Executive Summary of Tentative Agreement-In-Committee

Following is a brief summary of the major provisions of the Agreement-In-Committee signed on Tuesday, June 16, 2014. A signicant aspect of
the agreement is that all of the employer concessions tabled during 20 months at the bargaining table have been withdrawn.
Please see the actual signed documents for further details and information regarding the proposed terms.
Term
The term of the agreement is six years, July 1, 2013, to June 30, 2019.
Salary grid increases of 7.25% over six years
July 1, 20130%
September 1, 20142%
January 1, 20151.25%
July 1, 20150%
July 1, 20161%
July 1, 20170.5%
May 1, 20181%
July 1, 20180.5%
May 1, 20191%
Economic stability dividends
Teachers will be entitled to annual Economic Stability Dividends equal to 50% of the difference between the actual GDP and the forecasted
GDP.
Committee on teacher compensation issues
A joint employer/employee committee will be struck to discuss teacher compensation issues, including the comparability of BC teachers' salaries
to those of other teachers in Canada.
Education Fund
An Education Fund will be established and will be used exclusively to hire additional bargaining unit members to address class size, class
composition, and the provision of specialist teachers.
The amounts in the fund are as follows:
2014/15$75 million
2015/16$80 million
2016/17$80 million
2017/18$80 million
2018/19$85 million
E80 and E81 withdrawn
The problematic aspects of the employer's E80 and E81 proposals are removed. E81 would have given the employer the right to terminate the
collective agreement in the event that the courts uphold Justice Grifn's decision on class size, composition, and specialist teacher provisions.
E80 would have completely undone the court's restoration of our class size, composition and specialist teacher provisions by replacing them in
our collective agreement with references to the LIF and the School Act class size limits.
The agreed upon resolution is to replace E80 and E81 with a provision to re-open the collective agreement once the Court of Appeal or Supreme
Court of Canada makes a nal decision on Justice Grifn's ruling. At that time the parties will bargain from the restored language in the
collective agreement. The Education Fund provisions will continue in effect until there is agreement regarding implementation and/or changes to
the restored language.
Benets
Improvements to the extended health and dental plans, as well as improvements to the "in lieu of benets" amount for TTOCs, will be phased in
over the term of hte collective agreement. The end lift cost of the benet improvements will be $11.85 million.
Improvements for T T O Cs
TTOCs will receive on-scale pay, based on category and experience, for every day worked, with a ceiling of the Category 5, Step 7 rate. As of
2016/17 the ceiling will be raised to the Category 5, Step 8 rate.
A joint employer/employee committee on call-out and hiring practices will be established.
Union Leave
The employer has withdrawn its proposal on G.6 Union Leave which would have reversed our recent arbitration win on reimbursement of costs
for union leaves.
Retroactive grievance resolution
As a resolution to the retroactive grievance regarding the restored class size, composition and stafng ratios provisions, and elementary
preparation time minimum will immediately increase to 100 minutes per week, and will increase again on June 30, 2019, to 110 minutes. For
secondary teachers preparation time, a joint employer/employee committee will be struck to discuss weekly preparation time, and for adult
educators a joint committee will be struck to discuss prep time for adult educators.
Additionally, $105 million will be provided to the union to allocate to members in the form of a signing bonus.
Evaluation
The employer concession on evaluation was withdrawn. We have agreed that the purposes of evaluation provisions include providing employees
with feedback, and employers and employees with the opportunity and responsibility to address concerns. Additionally, where a grievance
proceeds to arbitration, the arbitrator must consider these purposes, and may relieve on just and reasonable terms against breaches of time limits
or other procedural requirements.
2
School calendar/Hours of work
The Employer has withdrawn its School Calendar concession that would have given school districts the unfettered right to implement a school
calendar that overrides the terms in the collective agreement related to hours of work, work day, and work year.