The membership of the BC Teachers’ Federation has voted 94% to ratify the Memorandum of Agreement reached between the BCTF and the BC Public School Employers’ Association.
The BCTF Bargaining Team has created a summary of the terms of settlement that make up the Memorandum of Agreement.
You can view the memorandum of agreement and the new salary grids by visiting Collective Agreements and Salary
Summary of Terms of Settlement (with proposal #)
1. Acknowledgement of Traditional Territories (S2)
An acknowledgement of the traditional territories of the many First Nations within B.C. is added to the cover page of the provincial agreement.
2. Article A.1 Term, Continuation and Renegotiation (E13)
We agreed to a 3-year term, in line with the government mandate and what other public sector unions have already agreed to.
3. Article B.1 Salary (U83)
Year 1 - retroactive to July 1, 2022:
- An increase of $427 to each step of the salary grid
- A general wage increase of 3.24%
- The permanent elimination of the first step of each salary grid
Year 2 - effective July 1, 2023:
- A general wage increase ranging from 5.5% to 6.75% (dependent on CPI)
- A 0.3% increase to the top step of the salary grid
Year 3 - effective July 1, 2024:
- A general wage increase ranging from 2% to 3% (dependent on CPI)
- A 0.11% increase to the top step of the salary grid
4. Article B.X Experience Recognition (E50)
A new provincial article that allows members who have taught in various First Nations schools in B.C. to have all their experience recognized for placement on the salary grid. This change is retroactive to July 1, 2022, and members must apply for it by June 30, 2023 (unless their local collective agreement provides for a different timeframe).
5. Article C.2 Seniority (E60)
Expands the allowable timeframe from the current 90 days to 120 days, in which members can initiate the process of porting seniority from other districts.
6. Article D.4 Preparation Time (E51)
Effective July 1, 2023, preparation time for full-time elementary teachers will increase from 110 to 120 minutes per week, according to the terms outlined in their local collective agreement.
7. Article E.1 Non-Sexist Environment (S4)
Definition expanded to clarify that no discrimination will be tolerated based on sex, gender identity or expression, or by refusing to acknowledge one's gender identity. Provides for a review of anti-sexist programs, materials and resources during a staff meeting to be held prior to October 31st of each school year.
8. Article E.2 Harassment/Sexual Harassment (S10)
Updates the definition of harassment and incorporates harassment based on grounds listed in the B.C. Human Rights Code. The changes also clarify the different processes that may be used to resolve complaints of harassment. As the Informal Resolution Process may involve the assistance of an administrator, it has been updated to comply with current WorkSafe BC requirements. The Formal Resolution Process now emphasizes the possibility of an alternative dispute resolution process (as opposed to a formal investigation) and allows for a complainant to request a mediator, investigator, or facilitator who is Indigenous or is a person of colour.
9. Article F.X Professional Development Funding (U85 - amended as per MOA)
A new provincial article effective July 1, 2024. Provides for employer funding for professional development of no less than 0.20% of the Category 6 maximum step in each district, multiplied by the total teacher FTE (as of September 30 of the previous year). This language will replace local language that provides equal or less funding from the employer. It establishes a provincial minimum standard for professional development funding that will be linked to increases in salary. Following each round of bargaining, the provincial language will take effect if it exceeds the funding provided for in the local language.
10. Article G.1 Portability of Sick Leave (E60)
Expands the allowable timeframe from the current 90 days to 120 days, in which members can initiate the process of porting sick leave from other districts.
11. Article G.4 Bereavement Leave (U72)
The definition of "immediate family" continues to evolve away from the traditional view. Clarifies that a member is entitled to paid leave in the case of the death of a current ward.
12. Article G.X Maternity/Pregnancy Supplemental Employment Benefit Plan (U86 - amended as per MOA)
This new article establishes a provincial standard for pay during maternity/pregnancy leaves. The provincial standard will see all members topped-up to 100% of pay for 16 weeks of maternity/pregnancy leave - 100% of their current salary for the first week of the leave (the one-week EI waiting period), and for the remaining 15 weeks of the EI benefit period, if they receive EI benefits, the employer will top-up to 100% of their current salary.
Current local provisions vary widely and will be replaced by this article. In some districts, teachers on maternity/pregnancy leave currently receive no pay at all from the employer, while in others, the employer provides for 95% of current salary for 17 weeks.
SD 51 has an SEB plan that provides for 95% pay for 27 weeks. In addition, there are some existing local provisions that include two weeks of partial pay for teachers who do not qualify for EI benefits. There is also language in SD 36 that provides a specific SEB benefit for 17 weeks for members who do not qualify for EI benefits. These superior local provisions have been maintained.
The new provincial SEB plan will take effect on the date of ratification. Any member whose maternity/pregnancy leave starts after the ratification date will be entitled to 16 weeks of SEB, providing them 100% of their current salary.
13. Renewal and Deletions of Provincial LOUs (Letters of Understanding) (S5)
Identifies which LOUs are ongoing, which will be deleted, and which will be amended by the new provincial agreement.
14. LOU No. 4 Re: Employment Equity - Indigenous Peoples (E53)
Updates the terminology to Indigenous Peoples and clarifies the process for districts to apply for a special program to attract and retain more Indigenous educators in all areas of teaching. This revised LOU now includes the development of a provincial Implementation Guide to assist in the application for and implementation of special programs.
15. LOU No. 5 Re: Teacher Supply and Demand Initiatives (U78 - amended as per MOA)
A joint committee will be established to review the criteria used previously to determine which schools/districts qualify as “remote” as the current list is outdated. This committee will also review the current demographics and data related to remote recruitment and retention. The information coming out of this committee may inform future rounds of provincial bargaining.
16. LOU No. 9 Re: Provincial Extended Health Benefit Plan (E63)
Effective January 1, 2023, registered counsellors and social workers will be added to the existing Psychologist coverage, and the combined coverage will increase from $900 to $1200. Coverage for Dexcom continuous glucose monitors will be added to the plan. The limit for services of chiropractors, massage therapists, physiotherapists, and acupuncturists will increase from $900 to $1000 each.
Following ratification, the parties will determine additional improvements to health and dental benefits with ongoing allocations of $1.5 million effective July 1, 2023, and an additional $2.0 million effective July 1, 2024.
17. LOU No. 10 Re: Recruitment and Retention for Teachers at Beaverdell and Big White Elementary Schools (E56)
Renewed with corrected school names.
18. LOU No. 12 Re: Agreement Regarding Restoration of Class Size, Composition, Ratios and Ancillary Language (E57)
Renews paragraph 4.E in Section II—Non-enrolling teacher Staffing Ratios. If any non-enrolling teacher positions remain vacant after the post and fill process, the local parties meet to discuss alternatives for utilizing the FTE in another way.
19. LOU No. X Committee to Discuss Indigenous Peoples Recognition and Reconciliation (S7)
A new provincial LOU that will see a joint committee established to discuss ways the provincial parties can support the Declaration of the Rights of Indigenous Peoples Act (DRIPA) and the Truth and Reconciliation Commission of Canada Calls to Action, including how to support the recruitment and retention of Indigenous teachers. The committee may mutually recommend potential changes to the collective agreement.
20. LOU No. X Structural Review Committees (S8)
- A tri-partite committee of representatives from government, BCPSEA and BCTF will be established to review the split-of-issues between provincial and local matters. Any mutual recommendations will be presented to government ministers and respective parties prior to the next round of bargaining.
- Representatives from BCTF and BCPSEA will meet to review the trial procedure that saw local bargaining start before the opening of provincial bargaining. The committee may make a determination regarding an extension to the trial procedure.
21. LOU No. X Re: Employment Equity - Groups That Face Disadvantage (U70)
A new provincial LOU that encourages districts to seek the support of locals in applying for and implementing a special program that will see the hiring of more teachers who belong to “groups that face disadvantage” (as defined by the Office of the Human Rights Commissioner) such as people with disabilities/disabled people, racialized people, LGBTQ2S+ people, etc. The provincial parties will develop communications and training to support such applications, in conjunction with that developed in LOU 4 (Employment Equity—Indigenous Peoples).
22. Housekeeping (S3)
Refers to fixing known typos or reference errors to update the provincial collective agreement.
23. Effective Date
The provisions in this Memorandum of Agreement will become effective on the date of final ratification by both parties, unless specified otherwise in individual proposals.