BCTF Issue Alert

Vol. 19, No. 1, September 5, 2006

Summary of the June 30, 2006 Agreement-in-committee

Term

• July 1, 2006 to June 30, 2011

Salary grid adjustment and other monetary payments

• Salary grids will be harmonized pursuant to the Ready recommendations before the salary increases are applied.
• Grid adjustment to the harmonized scales will be:
  
  

  July 1, 2006	2.5%,
  July 1, 2007	2.5%,
  July 1, 2008	2.5%,
  July 1, 2009	2.5%,
  June 30, 2010	2.0%

  
  
• All allowances and bonuses (department head, position of special responsibility, first aid, one-room school, isolation, moving/relocation, recruitment and retention), will be increased in accordance with the grid lifts. The increase does not apply to reimbursements (mileage, per diems, or PD unless linked to grid, clothing, classroom supplies, and TOC $3 benefit payment in lieu).
• TOC daily rate is increased in accordance with grid lifts.
• ESCA 4 Letter of Understanding is continued and all grid lifts and bonuses apply (this applies to school districts 3, 5, 6, 8, 53, 58, 79, 82, 83, and 91).
• 2.0% allowance in the form of a monthly payment will be paid each year in lieu of SIP premium to all members eligible to participate in BCTF plan (not TOCs). This amount goes up each year in accordance with the grid lift since it is a percentage. In addition, the allowance will be paid as a taxable benefit so that it will count for purposes of pension.
• 2.5% to 3.0% July 1 of 2008, to the top step of each category (4, 5, 5+ and 6) as a further grid harmonization to the top steps of grids not covered by the labour market adjustment below.
• In 2008, a labour market adjustment of 3.0% to the top steps of each category (4, 5, 5+, and 6) in remote districts plus an annual allowance of $2,200 to each FTE. This allowance also counts for pensionable purposes. Remote districts defined as Central Coast, Haida Gwaii/Queen Charlotte, Prince Rupert, Peace River North, Peace River South, Fort Nelson, Coast Mountains, Vancouver Island North, Stikine, Nechako Lakes, and Nisga’a. In addition, there is to be a Public Education Recruitment and Retention Support Committee with funding of $3.5 million per year to examine whether any other districts ought to be included as a remote district.
• There is a possibility of a fiscal dividend in the 2009–10 year.
• $20 million paid into the Inflation Adjustment Account of the Teacher Pension Plan, effective July 15, 2006.
• Optional 12-month pay period plan.

Signing incentive: Date of eligibility is June 30, 2006

• $3,700 per FTE member (183 days is deemed full-time status).
• $300 per FTE in lieu of past payment for professional resources.
• TOCs receive a prorated amount based upon the number of days worked, with 177 days deemed to be full time (example: $4,000 x 25 days worked/177 days in session=$564.97).
• A part-time teacher who also TOCs would fold both types of service into the FTE calculation for purposes of the incentive.
• A part-time teacher who worked in more than one district in the 2005–06 year shall receive her or his FTE portion of the incentive from each district.
• Members who are on the following leaves of absence commencing on or following July 1, 2005 shall receive the incentive: pregnancy or parental, leave for jury duty, short- and long- term disability, unpaid medical, WCB, paid personal, education, sick leave, union leave, or any other long-term leave.
• Incentive will be paid according to the FTE status the day prior to the commencement of the leave.
• Payment of the signing incentive will be made after ratification of the agreement.

Workload

• 90 minutes preparation time in each year of the agreement. Beginning in the second year of the agreement, the preparation time will be weekly. All superior provisions continue.
• Negotiation/arbitration for alternate school calendars and middle schools should employer intend to introduce.

Benefits

• EHB unlimited lifetime maximum.
• Up to 10 years‚ portability of seniority for members who move districts and receive a continuing contract effective September 1, 2006.
• Up to 60 days‚ portability of sick leave for members who move districts.
• Improvements to compassionate care leave in terms of definition and payment of employer
• pension contribution should employee buy back that service.
• Mileage paid at $0.47/km effective July 1, 2006 and increasing by $0.01 in each subsequent year to a maximum of $0.50/km effective July 1, 2009.
• Reimbursement for travel costs related to ferries and water taxis.
• Reimbursement for personal property loss up to $600 for vehicle damage and $150 for personally owned professional materials.
• TOC seniority defined as 19 days=1 month and 189 days=1 year (TOCs accumulate seniority in one-and-one-half day increments for time paid on grid).
• Commitment to work on employment equity for aboriginal teachers