority list for each year worked.
If your school loses a classroom and you have the least seniority in your school, you will be placed in another position according to your
Members are entitled to 11 sick days per school year at 100%.
Short Term Sick Leave – an employee absent beyond 11 days shall be entitled up to an additional 120 days to be paid at 90% regular salary.
Top Up – up to 11 unused sick days for the previous school year can be used in 10% increments to move sick leave pay form 90% to 100%.
If you have a medical or dental appointment, a sick day is the appropriate leave to use.
If buses are cancelled because of adverse weather, members are expected to make a reasonable effort to report to work.
If a member is unable to report to work, the member must keep the supervisor informed and continue to attempt to report to work or an
alternative worksite throughout the day.
There will be no loss of pay should a member be unable to report to work under adverse weather conditions.
Bereavement: up to 3 days for brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandparents.
Bereavement: up to 5 days for child, father, mother, step-parents, brother, sister, spouse, common law or same sex partner, guardian,
parents-in-law, grandchild, fiancé/ée.
Compassionate Leave 1: up to 5 days for major surgery of immediate family or a life threatening situation.
Compassionate Leave 2: up to 2 days to attend to the medical needs of immediate family.
Personal Leave Type 1: 1 day for reasons specific (death not covered by bereavement, wedding, convocation of teacher’s family, legal
appointment, medical appointment for immediate family member).
Personal Leave Type 2: 1 day at cost of supply for above reasons as well as accompanying child to tournaments, sporting events,
awards, recitals, etc.
Emergency Leave: 1 day at cost of supply to allow members to attend matters of emergency, cannot extend a holiday.
Court Attendance / Jury Duty: leave of absence with pay, proof must be provided.
Birth Leave: up to 2 days to attend to the responsibilities related to the birth of a child.
Adoption Leave: up to 5 days to attend to the responsibilities related to the adoption of a child.
A copy of our current Collective Agreement can be found above.
If you require assistance, please contact your released officers.
Nicole Mitchell – email@example.com
Shelly Predum – firstname.lastname@example.org
Professional judgement is an important concept for educators. It is now defined in our central agreement. Section C.2.5 of the
Teacher/Occasional Teacher Central Agreement reads as follows:
“Professional Judgement” shall be defined as judgement that is informed by professional knowledge of curriculum
expectations, context, evidence of learning, methods of instruction and assessment, and the criteria and standards
that indicate success in student learning. In professional practice, judgement involves a purposeful and systematic
thinking process that evolves in terms of accuracy and insight with ongoing reflection and self-correction.
Key components of the PPM are:
Teachers must use diagnostic assessment during the school year to inform their instruction;
District School Boards will generate a list of approved diagnostic assessment tools;
Teachers will use their professional judgement to determine
which diagnostic tools from the board’s pre-approved list they will use;
which student/s they will use the tool with;
how often they will use the diagnostic tool;
and when they will use the diagnostic tool.