2024 BCTF AGM Reports and Resolutions

REPORTS and RESOLUTIONS

AGM March 16–19, 2024

Practising allyship

In striving to become an e ective ally in anti-oppression activism, it’s important to understand that the term “ally” does not denote an identity. It’s not who you are, it’s what you do!

Acting

Allyship involves more than words. It means taking concrete action in solidarity with people from equity-seeking groups.

Listening

An ally respectfully listens to people from equity-seeking groups with an open heart and mind.

Learning

An ally makes the e ort to learn about personal privilege, historical injustices, and the impacts on the lived experience of oppressed people.

Yielding

An ally is mindful to avoid monopolizing conversations, interrupting, patronizing, and speaking for others. Instead, we yield space for others.

2024 REPORTS AND RESOLUTIONS

BC

Introduction

This booklet is divided into sections as follows:

Part 1 is the Leadership Report of the Executive Committee.

Part 2 consists of recommendations of the Executive Committee and Representative Assembly on a variety of other topics, and resolutions received from locals.

Part 3 consists of committee reports, which cover the period since the last Annual General Meeting.

Part 4 covers the report of the Representative Assembly and Nominating Committee.

Part 5 is an outline of voting rights at the AGM. Please take note of the section on “Voting Cards.” This is a crucial item. The Standing Rules of Order of the Annual General Meeting are also included in this section.

AGM business

The “business” of the Annual General Meeting will consist of the recommendations in Part 1 and the various recommendations and resolutions in Part 2.

To help readers distinguish between recommendations of the Executive Committee and/ or Representative Assembly, and resolutions submitted by locals, recommendations have been numbered 1 to 37 Resolutions have been numbered 101 to 154 (“Late” resolutions will be numbered starting at 200; “new” resolutions in the 300s.)

Any supplementary recommendations of the Executive Committee and any “late” resolutions will be contained in the information kits distributed to delegates at the Annual General Meeting.

Read with Members’ Guide

The headings used in this booklet are, as far as possible, the same as those used in the policies and procedures section of the Members’ Guide to the BCTF

The topic headings in both publications are arranged in alphabetical order. Page numbers in

parentheses throughout the booklet also refer to the Members’ Guide

Readers can therefore very easily check current policy and procedure statements on matters dealt with by the various recommendations and resolutions. Copies of the Members’ Guide were distributed last fall to each staffroom, and copies were sent to all locals. The Members’ Guide is also available online.

Under Procedure 2.C.02 (p. 25), locals are encouraged to submit recommendations to the Executive Committee and resolutions to the Representative Assembly throughout the year, for matters that can be dealt with by these bodies This procedure has a two-fold benefit: action can be obtained sooner, and the amount of Annual General Meeting business is reduced, permitting a more thorough discussion and completion of more Annual General Meeting items.

Late resolutions

These are covered in 6.C.1 (p. 176) of the Standing Rules of Order of the Annual General Meeting. A “late” resolution must be on a matter that arose too late for inclusion in Reports and Resolutions The Executive Committee must rule prior to the Annual General Meeting on whether or not the resolution meets the definition of “late” as per the standing rules.

The Executive Committee will be meeting on March 15, 2024, to deal with any resolutions submitted for consideration as “late.”

New resolutions

These are covered fully in 6.D (p. 176) of the standing rules. To qualify as a “new” resolution, the resolution must meet all the following criteria:

The new resolution:

1. arises directly out of the business of the meeting.

2. could not have been submitted in time to become either a regular or late resolution.

3. must relate to an issue that must be dealt with before the spring meeting of the Representative Assembly.

Part 3

Part 4

Part 5

“ We could see students’ pride in their identity. We also heard from several families who reached out to share their gratitude and express how they felt welcomed, celebrated, and honoured.”

– Sukhdeep Birdi, Kawaldeep Ghuman, and Harjit Chauhan, English Language learner teachers, Maple Ridge and Pitt Meadows

Executive Committee Leadership Report

2024 PART 1 REPORTS AND RESOLUTIONS

Read more in “Cultural video project fosters identity and belonging” in the Jan/Feb 2023 edition of Teacher magazine.

photo Sunjum Jhaj

2024–25 Leadership Report

BCTF Procedures 2.A.02 to 2.A.06 address the annual expectation that the Executive Committee recommend leadership priorities for the ensuing year to the Annual General Meeting, and to present those recommended priorities to the Winter Representative Assembly for feedback.

Outlined below are the leadership priorities being recommended to the 2024 Annual General Meeting:

Recommendation 1

That the leadership priorities for the 2024–25 year be to:

• design opportunities so a diversity of members can connect and engage in advocacy and collective action.

• prepare for and engage in bargaining that responds to members’ needs.

• increase pressure on government to solve the teacher shortage.

• fight for conditions in which students’ social, emotional, and academic needs can be met.

• collaborate with education partners, other unions, and the broader community to advance justice, truth and reconciliation, and anti-oppression in the face of environmental, social, and political forces.

Supporting statement

The Executive Committee recommends leadership priorities for the following year to the Annual General Meeting. Development of the priorities begins with a facilitated session that includes reflection and dialogue between the Executive Committee, directors, and staff of the Federation.

These leadership priorities, while succinct in number and length, represent the deep conversations about the Federation’s priorities as the issues that affect members, the union, and public education.

“ I invite everyone to be curious about neurodiversity and the lived experiences of neurodiverse people.”

– Natalie Raedwulf (she/they), teacher, Campbell River

Recommendations and Resolutions

2024 PART 2 REPORTS AND RESOLUTIONS

Read more in “Celebrating neurodiversity: Creating neuroaffirming spaces for all learners” in the March 2023 edition of Teacher magazine.

photo Ron Pogue

CONSTITUTION AND BY-LAWS

By-law amendments must be passed by special resolution at an AGM, which requires a two-thirds majority to pass (see By-law 20). Special resolutions require advance notice to the membership and cannot be amended from the floor at the AGM.

Recommendation 2

That By-law 1 be replaced with a new By-law 1 as follows, to be filed to be effective July 1, 2024:

Voting members

1.1 (a) All teachers and other BCTF bargaining unit members employed in a school district in the province of British Columbia shall be eligible to be voting members of the Federation and of a local in that school district. Membership commences upon submission of a completed membership form to the Federation or upon receipt by the Federation of applicable membership fees, whichever occurs first.

1.1 (b) Subject to By-laws 1.1(c), 1.1(d), 1.1(e), 1.5, 1.6, and 3.7, only voting members shall be entitled to seek and hold office and vote on all matters as provided in these bylaws. Voting members are entitled to all rights of membership, including those required by the Labour Relations Code.

1.1 (c) Exclusions: those positions that create a conflict of interest such as Members of the Legislative Assembly, officials and employees of the Ministry of Education and Child Care, employees of the British Columbia Public School Employers’ Association, employees of the British Columbia School Trustees Association, employees of the British Columbia School Superintendents’ Association, employees of the Principals’ and Vice-Principals’ Association, district superintendents of schools, superintendents of schools, assistant superintendents of schools, and administrative officers shall not be eligible for voting membership in the Federation.

1.1 (d) Membership as a voting member ceases upon resignation, retirement, or termination of employment with a school district. Subject to By-law 1.1(c), a voting member who is on a full-time unpaid leave of absence from a school district, or on layoff with recall rights, is entitled to remain a voting member of the Federation without payment of a membership fee for the duration of the leave of absence.

1.1 (e) Subject only to By-law 1.1(d) (with respect to voting members on a fulltime unpaid leave of absence), where no membership fees are paid to the Federation or local by a voting member for a period of six months, voting membership in the Federation and local respectively shall automatically convert to inactive membership status without further notice to the member.

Affiliate members: Members appointed as administrators

1.2 (a) Persons appointed as administrative officers in a school district, shall be eligible, for affiliate membership upon submission of a completed application to the Federation, receipt by the Federation of the applicable membership fee, and acceptance for admission as an affiliate member as determined at the discretion of the Executive Committee.

1.2 (b) Affiliate membership shall entitle the member to:

(i) participate in the Salary Indemnity Plan established pursuant to By-law 8.7, for up to one year, provided the application is made within 60 days of that person’s appointment as an administrative officer.

(ii) participate in applicable BCTF affiliated group life insurance plans.

(iii) receive pension and income security advice, such as advice on BCTF benefit plans, unemployment insurance, Workers’ Compensation Board, the Teachers’ Pension Plan, and the Canada Pension Plan, and have the right to attend pension seminars.

(iv) receive the Members’ Guide, on request.

(v) receive the Teacher magazine, or its equivalents.

(vi) join provincial specialist associations.

(vii) participate in BCTF professional development activities, as made available to affiliate members by the Federation.

1.2 (c) Affiliate members are not entitled to vote, seek, or hold office.

Associate members

1.3 (a) Associate membership shall only be granted to persons not eligible for voting membership.

1.3.(b) Associate membership shall be granted upon submission of a completed application to the Federation, receipt by the Federation of the applicable membership fees, and acceptance for admission as an associate member as determined at the discretion of the Executive Committee from the following people:

(i) Persons holding instructional positions in education institutions recognized by the Federation that are not public schools. “Public school” means a school established and maintained under the provisions of the BC School Act.

(ii) Persons who do not hold valid BC teaching certificates and are employed as teacher replacements by a board of school trustees and who are not a member of the bargaining unit.

(iii) Persons who hold valid BC teaching certificates but are not members of the bargaining unit.

(iv) Persons employed as home-school co-ordinators by a board of school trustees but are not members of the bargaining unit.

(v) Members of the Early Childhood Educators of BC.

(vi) Teachers, active or retired, holding certificates valid in other provinces.

(vii) Persons who are employed in a

school district to provide professional services to students and/or teachers, and who are not members of the bargaining unit.

(viii) Persons employed by school boards who teach in night school or adult education programs or courses that are part of the regular school curriculum or equivalent thereto, who have university level training or relevant specialized experience, and who are not members of the bargaining unit.

(ix) Other persons who meet the criteria of By-law 1.3(a), and who apply to and are accepted by the Executive Committee.

1.3 (c) Associate membership shall entitle the member to:

(i) join provincial specialist associations on payment of the PSA membership fee.

(ii) participate in BCTF professional development activities, as made available to associate members by the Federation.

(iii) participate in applicable BCTF affiliated group life insurance plans, and the BCTF/Royal Trust Group Registered Retirement Savings Plan where school board payroll deduction is available, and subject to eligibility conditions under the terms of those plans.

1.3 (d) Associate members are not entitled to vote, seek, or hold office.

Student members

1.4 (a) Student membership may be granted upon submission of a completed application to the Federation to students enrolled in programs of study in university/college programs leading to certification as teachers, and acceptance for admission as a student member as determined at the discretion of the Executive Committee.

1.4 (b) There is no fee for student membership.

1.4 (c) Student membership shall entitle the member to:

(i) join provincial specialist associations on payment of the PSA membership fee.

(ii) par ticipate in BCTF professional development activities, as made available to student members by the Federation.

(iii) par ticipate in applicable BCTF affiliated group life insurance plans, and the BCTF/Royal Trust Group Registered Retirement Savings Plan where school board payroll deduction is available, and subject to eligibility conditions under the terms of those plans.

1.4 (d) Student members are not entitled to vote, seek, or hold office.

Honorary members

1.5 (a) Honorary membership may be granted to any retired voting member, who was, at the time of retirement, a voting member in good standing of the Federation, and accepted for admission as an honorary member as determined at the discretion of the Executive Committee.

1.5 (b) Honorary membership may also be conferred by decision of the Annual General Meeting or of the Representative Assembly on any person.

1.5 (c) There is no membership fee for honorary membership. Honorary members who are employed by a school district, and a member of the BCTF bargaining unit, will be converted from honorary member to voting member status, and will be required to remit membership fees as a voting member. For greater certainty, the member may convert back to honorary member status after ceasing to be employed by a school district, in accordance with By-law 1.5(a) and 1.5(b).

1.5 (d) Honorary members are not entitled to vote, seek, or hold office, with the exception that honorary members who are retired members hold voting rights that can only be exercised during the special committee of the whole held

to discuss pension matters during an Annual General Meeting or a Special General Meeting.

1.5 (e) Individuals who were granted Honorary Life Membership as of June 30, 2024, under the BCTF’s previous by-laws, will continue to enjoy the benefits of that membership, including that they are not required to pay membership fees while employed by a school district and while otherwise entitled to voting member status.

Inactive members

1.6 (a) Where a voting member becomes an inactive member through operation of By-law 1.1(e), the member will continue to receive representation from the BCTF and its locals related to the member’s employment with a school district.

1.6 (b) Inactive members are not required to pay membership fees and are not entitled to vote, seek, or hold office. Inactive members who return to work with a school district will remit membership fees and be converted from inactive membership status to voting member status immediately upon receipt by the Federation of the applicable membership fees.

Members not in good standing

1.7 (a) The Executive Committee may declare a member to be not in good standing due to a failure to pay fees or levies as prescribed in these by-laws or due to the member failing to comply with these by-laws or any applicable policies of the Federation.

1.7 (b) Members not in good standing shall not be entitled to vote, seek, or hold office, or to receive benefits of membership, other than as required by the Labour Relations Code.

1.7 (c) Members not in good standing shall continue to remit dues or be subject to recovery of fees pursuant to By-law 4.4.

Supporting statement

This recommendation provides a replacement for the current By-law 1, addressing membership categories in the BCTF by-laws. A review of Bylaw 1 was undertaken with a view to ensuring compliance with the Societies Act and ensuring that the by-laws and procedures are clear and concise for members and for BCTF staff who maintain Federation membership records. Under the Societies Act, the Society’s by-laws must address membership categories of the society, including admission, rights and obligations, a description of each class of membership, and the conditions under which a member may cease to be in good standing. The categories of membership enumerated below are suggested to reduce the number of membership categories and simplify terminology, such that the proposed new By-law 1 consists of the following headings:

• voting members (required and main category with all rights of membership)

• affiliate members (fee, addresses, certain issues for members on leave as administrators)

• associate members (fee, access to certain aspects of the union)

• student members (no fee, currently included under associate, but might be useful to separate)

• honorary members (no fee)

• declaration of members not in good standing.

The new by-law also removes the provision in the current by-law which permits a Past-President of the BCTF or a local to remain a voting member while serving in their role as Past-President, even if they are no longer employed in a school district. Under the proposed new by-law, all members, including a Past-President, would need to maintain voting membership status by being employed with a school district.

Recommendation 3

That all references in the BCTF by-laws and procedures to “active members” be changed to “voting members,” effective July 1, 2024.

Supporting statement

This recommendation is to update all other references in alignment to a revised By-law 1.

Recommendation 4

That By-law 4.2 be amended as follows, effective July 1, 2024:

The membership year for active voting and student members shall be from July 1 and shall end on June 30 next following. For active voting members, the fee is due and payable in installments at the end of each month, proportionate to the period of employment of the member during the membership year. Active Voting members shall execute authorizations for payroll deduction of fees and levies. Active Voting members are deemed to be in good standing upon execution of the said authorization. For affiliate and associate members, the membership year shall be the 12 months following the date of application for associate membership accompanied by payment of fees at the rate currently in force, except for associate members who are uncertificated teacher replacements, in which case the membership year and method of payment of fees and levies shall be the same as for active voting members.

Supporting statement

This recommendation updates By-law 4.2 in alignment to the terminology used in a revised Bylaw 1.

Recommendation 5

That By-law 30 be amended as follows:

British Columbia Teachers’ Federation CHARTER

BE IT KNOWN that on this ________ day of ______________ ,1920______, the Executive Committee of British Columbia Teachers’ Federation has granted to the (name of local)

this charter as local No. _____ of the Federation federation in respect of (description of members to be included in the local, for example, “teachers employed by School District No. __ and such other members of the Federation federation as are determined by the Executive Committee”) by virtue of which the local has and shall have full authority to determine local matters and administer the affairs of the local in accordance with the provisions of the constitutions and by-laws of the Federation federation and the local.

Dated at __________________, British Columbia this ____ day of _______________, 1920__.

President Seal

Executive Director

Supporting statement

This recommendation is a housekeeping matter to ensure the BCTF Charter is accurately reflected for record.

Recommendation 6

That the second By-law 5.1(g) be amended to be By-law 5.1(h).

Supporting statement

The 2023 Annual General Meeting carried two amendments to By-law 5.1, however

both were carried as new 5.1(g) and as such had to be registered and printed as such. This recommendation is brought now to correct this duplication, both on file with the registry office and in the Members’ Guide.

Recommendation 7

That By-law 5.1(c) be amended as follows:

The immediate Past-President serves in a one-year, supernumerary non-voting position on the Executive Committee. In the event that a President shall be elected to an additional year of office, the Executive Committee nonvoting position of immediate Past-President shall be vacated.

Supporting statement

This recommendation would change the role of Past-President of the BCTF to be a role with voice, but no vote, on the Executive Committee.

ANNUAL GENERAL MEETING

Recommendation 8

That Procedure 2.A.08—1. be amended as follows:

That the Executive Committee recommend to each Annual General Meeting the names of active members to serve on the Resolutions Committee, to act as scrutineers, and to act as tellers. Recommendations for the Resolutions Committee should include at least one member who identifies as Indigenous and one member who identifies as Black or a person of colour. The Executive Committee shall also recommend to each Annual General Meeting the names of active members or honorary associate members to act as chairpersons. Individuals recommended as chairpersons shall not be seeking Executive Committee office.

Supporting statement

The 2022 AGM made a change to the vote count that has resulted in the required move to electronic counts, as the total vote count equals the membership count. As such, the appointment of scrutineers for the purpose of counts are no longer required.

Recommendation 9

That Annual General Meeting Standing Rules of Order 12.9 and 12.10 be deleted.

Supporting statement

The 2022 AGM made a change to the vote count of the AGM (By-law 2.2) that has resulted in the required move to electronic counts, as the total vote count equals the membership count. As such, scrutineers no longer are engaged for the purpose of vote counts as these are calculated electronically due to the high number.

BARGAINING

Recommendation 10

That Procedure 3.A.02 of the Members’ Guide be amended as follows:

That the BCTF opposes all forms of wage controls, including provincial mandates, wage re-opener (me-too) clauses, essential service designation by government, and other legislative interference with negotiated agreements, as being contrary to the principle of free collective bargaining.

Supporting statement

Wage re-opening clauses (also known as me-too clauses) limit the improvements that individual unions can negotiate for their members and interferes with free collective bargaining. This amendment intends to clarify in procedure the Federation’s long opposition to these clauses.

Recommendation 11

That Procedure 3.B.05 of the Members’ Guide be moved to the Declaration of Teaching and Learning Conditions Objectives section (3.J).

Supporting statement

Bargaining objectives are set by the Bargaining Conference prior to each round of bargaining. This procedure is a carryover from a time when the Members’ Guide contained bargaining objectives. The types of tasks described in this procedure continue to be time consuming, and many teachers complete these tasks during lunch meetings and other times outside of work time. However, Procedure 3.B.05 would more appropriately be

found in the Declaration of Teaching and Learning Conditions Objectives section (3.J).

Recommendation 12

That Procedure 3.E.01 of the Members’ Guide be deleted.

Supporting statement

This procedure should be removed from the Members’ Guide as it is outdated and no longer relates to how teacher or administrative salaries are determined.

Recommendation 13

That Procedure 3.F.02 be amended as follows: That locals negotiate local matters on the basis of objectives set locally, after a review of the advice from the provincial Bargaining Conference.

Supporting statement

This change brings this procedure in line with current practice as the Bargaining Conference does not provide advice to locals on local bargaining.

Recommendation 14

That the Bargaining Conference be held utilizing the Representative Assembly Standing Rules of Order, except that all motions incommittee require a seconder.

Supporting statement

By-law 19 and Procedure 25.A.02 provide the following guidance:

By-law 19—Rules of Order

“All meetings of the Federation and its locals shall be governed by rules of order adopted at an Annual General Meeting. Locals are empowered to adopt additional rules not inconsistent with those adopted by the Annual General Meeting.”

Procedure 25.A.02—“That the BCTF publication, Simplified Rules of Order, shall apply as the establishing rules of order for all meetings of the Federation other than the Annual General Meeting, and Representative Assembly, and for all meetings of its locals, provided that, where a local constitution does not prescribe a figure to represent a quorum, 15% of the members in good standing shall constitute a quorum.”

As a large meeting with over 250 delegates, many of whom are most familiar with the Representative Assembly (RA) Rules of Order, officially adopting these rules of order for the Bargaining Conference brings clarity to all delegates on which rules are in effect. In addition, the RA Rules of Order provide greater specificity to meeting delegates than the Simplified Rules of Order (which are in effect by default as per Procedure 25.A.02).

As the majority of the meeting occurs in-committee due to the bargaining related content, the addition of seconders is intended to bring consistency in process between meeting bodies, as well as ensure that amendments or new motions are reflective of more than individual positions.

This recommendation is made to the AGM as Bylaw 19 provides that all meetings of the Federation shall be governed by rules of order adopted at an Annual General Meeting.

101. Surrey

That the Federation provide labour representation to its dues-paying members.

Supporting statement

Currently, faculty advisors occupy a grey area as they lack direct staff representation and support in their roles. This lack of clarity hampers their ability to engage in acts of solidarity (such as not crossing picket lines), and there is no specific language addressing these members in collective agreements. This situation leaves them in a vulnerable position while they work to alleviate the pressing teacher shortage we face.

102. Surrey

That the Federation operationalize noninstructional teacher tasks in order to inform bargaining boundaries to teacher workload or seek compensation for these tasks.

Supporting statement

Workload problems require workload solutions. The intent of this motion is to catalogue all of the non-instructional tasks that teachers do so that we can bargain workload solutions while also protecting professional autonomy. In a

time when our employer is able to continue to break our collective agreement (i.e., remedy), it is critical that we delineate clear boundaries to our work to prevent and remediate burnout and improve teacher retention. In other professions, such as nursing, there are tasks deemed “out of the scope of practice” that employees can (and should) refuse. How great would it be to be able to say no to tasks that get put onto our shoulders so we can actually do our jobs? In a cis-heteropatriarchal society, we know that our work is feminized (and, thus, treated as inferior) and being able to bargain clear workload boundaries would support individual teachers in refusing work beyond the scope of our practice and prevent the individualization of guilt that is so common amongst us. The motion also considers “compensation” because that could be remuneration for tasks that we end up doing but also, perhaps, an increase to one’s preparation time, moving up the salary grid quicker, credits for post-secondary degrees, or other ways of being made whole for doing what is beyond teaching.

103. Central Okanagan

That Procedure 3.E.02 be deleted.

Supporting statement

This motion does not seek to remove the process of local bargaining, rather it seeks to open the possibility of other options. Currently, our leadership is unable to be responsive to those locals who have exhausted their ability to bargain locally, either because they have run out of items to bargain that are of any consequence or they are hitting a brick wall. By removing this procedure our leadership could explore provincial options that would benefit all members. If equity is a tenet of this organization, then our leadership should be free to explore more equitable options for all. The split of issues conversation has been a long one and for many locals we have gone through several fruitless and frustrating rounds of local bargaining. There does not seem to be an appetite from government to expand local issues, so perhaps we need to try a different strategy. Removing this procedure allows us to discuss alternate strategies.

Procedure 3.E.02—That the BCTF continue to support the principle of local bargaining and oppose provincial bargaining.

104. Coquitlam

Executive Committee advice—That this resolution be referred to the Bargaining Conference.

That the Federation advocate that release time be provided to classroom teachers for processes that facilitate assessments, designation, and inclusion supports for students with diverse needs.

Supporting statement

Primary educators face the demanding task of generating supplementary documentation and observations to facilitate support for students with diverse needs, particularly those not yet designated. We are seeking classroom teachers granted dedicated time for this essential work to alleviate their workload effectively.

105. Vancouver Elementary and Adult Educators’ Society

That Procedure 3.A.08 be amended as follows:

That when the BCTF is negotiating with BCPSEA about an issue that negatively impacts on a specific local or locals that the local(s) be provided with an opportunity to consult members and consent to their inclusion be consulted before any agreements are made between the provincial bodies.

Supporting statement

During the last round of bargaining, some locals lost their superior provisions without being properly consulted. By amending Procedure 3.A.08 we would ensure that not only would locals be given time to discuss and consult with members, they would also be able to agree or disagree to the proposal. The Bargaining Conference had decided that a priority would be to ensure no loss to superior provisions, yet it happened anyways. By making this part of our policy we would ensure that local superior provisions are protected in the future.

106. Nicola Valley

That the Federation support locals by no longer requiring locals to fully engage in the local bargaining processes including:

1. Reducing the time and money spent on training for local bargaining.

2. Supporting locals that choose to be minimally involved or not involved at all in local bargaining training.

3. Supporting locals that choose to be involved in local bargaining to the minimum required under the Labour Relations Code.

Supporting statement

The Federation invests a large amount of members’ money, time, and other resources in the local bargaining process. This includes the Bargaining Conference, bargaining grants, time commitment from local members, local executives, local bargaining teams, local bargaining chairpersons, and local presidents. The return on this investment is minuscule as many locals face employers who have mastered the art of politely saying no. Any bargaining process that does not have a strike as an option is not collective bargaining. Local bargaining fails to address the concerns of members whose issues fall primarily outside the realm of local bargaining including salary, benefits, class size, class composition, professional development, and professional autonomy. With no threat of strike action, local concerns that can be brought to local tables stand little chance of making any impression on the employer. Any gains made are small. This further frustrates and alienates local members, putting a damper on member engagement.

EDUCATION POLICY

107. Vancouver Elementary and Adult Educators’ Society

That the Federation:

1. acknowledge that the Nakba and the Israel war of independence are significant historical events that are essential to understanding the Israel-Palestine conflict.

2. make a recommendation to the Ministry of Education and Child Care to include the Nakba and the Israel war of independence as part of the social studies and history curricula.

Supporting statement

In the last few years, we have seen the importance of having significant historical events be explicitly included in the curriculum. The inclusions protect teachers when these topics come up in the classroom and ensure students are better prepared to examine current events.

FINANCE

Recommendation 15

That the Federation appoint the audit firm KPMG as its auditor for the fiscal year ending June 30, 2024.

Supporting statement

The Audit Committee has reported that they continue to be satisfied with the audit services provided by KPMG and continue to believe that KPMG is best suited to meet the BCTF’s financial reporting needs. The Executive Committee is pleased to recommend continuance with this audit firm.

Recommendation 16

That Procedure 10.J.20—1.–3. be amended as follows and the procedure be renumbered as required:

1. The grant shall cover salary and benefit costs, including contractual allowances paid to all members in the local (but not including allowances paid by the local) equal to the categories and increments they would have received had they been teaching, subject to adjustments in Procedures 10.J.20.2 and

10.J.20.3. The remaining portion will be paid by the local.

2. Each eligible local is entitled to a percentage of their president’s salary and benefit costs, as defined in Procedure 10.J.20—1., deducted by the amounts by locals which will be calculated as follows:

a. 0.173% of the local’s estimated total salary of the previous fiscal year.

b. estimated total salary is based on the local’s FTE multiplied by the provincial average salary per FTE member of the previous year. paid by locals in Procedure 10.J.20—3. The percentage depends on the locals’ full-time equivalent members (FTE) at September 30 of the previous year. The following is the range of FTEs and related grant %: a. Locals with 175 or less FTE will receive 100%. b. Locals with more than 175 and less than 510 FTE will receive 90%. c. Locals with 510 or more FTE will receive 80%. That the FTE ranges be examined on an annual basis to ensure that as a result of a change in FTEs, there is not a significant change in the total amount of the President’s Time Release Grants given by the Federation.

3. Eligible grant, as defined in Procedure 10.J.20.1, will be reduced by $150 per fulltime equivalent member, The reduction will be paid by the local. That the amount paid per full-time equivalent member by a local be adjusted annually by a percentage increase equivalent to the percentage increase in the overall costs of the President’s Release Time Grants to all locals paid by the BCTF in the previous year. Any decrease in the total amount of the President’s Release Time Grant paid to locals in a given year would result in no change to the amount in 3.

Supporting statement

In the spring of 2023, the Federation initiated an investigation for an alternative method to calculate the President’s Release Time Grant that is sustainable and possibly a more simplified calculation that captures the grant’s current principles. The matter was referred to the Finance Committee (FC).

When examining alternative methods, the FC considered the grant’s original intentions and principles, which are as follow:

• encourage all locals to provide release for their local presidents (LP)

• encourage full-time release for small locals

• intended so LP can allocate time to implement the Federation’s priorities

• locals would pay a portion of the cost

• grants a form of redistributing some of the fee revenue

• boost capacity of locals that do not have a large membership base

• takes the position that members, locals, and the Federation overall are best served when the local president is released from their teaching duties

• provides encouragement to all locals to ensure the local president had release time

• expected that the local membership will continue to cover a portion of that president’s release time, with the Federation using the grant structure to provide a form of equalization

• concern about meeting the needs of all locals and providing support for building capacity, with special consideration to the small locals for whom raising enough in fees to pay for the release would put an unfair burden on the members of the local

• understood that providing the same percentage grant to all locals did not create equity.

Currently, the grant is calculated by determining the eligible cost of release (salaries, benefits, and contractual allowances) less an adjustment of $171 per full-time equivalent (FTE). This amount is then subject to a possible percentage reduction based on FTE tiers. Annually, the $171 rate reduction is adjusted by a percentage equivalent to the percentage increase in overall costs of the President’s Release Time Grant paid to locals in the previous year. As well, the FTE ranges are examined to ensure that there is not a significant change to the local’s grant.

The recommendation replaces the adjustments outlined in Procedure 10.J.20—2.–3. with a more sustainable percentage-based approach that is

benchmarked to the provincial average salary per FTE. The revision is composed of several steps.

The first step is to remove the reduction by FTE tiers as per Procedure 10.J.20—2. As a result, locals with FTE more than 175 and less than 510, who are receiving 90% of the grant, and locals with more than 510 FTE, who are receiving 80% of the grant, will now receive 100% of the grant.

The second step is to convert the rate reduction of $171 per FTE as per Procedure 10.J.20—3. into an equivalent percentage. This is done by dividing $171 by the provincial average salary per FTE of $98,800 (as of September 2023), which results in a converted equivalent percentage of 0.173%. The process of switching to an equivalent percentagebased approach allows the rate reduction to be benchmarked to the provincial average salary per FTE and the local’s share of the president’s salary will change automatically based on the changes of the provincial average salary per FTE versus the current process of having to manually update the flat amount number. With all other factors held constant, as the provincial average salary increases so will the president’s salary; so the absolute local share will change, but the percentage remains the same. Likewise, BCTF’s share will increase, but the percentage will remain the same.

Table 1 below outlines how it would work.

Table 1: The rate reduction remains constant at 0.173%, but the effective rate will increase/ decrease depending on the changes to provincial average salary.

FTE (Average salary x rate reduction)

$176 (+3% from the previous year)

$181 (+3% from the previous year)

Finally, the adjustment is determined by multiplying 0.173% by the local’s total salaries as estimated by the provincial average salary per FTE times by the FTE in the local. This formula ensures that the adjustment is mainly driven by FTE. As a local grows in FTE, they will proportionately receive a smaller grant. On the flip side, if a local decreases in FTE, they will receive a larger grant.

If implemented, for the first year only, all locals that receive the grant will realize a larger proportion of the grant compared to the cost of release because the reduction adjustment will be less compared to the status quo. This is because the reduction of $171 for fiscal 2023–24 will be converted to a percentage using September 2023 provincial salaries. In 2024–25 that same percentage will be based on 2023 provincial yearly salaries (on average similar to the September 2023 salaries) as the new procedure states that the previous provincial salaries will be used. Therefore, effectively the same $171 per FTE will apply next year, but the difference is that it will be a percentage. In addition, as previously advised, the new method will be on a percentage basis and would avoid the annual increase as per the current flat method, which will commence in year two of the implementation. This is intended to give locals an opportunity to adapt to the transition.

On a go forward basis, locals that are 175 FTE or less are expected to receive a grant equivalent to the current method. Locals that are 176 FTE or greater that are currently receiving a grant are expected to receive a slightly larger grant as a result of removing the FTE percentage tiers. Further, as previously mentioned, the proportion of the grant that the local receives compared to the cost of release will be determined by changes to their FTE. When FTE increases, the local proportionately receives less. When FTE decreases, the local proportionately receives more.

As for the Federation, there will be an additional cost of $170,000 to $200,000 annually because of removing the percentage tiers reduction and the transition period. Much like the current grant calculation, the total grant paid out will be influenced by local president salaries. If salaries

increase, then the total grant paid will increase. However, the proportion of the grant paid relative to the cost of release should stay the same unless there are significant changes to FTE.

The recommended new calculation of the President’s Release Time Grant is more sustainable and simplifies the calculation. Converting to a percentage reduces the need to evaluate the grant criteria annually because it is benchmarked to the changes to the provincial average salary per FTE, which with all things being equal should reflect the increase in a local president’s salary. Moreover, the new calculation reflects the grants principles such that it ensures that smaller locals receive more support.

Recommendation 17

That Procedure 10.J.20—2. be amended as follows:

Each eligible local is entitled to a percentage of their president’s salary and benefit costs, as defined in Procedure 10.J.20—1., deducted by the amounts paid by locals in Procedure 10.J.20—3. The percentage depends on the locals’ full-time equivalent members (FTE) at September 30 of the previous year. The following is the range of FTEs and related grant %:

a. Locals with 175185 or less FTE will receive 100%.

b. Locals with more than 175185 and less than 510515 FTE will receive 90%.

c. Locals with 510515 or more FTE will receive 80%.

That the FTE ranges be examined on an annual basis to ensure that as a result of a change in FTEs, there is not a significant change in the total amount of the President’s Release Time Grants given by the Federation.

Supporting statement

This motion is intended as a back-up to be used in the event the proposed alternate calculation for the President’s Release Time Grant is not approved at the 2024 AGM.

After examining the September 30, 2023, FTE counts, which in accordance with Procedure

10.J.20 help determine next year’s grants in 2024–25, it was determined that two locals will be surpassing the FTE thresholds for their respective tiers. This will result in a 10% decrease to each of their President’s Release Time Grants (approximately $10.3k and $11.1k).

The proposed FTE ranges preserves the current percentage allocation the locals will receive for their grant.

The proposed change is intended to address an immediate need and to allow more time to adopt a more permanent and sustainable change to the procedure so that it does not have to be revisited on a regular basis.

Recommendation 18

Note: The following recommendation was approved by the Executive Committee and the Representative Assembly.

That Procedure 10.B.18—1. be amended as follows:

That for the 20234–245 membership year, the fee for those who are members under By-law 1.1(a) shall be 1.690% of the actual salary of the member, allocated as follows:

1.259% to the General Operating Fund

0.310% to the Collective Bargaining Defence Fund

0.079% to the Public Education Defence Fund

0.015% to the Provincial Bargaining Fund

0.027% to the W.R. Long International Solidarity Fund

0.000% to the Contingency Fund.

Except that the fee for active members who are teachers teaching on call shall be 1.59%.

Supporting statement

This is a status quo fee recommendation. The recommendation is being made on the following basis:

1. The BCTF will be entering bargaining with the employer in the second half of fiscal 2024–25. As such, the Provincial Bargaining Fund (PBF) and the Public Education Defence Fund (PEDF) will be drawn upon as bargaining commences. It is also important to continue to build the Collective Bargaining Defence

Fund leading up to the expiry of the current Collective Agreement on July 1, 2025. The General Operating Fund (GOF) was decreased from the 1.319% in fiscal 2022–23 year to 1.259% in the current fiscal year of 2023–24. It was reduced to the estimated fees required to generate a very slight budget surplus in the GOF. For fiscal 2024–25, it is expected that member fees will increase due to increased teacher salaries. However, costs are also increasing, and with such a fee, it is projected to continue to be a slight surplus. Therefore, the recommendation is an overall status quo budget.

2. PBF costs are expected to increase leading up to bargaining, and at the current fee level it will generate a deficit. However, the fund is at an all-time high in recent history, and the fund can withstand deficits for several years. In non-bargaining years, the fund can be rebuilt if required. Therefore, the recommendation is not to change the fee allocation to the PBF.

3. PEDF costs are expected to increase due to sustained advertising leading up to bargaining, not only to convey the message to the public, but also for the members to hear from the BCTF. Like the PBF, the PEDF is at an all-time high in recent history and can also withstand deficits for several years. In non-bargaining years, the fund can be rebuilt if required. Therefore, the recommendation is also not to change the fee recommendation.

4. The teachers teaching on call fee is recommended to remain at 1.590%.

Recommendation 19

Note: The following recommendation was approved by the Executive Committee and the Representative Assembly. That Procedure 10.B.18—2.–6. be amended as follows:

2. That for the 2024–25 membership year, the fee for affiliate administrative membership under By-law 1.6, exclusive of the Salary Indemnity Plan, be $100.

3. That for the 2024–25 membership year, the fee for those who are members under By-law 1.2 (associate membership), shall be $100, except that the fee for associate members who are students enrolled in

programs of study in university/college programs leading to certification as teachers shall be $1.

4. That for the 2024–25 membership year, a member who is on leave of absence either without pay or on deferred salary leave, remains an active member, without payment of fees.

5. That for the 2024–25 membership year, the fee for those who are members under Bylaw 1.6 (affiliate membership) shall be an amount negotiated between the BCTF and the affiliate, on a fee-for-service basis.

6. That for the 2024–25 membership year, the fee for active membership for those who are members under By-law 1.1(b) shall be the same as the fee for active members under By-law 1.1(a), provided that the Representative Assembly may, in establishing policy regarding the eligibility of such members, waive or modify the fees.

Supporting statement

The above represents a status quo fee recommendation for these membership categories. Please note—an alternate version of this recommendation is also included that reflects revised membership categories, should the proposed changes to By-law 1 be adopted by the AGM.

Recommendation 20

Note: The following recommendation was approved by the Executive Committee and the Representative Assembly.

That, should the recommended amendments to By-law 1 be carried by the Annual General Meeting, that Procedure 10.B.18—2.–6. be amended as follows and the procedure be renumbered as required:

2. That for the 20234–245 membership year, the fee for affiliate members, administrative membership, under By-law 1.62, exclusive of the Salary Indemnity Plan, be $100.

3. That for the 20234–245 membership year, the fee for associate those who are members under By-law 1.23 (associate membership), shall be $100, except that the fee for associate members who are students

enrolled in programs of study in university/ college programs leading to certification as teachers shall be $1.

4. That for the 20234–245 membership year, a member who is on leave of absence either without pay or on deferred salary leave, remains an active voting member, without payment of fees.

5. That for the 20234–245 membership year, the fee for those who are members under By-law 1.6 (affiliate membership) shall be an amount negotiated between the BCTF and the affiliate, on a fee-for-service basis.

6. That for the 20234–245 membership year, the fee for active membership for those who are members under By-law 1.1(b) shall be the same as the fee for active members under By-law 1.1(a), provided that the Representative Assembly may, in establishing policy regarding the eligibility of such members, waive or modify the fees.

Supporting statement

If the proposed by-laws get approved at the Annual General Meeting (AGM), the above recommendation will reflect the changes in the member categories. Should the proposed bylaws not be passed by the AGM, there is an alternative recommendation reflecting the current membership category by-laws.

108. Greater Victoria

That every local be eligible to receive a climate action grant for their local of up to $3,000 per local.

Supporting statement

We’re living in an ever-changing climate crisis, and we need resources in our Federation in order to help adapt and address the challenges faced in this crisis. This grant would allow locals to address this climate emergency however they deem fit. This money could be used for a wide range of actions. Some ways in which locals could use this money would be to provide low-carbon transportation options to conduct union business, to engage in political action to help convince politicians to take stronger actions to mitigate climate change effects. This motion is in line with

the cost of the social justice grant and is meant to be open to all locals.

109. Greater Victoria

That the Federation establishes mentorship funding for racialized, 2SLGBTQIA+, and people with disabilities/disabled.

Supporting statement

Mentorship is crucial for all teachers, yet racialized, 2SLGBTQIA+, and disabled educators face unique challenges such as attitudinal barriers, microaggressions, and obstacles related to identity disclosure, inclusivity, or physical/ logistical structures. Creating collaborative spaces for individuals with shared identities is vital for their retention and support by the union. Offering targeted mentorship ensures guidance in navigating these challenges and fostering career growth. Providing mentorship funding for marginalized communities enables the pairing of mentors and mentees with shared experiences, establishing a supportive network. Allocating specific funds for this initiative reinforces the union’s commitment to diversity, equity, and inclusion. The long-term benefits, including enhanced job satisfaction, retention rates, and a more diverse leadership, justify the initial costs.

110. Nanaimo

That Procedure 10.J.10—1. be amended by adding a new d. and re-lettered as follows:

That the BCTF annually provide a grant to locals for up to five four days of training of school/local union representatives, which may include:

a. staff representatives

b. staff committee chairpersons

c. school professional development representatives

d. school-based team chairpersons

d.e. social justice representatives

e.f. school health and safety representatives

f.g. local executive committee members

g.h. teachers teaching on call

h.i. teachers new to the profession

i.j. some combination of the above.

Supporting statement

Increasing training opportunities up to five days ensures more local/school representatives are prepared to address the complex issues arising in schools while serving in their roles. Adding schoolbased team (SBT) chairs to the list of local/school representatives ensures that this inclusive support process functions effectively to support our most vulnerable learners. Given that the work of SBT chairs directly impacts the working conditions and classroom supports of other members, it is critical they be included in training sessions offered to school/local representatives.

111. Vancouver Elementary and Adult Educators’ Society

That Procedure 10.J.10 be amended to add a new point as follows:

Release time for an additional school union representative trainer participant identified as a school-based social justice representative.

Supporting statement

This resolution seeks to expand the number of representatives supported to attend School Union Representative Training, and specifically focuses on those in the social justice role. Social justice representatives in schools need tools and support to navigate potentially difficult conversations with colleagues on current events and issues, and to carry out necessary action steps. Having schoolbased representatives supported in this way would help to build capacity across the local.

112. Mount Arrowsmith

That the Federation create a specific grant designed to provide school site staff representatives and health and safety representatives with up to two working days of release time per school year.

Supporting statement

In December 2020, the Executive Committee created a temporary School Union Representative Release Grant. The Federation should revive this grant as it was an essential tool locals had to acknowledge the value of staff representatives. Staff representatives are the face of the Federation in many schools. For many members, staff

representatives are the first (and sometimes only) point of contact with the Federation. Staff representatives speak up for the Federation, sometimes in hostile environments, and act as advocates for members. In addition, health and safety representatives are tasked with ensuring that the employer follows district health and safety policies and WorkSafeBC requirements. It is essential to provide release time for these representatives that reflects the important work they do for all members at their school site. The Federation should formalize its appreciation for the individuals who take on these roles by offering a grant that allows locals to release each staff and health and safety representative for two days per year to support members and union initiatives.

HEALTH, WELFARE, AND SAFETY OF TEACHERS

Recommendation 21

That for the 2024–25 membership year, each member eligible to participate in the Salary Indemnity Plan pay, in addition to the fee for the operation of the Federation, a fee for the operation of the Salary Indemnity Fund of 2.02% of the actual salary of the member, plus the participating employee’s share of the employer’s savings from reduced Employment Insurance premiums.

Supporting statement

The Salary Indemnity Fund (SIF) fee pays for the administration of the SIF’s investments, the administration and payment of Salary Indemnity Plan (SIP) claims, and the operation of the BCTF Health and Wellness Program.

On June 30, 2022, the Plan had a surplus (assets in excess of 130% of liabilities) of $8.0 million. As a result, the BCTF 2023 AGM set the fee at 2.09% for the 2023–24 school year. The actual cost of the plan as of June 30, 2023, was 2.05% compared to an expected cost of 2.14%. In addition, the surplus, in excess of 130% liabilities, increased from $8.0 million in 2022, to $15.8 million in 2023. This was largely due to favourable investment returns.

The most recent actuarial valuation of the SIP illustrates that over the past five years, the SIP cost 2.12% of salaries. The SIP actuary recommends that the BCTF set the SIP fee at 2.02% of salaries, based on the cost of coverage, decreased by a dividend to consume surplus assets (assets in excess of 130% of liabilities) over five years. A SIP fee of 2.02% would consume $3.2 million of the surplus each year and requires 5.6 years to exhaust. The Executive Committee has recommended a fee consistent with the actuary recommendation.

113. Kamloops Thompson

That the Federation advocate for teachers to continue receiving employment insurance when accepting a contract of 0.4 FTE or less.

Supporting

statement

Under the current Working While on Claim Employment Insurance (EI) rule, teachers teaching on call (TTOCs) are able to receive EI benefits while working into the new school year. However, TTOCs who accept even a small term or continuing contract for the following year become ineligible for EI over the summer and into the new school year. This EI restriction forces some TTOCs to decline contract positions rather than lose financially necessary EI benefits over the summer. The intent of this motion is to enable TTOCs to take a term certain contract of 0.4 FTE or less on an annual basis without losing EI eligibility and to enable TTOCs to take a continuing contract of .4 FTE or less and retain EI eligibility during that initial summer only. Given the poverty rate in BC and the need to improve teacher retention, this would help support our fellow teachers.

114. Delta

That the Federation investigate how to better support members with disabling conditions, mental illness, or brain injuries who are trying to access Salary Indemnity Plan, Long Term Disability, or WorkSafe, with a report back to the 2024 Fall Representative Assembly.

Supporting statement

Members with disabling conditions, mental illness, or brain injuries often have difficulty completing

the paperwork, scheduling medical appointments, and keeping track of email correspondence. If the member has no close family to help them, this often falls to the local. These members often don’t reach out for support and can be difficult to connect with. We would like the BCTF to investigate ways to oversee those who are suffering from a mental illness or brain injury to ensure that they are able to have additional support as necessary.

115. Vancouver Elementary and Adult Educators’ Society

That the Federation investigate an improved system for members living with chronic illness to access long-term support to work reduced hours.

Supporting statement

Members are currently offered short-term Salary Indemnity Plan (SIP) of 120 days (at any full-time equivalent (FTE)). Long-term SIP requires members to reduce FTE to .5 or less. This works well for some members, but many members living with chronic illness would be able to work at .6 or .8 FTE for many years longer than they are able to work at 1.0 FTE.

116. Coquitlam

That the Federation investigate the following changes to SIP Procedure 13.C.02–19.4, with a report back to the 2024 Fall Representative Assembly:

The benefit payable in a month shall be reduced by the sum of:

a. the initial (basic) amount of monthly disability or retirement pension paid to the claimant in the month from the Canada Pension Plan, excluding all allowances for dependent children and any cost-of-living adjustments.

a.b. the sum of monthly wage loss and disability benefits paid to the claimant in the month from Workers’ Compensation, which are related to the current disability claim.

c. the amount of monthly disability benefits paid to the claimant in the month from any plan or program or under any law

of any government, within or without Canada, excluding any cost-of-living adjustments to that benefit or any benefit a claimant was receiving prior to the date the claimant was first absent from work as a result of total disability.

b.d. the amount of monthly retirement pension received from any registered pension plan.

c.e. the amount of the Accommodation Employment Offset (Offset).

The Offset is intended to ensure that total income from accommodation employment and the Salary Indemnity Plan does not exceed the employment income before the disability occurred. “Net Employment Income” in a month, whether before or after the disability has occurred, is equal to the gross employment income in that month, minus the deductions under the Income Tax Act, the Canada Pension Plan Act, the Employment Insurance Act, and the Teachers’ Pension Plan Act. Disability benefits received from third parties like Canada Pension Plan, ICBC, or WorkSafeBC are exempt from this calculation.

If the total of Net Employment Income from accommodation employment (as described in Regulation 23) and the gross benefit from the Salary Indemnity Plan is greater than the Net Employment Income before the disability occurred, the benefit from the Salary Indemnity Plan shall be reduced. After the reduction, the Net Employment Income from the accommodation employment plus the net benefit from the Salary Indemnity Plan will be equal to the Net Employment Income before the disability occurred. This reduction is referred to as The Offset.

Supporting statement

The function of disability benefits and the Canada Pension Plan (CPP) disability benefits is to compensate members because they are disabled or injured and BCTF policy discriminates against those that are injured or disabled by offsetting (clawing back) benefits that are intended to make members whole and compensate them. BCTF policy could use an amendment to help support members that have been injured and suffered

life altering changes as a result of the injuries sustained at work.

BCTF Members’ Guide Policy 13.C.02—19.4 requires that member Salary Indemnity Plan (SIP)/ long-term disability (LTD) benefits are clawed back or offset by any benefits awarded to them by third parties such as WorkSafeBC. It is understood that one of the goals of SIP/LTD benefits it to ensure that members do not earn more money than they would have if they were working.

In the case of workers that are injured at work and are disabled enough to receive WorkSafeBC disability benefits and/or CPP Benefits, the purpose of those benefits it to compensate and or support injured/disabled members because they have exceptional needs and/or life-altering disabilities. The goal of Policy 13.C.02—19.4 is to reduce the cost of our LTD/SIP benefits program, but this policy does not support members that have had life-altering injuries.

If the CPP and WorkSafeBC disability benefits are used to offset the LTD/SIP benefits, the worker’s injury is used to minimize the cost to the plan, at the expense of the member/worker. By amending Policy 13.C.02—19.4, the disability of the member will be recognized by the BCTF and the financial supports for their injuries that they are provided by CPP and WorkSafeBC disability benefits will be maintained in order to help support them.

INTERNATIONAL SOLIDARITY

Recommendation 22

That Procedure 16.02 be amended as follows: That the W.R. Long Memorial International Fund fee allocation be set annually by the AGM to be used in developing countries outside of Canada to:

1. build partnerships with teacher organizations.

2. promote universal quality public education.

3. foster equity equality, mutual respect, and reciprocal growth.

4. support self-determination and empowerment.

5. develop understanding of global interdependence.

6. strengthen teacher union solidarity links and co-operation.

Supporting statement

This amendment to Procedure 16.02 updates language to reflect the intent of the W.R. Long Memorial International Fund.

MINISTRY OF EDUCATION AND CHILD CARE

117. Surrey

That the Federation lobby the Ministry of Education and Child Care to create additional resources with community partners that specifically address the history of the Japanese internment and its connections to broader redress culture.

Supporting statement

BCTF members of Japanese Canadian descent can collaborate with various organizations in this regard, such as the UBC Centre for Japanese Research and programs like Bamboo Shoots and Saffron Threads at Open Schools. While we have been actively addressing historical injustices concerning Indigenous Peoples, there is a need to delve into a more comprehensive understanding of Canada’s redress culture in relation to other affected groups. For instance, the Japanese community lost their land, boats, and other assets, which they were unable to recover, resulting in

multi-generational trauma and economic setbacks for their communities. This curriculum would be appropriate for students in Grades 5 and 10.

118. Surrey

That the Federation lobby the Ministry of Education and Child Care and local school districts that all new school builds and renovations include consideration for climate resilient infrastructure improvements.

Supporting statement

As the climate crisis intensifies, schools must adapt. We advocate for climate-responsive measures like energy-efficient buildings, cooling systems, disaster preparedness, and clean air and water to create a supportive learning environment that prioritizes student and teacher well-being in the face of climate-related challenges. Disaster is Political: Voices from the BCTF International Think Tank on Responding to Climate Emergencies, highlighted the need for adaptation and mitigation. Climate-resilient infrastructure improvements, such as the integration of energy-efficient systems, sustainable building materials, and improved insulation, not only reduce the environmental impact, but also lead to long-term cost savings through reduced energy consumption and maintenance, making schools more resilient against severe weather events. As governments increasingly prioritize sustainability and climate resilience, this advocacy aligns with broader policy goals, making it more likely for funding and support to be available for such projects.

119. Surrey

That the Federation lobby the Ministry of Education and Child Care to provide provisional designations and funding for students awaiting assessments and that those provisional designations be considered in classcomposition limits.

Supporting statement

In Surrey in 2022, over 200 undesignated Kindergarten students received essential services due to their genuine needs. However, the district failed to secure funding for the required integration support teachers or inclusive education support

workers to support these students. Furthermore, there were no remedy provisions in place for the early primary classroom teachers. Many Kindergarten teachers manage classes that would trigger remedy, pending student assessments. Waitlists for assessments are excessively long, with students waiting since early 2023 not scheduled for assessment until November 2025. As a result, these students won’t receive funding until at least January 2026, affecting remedy for their current teachers. Our Kindergarten and Grade 1 teachers need better support and resources. This is about acknowledging students that need support, have referrals for support in place, and are accepted to waitlists for assessment (so have been approved by preliminary screening processes). To have a student on a recognized waitlist is a strong indicator that they require immediate service and will be getting a designation. In my experience, referrals are rarely rejected. In five years, all but one waitlisted student returned a result of the student being on the autism spectrum and/or with a mild or moderate intellectual delay.

120. Surrey

That the Federation lobby the Ministry of Education and Child Care to provide provisional designations and funding for students experiencing trauma, violence, and/or selfharm, and that those provisional designations be considered in class-composition limits.

Supporting statement

Kindergarten classrooms are facing escalating violent incidents, necessitating evacuations and causing vicarious trauma to other students. The demand for school counsellors is critical, given the insufficient support and the yearly increase in students requiring assistance. Recognizing a Kindergarten student’s needs can involve various resources and external services, which can take up to a year. During this time, the classroom environment is significantly impacted unless additional staffing support is provided by reallocating resources from students with less severe needs. We don’t need the assessment to know they need support. Instead, we must assess them promptly to secure funding and ensure specialist teachers can provide the necessary

support. Our ask is to change the system, providing better support to students and teachers, while preventing primary students and educators from bearing the brunt of an underfunded system.

121. Greater Victoria

That the Federation work with the Ministry of Education and Child Care to create a framework for pilot projects in order to ensure some type of uniformity of how a pilot project looks and works between districts.

Supporting statement

The Learning Update Order has presented numerous challenges for districts. The pilot projects didn’t all have the same information to work with or changed and adapted mid-stream after considerable teacher hours had been invested. In addition, there was no allotted funding for the pilot projects or the implementation. This has resulted in a greater workload and stress for teachers and districts. If there was a framework to follow it would provide guidelines and consistency for this work.

122. Prince Rupert

That the Federation lobby the Ministry of Education and Child Care to revise the Learning Update Order, Letter Grades Order, and all relevant provincial policies, so that letter grades are optionally provided for Grade 7, letter grades are provided for courses numbered 8 or 9, and that letter grades and percentages are provided for courses numbered 10, 11, or 12.

Supporting statement

1. This resolution is aligned with Policy 9.A.19 in terms of current BCTF policy on reporting student progress for courses numbered 10, 11, or 12, the option of letter grades or written comments for Grade 7 and reporting in the primary grades.

2. Students and families already understand the plain meaning of letter grades and their related descriptors (understanding, excellent, very good, good, satisfactory, and minimally acceptable). While certainly not perfect, this system is clear, concise, and already makes sense to families and students.

3. Letter grades are performance-based and are therefore based on the assessment and evaluation of a student’s work, (i.e., the quality of that work) not the student themself.

4. In contrast, the Provincial Proficiency Scale is based on the student’s “level of understanding” (ranging from an initial understanding to a sophisticated understanding) of the concepts and competencies of the course. No framework is provided by this scale for the formal assessment and evaluation of student work (or the quality of that work).

5. In the new system, the students themselves are being evaluated, not their work, not their performance. This raises the philosophical question of how does a teacher assess and evaluate what a student knows (or “understands”)?

6. The Provincial Proficiency Scale is confusing, does not use plain language, and provides almost no information for students with less than a “complete” understanding of the curricular concepts and concepts for the course. (e.g., what is the operational meaning of the difference between an initial understanding and a partial understanding?)

7. In practice, many teachers throughout the province are ignoring the lack of performancebased assessment and evaluation in the new order and are simply converting between two (incompatible) scales, adding even more confusion for students and families who must make sense of report cards and learning updates to support student learning.

8. Students must still master the performancebased (work quality) framework because letter grades and percentages are used starting in Grade 10 (and are still used for entry to most colleges and universities). This creates unfair barriers for many students, especially for students who need more time to learn how to navigate the education system and letter grades.

123. Vancouver Elementary and Adult Educators’ Society

That the Federation renew its calls for the Minister of Education and Child Care to decolonize Section 5 of B.C. Reg. 265/89 by adding the following to the decision made by the 2022 BCTF Annual General Meeting: 9. Clarifying that no student or staff member is compelled to participate in patriotic exercises, and that their choices regarding patriotic exercises be respected.

Supporting statement

An earlier version of this was adopted by the 2022 Annual General Meeting. No progress has been made on this to date. Subsections 10 through 12 of Section 5 of B.C. Reg. 265/89 continue to contain significant amounts of nationalist propaganda, identifying school assemblies as spaces to “promote loyalty to the Crown” and “observation of occasions of historic or current importance to Canada and the Commonwealth.” This section of Reg. 265/89 runs counter to the Declaration on the Rights of Indigenous Peoples Act and reconciliation work being done throughout the public education system in BC. The revised recommendation here also includes language consistent with BCTF Policy 3.K.09, which was adopted by the Representative Assembly in November 2010. It reads: That school districts respect members’ or students’ choices regarding patriotic exercises.

124. Langley

That the Federation advocate to the Ministry of Education and Child Care to install EV chargers at every school worksite across the province in order to support the transition to a climatefriendly means of transportation.

Supporting statement

Some new schools have them, but others do not. This could be an issue in retaining/hiring staff. It also supports climate justice. There are some districts that have chargers at every school.

ORGANIZATION OF THE BCTF

125. Prince Rupert

That the Annual General Meeting recommend to the Executive Committee:

That the Federation form a special committee, to research and advise the Executive Committee on how the BCTF and/or a BCTF affiliated not for profit society could develop, or help develop, affordable housing in all regions of the province for the benefit of teachers and their families to help members address the housing affordability crisis faced by members throughout the province.

Supporting statement

Teachers throughout the province face a housing affordability crisis that reduces their housing security, quality of life, and ability to remain within the profession. Unions, including the BCTF and/or a BCTF affiliated not for profit society, can use our collective resources to develop, or help develop, affordable housing on a costrecovery basis. A special committee composed of member representatives of all regions can investigate models and strategies of other labour organizations and can make specific recommendations to the Executive Committee based on this research. Other unions in British Columbia are developing models for developing affordable housing for members in ways that help expand affordable housing for all workers and this committee can report back to the Executive Committee on these and other approaches. This motion would commit the Federation only to research models and approaches and to consider possible ways for our union to provide direct relief to the housing crisis faced by members throughout the province. It does not commit us to specific action, which would require first careful research and planning.

126. Kamloops Thompson

That the Federation investigate ways in which to provide childcare at all BCTF events.

Supporting statement

Procedure 10.I.28—2. in the BCTF Members’ Guide states:

That where permitted by community care licensing regulations, the BCTF will provide daycare services for delegates’ families at the Annual General Meeting and for other meetings and conferences, as designated by the BCTF. However, at many previous events, including summer leadership conferences, zone meetings, and some annual general meetings, childcare has not been provided and has prevented members from attending various union meetings. This equity issue is hindering one of the leadership priorities: “engage and connect members toward recovery, strength, and solidarity.” We cannot fully work toward this goal if some of our members cannot participate.

Kamloops Thompson

127. That the Federation provide closed captioning at all main gatherings of BCTF events.

Supporting statement

The intent of this motion is to focus on events where all members are gathering, such as the first/ last sessions of zone meetings and the shared learning sessions at facilitator institute trainings and summer leadership conferences. While it might not be possible to offer closed captioning and American Sign Language at all individual workshops/sessions at BCTF events, it should be planned for and provided at the larger group sessions. Currently, closed captioning is only offered at the BCTF Annual General Meeting (since 2017) and all representative assemblies (since 2018). This is an equity issue for members who attend other regular BCTF events. Providing these services would ensure more equitable access.

128. Surrey

That the Annual General Meeting encourage the Executive Committee to consider investigation of how locals can forge relationships with local Indigenous Nations toward Elder in-residence programs in locals, as a 2024–25 priority for the Aboriginal Education Advisory Committee.

Supporting statement

We observe the strong connections Indigenous support workers establish with students and their

positive impact on student engagement. This connection to Indigenous support has proven highly effective in recent interactions between Kwantlen Park and the Kwantlen Nation. These relationships foster a sense of belonging within the school community, inspire students to attend school enthusiastically, and ultimately contribute to their overall happiness. This approach ensures that we receive proper guidance from Indigenous Peoples in our educational practices and cultivates enduring, multi-generational relationships with local nations.

Truth and Reconciliation Commission of Canada Call to Action 10:

We call on the federal government to draft new Aboriginal education legislation with the full participation and informed consent of Aboriginal peoples. The new legislation would include a commitment to sufficient funding and would incorporate the following principles:

1. Providing sufficient funding to close identified educational achievement gaps within one generation.

2. Improving education attainment levels and success rates.

3. Developing culturally appropriate curricula.

4. Protecting the right to Aboriginal languages, including the teaching of Aboriginal languages as credit courses.

5. Enabling parental and community responsibility, control, and accountability, similar to what parents enjoy in public school systems.

6. Enabling parents to fully participate in the education of their children.

7. Respecting and honouring treaty relationships.

129. Surrey

That the Federation create general guidance and encourage locals to create, in connection with local Indigenous Nations and BCTF locals, localized documents outlining protocols for showing proper respect to Elders and speakers when they visit your class or local.

Supporting statement

Elders, Knowledge Keepers, and musicians who have come to work with our students have

been marginalized and left to their own devices because people lack knowledge of the correct protocols, including the importance of providing an honorarium whenever Indigenous Peoples are asked to speak.

130. Surrey

That the Federation create general guidance for locals on creation of equity and inclusion committees, with reference to BCTF policies and procedures, with a report back to the 2025 Fall Representative Assembly.

Supporting statement

The guidance will offer strategies for motivating members to champion equity and inclusion within their schools, districts, and local teacher unions. It will also provide the latest research on fostering inclusive spaces. Prioritizing equity in school decision-making is essential for creating a safe and welcoming environment for students. At Kwantlen Park Secondary in Surrey, the equity committee, including a department head position, has successfully ensured that equity matters are discussed at department head meetings and event planning. This committee gives students a dedicated space to address equity issues and provides guidance to school administrators. Moreover, having an equity department allows various student organizations, like Black student unions, to collaborate with staff on equity issues at their schools. The BCTF will collaborate with locals of different sizes to adapt these strategies to their specific needs.

131. Burnaby

That locals be encouraged to begin a process of reviewing the names of schools in their local to investigate if any of them are problematic, in co-operation with local school districts and/or partner groups, if desired by the local.

Supporting statement

Some schools are named after people who are/ were racist, homophobic, or otherwise historically problematic. They can also be problematic for other reasons and starting a process to review all school names can kickstart a renaming process(es), if deemed appropriate and desirable

by the local/school board/partner groups in the community.

132. Greater Victoria

That the Federation encourage each local to create an Indigenous resource representative role at each school, and that BCTF-supported training be available to these Indigenous resource representatives.

Supporting statement

Local representatives at the school level play an important role in supporting their members. BCTF training such as School Union Representative Trainings (SURT) and zone meetings will provide helpful information and training for these representatives. The new Indigenous graduation requirement courses have been implemented this school year. Incorporating Indigenous content and Ways of Knowing and Being into the curriculum from K–12 requires resources and accurate information. While the documents of the Truth and Reconciliation Commission and the Declaration on the Rights of Indigenous Peoples Act continue to inform teaching, the search for information and resources often falls upon the shoulders of Indigenous members. We are recommending that the Federation encourage each local to create an Indigenous resource representative at each school, and that BCTF-supported training, such as a SURT, be available to these representatives. In addition, the training could be done in collaboration with each district’s Indigenous education departments so that local information can be accurate and reflect the voice of local Nations.

133. Greater Victoria

That the Federation investigate how to diversify representation at the representative assemblies, ensuring inclusion of equityseeking groups such as BIPOC, Indigenous Peoples, 2SLGBTQIA+, people with disabilities, and underrepresented members such as teachers’ teaching on call and early career teachers with a report back to the 2024 Fall Representative Assembly.

Supporting statement

Representative assemblies (RA) are made up of elected members who are meant to represent the interests of all members of the BCTF. At this point, there is no requirement for diversity and inclusion at the RA, which means the interests and voices of some groups may not be heard at these assemblies that are meant to represent all voices. It is especially important that there is representation at RAs for people in equityseeking groups and groups that are typically underrepresented, so that decisions are made with the interests of all members considered. We understand that the election of representatives happens at the local level and that there are many considerations when looking into how to best ensure diversity and inclusion at RAs, which is why we believe the BCTF should investigate how this can be done most effectively.

134. Greater Victoria

That the Federation encourage each local to elect teachers’ teaching on call as Annual General Meeting delegates, proportional to the percentage of teachers teaching on call in their local.

Supporting statement

Right now, across our province there is a shortage of teachers, including a major shortage of teachers teaching on call (TTOCs). Recruitment and retention of teachers, including TTOCs, is essential. One way to retain TTOCs is to encourage them to get involved, share the unique challenges and experiences that they face, and be part of the decisions we make as a union. Often TTOCs feel that they are underappreciated and that there isn’t a welcoming space for them in decisionmaking bodies such as the BCTF Annual General Meeting (AGM), even though they are able to put their names forward as delegates. For these reasons, we believe it is important that locals are encouraged to elect TTOCs as AGM delegates. If locals are encouraged to elect TTOCs, they will have to encourage TTOCs to put their names forward for delegate positions, making it clear that this is a space welcoming of TTOCs and their voices. While not all locals will have TTOCs put their names forward to be elected, as some locals

don’t even have certified TTOCs to do so, we believe that the Federation should be encouraging TTOC participation where possible, so that this group of teachers that we desperately need to retain is not underrepresented in a decisionmaking body that is meant to represent all members

135. Greater Victoria

That the Annual General Meeting recommend to the Executive Committee:

That the Federation form a task force to support teacher mentorship in BC.

Supporting statement

In light of the teacher shortage and issues with the recruitment and retention of teachers in the profession, mentorship programs across the province need to be supported. Many locals in the province still have mentorship funds from the 2019 Collective Agreement that are sitting in bank accounts because they don’t have the capacity or perhaps the experience to implement programs. Having a task force of mentorship facilitator/leaders from across the province to advise, support, and train leaders in locals would support locals to maintain current programming or get programs started. This task force would directly support early career teachers and teachers transitioning to a new subject area or grade level.

136. Greater Victoria

That the Annual General Meeting recommend to the Executive Committee:

That the Federation form a Climate Action Advisory Committee.

Supporting statement

We are in a climate crisis that is going to take an enormous amount of work to get out of. We are fast running out of time to stem the worst effects of climate change. Presently, the BCTF has the Committee for Action on Social Justice that does do some climate-change related work, but this is not enough. The folks on this committee are working hard but there needs to be a separate BCTF advisory committee dedicated to climate-change related work. There are a growing number of locals now who have formed their own climate justice

committee and have been doing great work across the province. It follows that the BCTF should have a provincial level committee that can help do this work as well.

PENSIONS

137. Surrey

That the Federation recommend to the BC Investment Management Corporation to move pension funds currently invested in Real Estate Investment Trust and other speculation investments into a teacher’s pension land trust with a goal of providing affordable cooperative housing that reflect the democratic values of our union.

Supporting statement

When our pensions and deferred compensation are invested in real estate, we inadvertently become contributors to housing insecurity, affecting not only early career teachers but also the broader population in British Columbia. Housing security and affordability are critical issues that concern all Canadians. Investing in real estate speculation exacerbates the ongoing housing crisis.

138. Vancouver Elementary and Adult Educators’ Society

That the Federation ask that the BC Investment Corporation to investigate divestment from military and weapons manufacturing in general, and any companies deemed unethical by environmental and human rights standards.

Supporting statement

The Federation Annual General Meeting has carried resolutions in the past calling for the BC Investment Corporation to divest away from the companies that would harm us and the planet: fossil fuels; land mines; tobacco, etc. Currently, pension divestment guidelines do not include an explicit call for divestment from companies that support and supply militaries, war, genocide, and apartheid. If carried, this motion would call on us to protect current and future generations from violence with one of our most powerful tools.

POLITICAL ACTION

139. Surrey

That the Federation, in co-operation with the BC Federation of Labour, actively promote greater class consciousness among its members and engage in activism that works to improve workers’ rights and reduce inequality in all its forms.

Supporting statement

Teachers, as working-class professionals engaged in wage labour, tend to make decisions that inadvertently strengthen the ownership and capitalist class. To address this, it’s essential to offer increased support to striking workers in sectors beyond our own and promote broader labour organization efforts in regions currently lacking representation.

140. Surrey

That the Federation lobby the provincial government to change school district naming protocols so names that are meaningful to the First Nations, Métis, and Inuit communities, who currently inhabit or historically occupied that territory, are included.

Supporting statement

We have numerous schools named after locations or prominent individuals, often seen as a gesture of honour. However, it is crucial to re-evaluate this practice, particularly if we are genuinely committed to truth and reconciliation with Indigenous Peoples. This re-evaluation would elevate Indigenous concerns, fostering greater awareness among students and their communities about why it is essential not only to acknowledge traditional territories superficially. Additionally, we should resist district initiatives to completely avoid naming buildings after individuals. It is problematic to imply that names of white individuals were acceptable but those from the global majority were not. Our commitment to social justice begins in childhood and can develop subconsciously. Children possess a natural curiosity, and when they encounter something unfamiliar, like their school’s name, it presents a valuable opportunity for them to become conscious of and learn about the First Nations, Métis, and/or Inuit territory where they

are located, as well as the historical and ongoing experiences of Indigenous Peoples in that area. Implementing this change would contribute to achieving the Truth and Reconciliation Commission Call to Action 57.

141. Surrey

That the Federation lobby the government and employer to ensure that all Indigenous children who need food are being fed by a program in schools.

Supporting statement

The school food programs are already overwhelmed and oversubscribed, leading to competition for access. Regrettably, this means that Indigenous students may go without food, which contradicts Call to Action 20—In order to address the jurisdictional disputes concerning Aboriginal people who do not reside on reserves, we call upon the federal government to recognize, respect, and address the distinct health needs of the Métis, Inuit, and off-reserve Aboriginal peoples. Under Jordan’s Principle, we are ensuring that First Nations children can access the products, services, and supports they need, when they need them, while we work with First Nations partners, provinces, and territories to develop long-term approaches to help better address the unique needs of First Nations children.

142. Surrey

That the Federation engage in a campaign to, actively and regularly, promote climate emergency education integration.

Supporting statement

The climate emergency is a significant challenge for current and future generations. Education is crucial in preparing students to tackle this issue. By promoting climate education integration, the Federation ensures comprehensive education that equips students with the knowledge, skills, and values to address climate change as informed global citizens. This resolution emphasizes the need for the Federation to recognize the urgency of addressing the climate emergency through education and developing engaged citizens who can effectively address climate change.

143. Burnaby

That the Federation immediately undertake a serious, honest, and hard-hitting public awareness campaign, focusing on unmet needs, underfunding and staff shortages, to expose what is presently occurring in BC public school classrooms.

Supporting statement

There exists an ever-growing teacher and education assistant shortage, debilitating most public education schools throughout the province. In many places, schools do not have enough space or classrooms for the current student population and are even more woefully short of space for the students entering school in the next few years. Wait times for assessment, and lack of supports for identified student needs are overwhelming and impeding student success. It’s time the public was aware of how overwhelmed we are and how many student needs are being unmet.

144. Burnaby

That the Federation:

1. enter into immediate and emergency discussions with the provincial government to demand a return of public education funding to at least 1999 levels of 3.2% of GDP.

2. demand a significant reduction in all class sizes, in order to meet the evergrowing academic, social-emotional, and behavioural needs of BC public school students.

3. demand that sufficient staffing, classroom space, material and equipment supports be put in place in all public schools, to allow every BC student to reach their full potential.

Supporting statement

The BC public education system has been drastically underfunded for many decades, decreasing from 3.2% of BC’s GDP in 1999, to 2.1% of GDP today (source: BCTF Research Department) There are, and have been for many years, increasing enrolment and a lack of support for students who have a right to resources to grow and learn.

145. Greater Victoria

That the Federation investigate and make public, Ministry of Education and Child Care costs related to the Foundation Skills Assessments and connect those to loss of funds and learning time in an underfunded education system.

Supporting statement

Most of the public does not know the costs both in dollar amounts and learning time involved in the Foundation Skills Assessments. The financial implications of technical set up, printing, supervision, marking, and the loss of instructional time are impacting the students.

PROFESSIONAL RELATIONS

146. Coquitlam

That the Federation urge the BC Principals’ and Vice-Principals’ Association to require mandatory training in cultural safety and humility.

Supporting statement

With the ongoing work around anti-racism it is important that people in positions of authority be aware of implicit biases, microaggressions, privilege, and more as they engage with the education system.

PROVINCIAL SPECIALIST ASSOCIATIONS

147. Saanich

That the Annual General Meeting recommend to the Executive Committee that the Federation form a working group to explore the benefits and costs of establishing one BCTF paid membership in a BCTF professional specialists association as one of the benefits of being a BCTF member. And that this committee provides its findings to a Representative Assembly prior to the 2025 Annual General Meeting so the Representative Assembly can make a recommendation to the 2025 Annual General Meeting.

Supporting statement

The BCTF supports teachers’ professional development in a myriad of ways. One way is through the act of supporting over 30 BCTF professional specialist associations. As the BCTF is committed to providing professional development opportunities for all members as a core activity, exploring the costs and challenges of providing this benefit for all members is something that should be considered. This resolution is about exploring the proposition and should not be interpreted as pre-supposing an outcome.

PUBLICATIONS OF THE BCTF

Recommendation 23

That Procedure 36.24 in the Member’s Guide be deleted.

Supporting statement

This deletion removes a procedure that is binary, outdated, and does not reflect a diversity of gender.

PUBLIC RELATIONS

148. Surrey

That the Federation start an awareness campaign regarding access to mental health benefits through the First Nations Health Authority.

Supporting statement

At the school where I work, I often hear about Indigenous students requiring mental health support for various issues, particularly grief. The alarming rates of mortality and hospitalization directly impact students’ ability to learn. Staff members struggle to find appropriate support resources. This motion aims to address these challenges. It provides additional support to our members identifying as Indigenous who need counselling while empowering non-Indigenous members to recommend extra support for students and their families. Indigenous individuals, whether status or non-status/Métis, are entitled to up to 22 or 15 counselling sessions, respectively, through the First Nations Health Authority. Teachers can

inform Indigenous students and their families about this benefit, offering access to vital mental health services when needed.

SALARY INDEMNITY PLAN GOVERNANCE REVIEW

Constitution and by-law changes

By-law amendments must be passed by special resolution at an AGM, which requires a two-thirds majority to pass (see By-law 20). Special resolutions require advance notice to the membership and cannot be amended from the floor at the AGM.

Recommendation 24

That By-law 5.16 be deleted and replaced with the following:

The Executive Committee shall have prepared and shall adopt annually for the Salary Indemnity Fund a statement of anticipated revenues and expenditures, and a statement of proposed capital expenditure. No expenditures in excess of the budget so adopted shall be made except in accordance with By-law 5.17 except for those expenditures made with respect to member claims against the fund.

(a) The Executive Committee shall have the power to enter into and amend an agreement and declaration of trust to continue the BCTF Salary Indemnity Trust.

(b) The Executive Committee may appoint trustees to the Board of Trustees of the BCTF Salary Indemnity Fund. The Executive Committee may establish procedures governing trustee appointments.

Supporting statement

In order to establish the Board of Trustees of the BCTF Salary Indemnity Fund (SIF), the current By-law 5.16 should be deleted as the BCTF Executive Committee will no longer have these responsibilities with respect to the SIF budget. Instead, the Executive Committee will have the power to enter into and amend a trust agreement and appoint the trustees. This is consistent with the recommended division of responsibilities between the BCTF and Board of Trustees of the BCTF SIF flowing from the Salary Indemnity Plan

(SIP) governance review. These amendments are necessary in order for the BCTF to establish the Board of Trustees of the BCTF SIF.

Recommendation 25

That By-law 8.1 be amended as follows:

(a) The Annual General meeting of the Federation shall be held during the month of March or April at a date, time, and place to be fixed by the Executive Committee.

(b) Notice of the date, time, and place of every Annual General Meeting or Special General Meeting, the text of every special resolution, and in the case of an Annual General Meeting, where to access the BCTF’s audited financial statements shall be sent by email to every active member in good standing who has provided the Federation with an email address.

(c) Notice of the date, time, and place of every Annual General Meeting or Special General Meeting, and the text of every special resolution, shall be available to every active member in good standing through the BCTF website in the 21 days prior to the Annual General Meeting.

(d) The audited financial statements of the Federation, including the Salary Indemnity Fund, shall be available to every active member in good standing through the BCTF website in the 21 days prior to the Annual General Meeting.

Supporting statement

Consistent with the separation of responsibilities between the BCTF and Board of Trustees of the BCTF SIF, reference to the SIF audited statements should be removed from By-law 8.1. Access to the SIF audited financial statements will instead be addressed through the proposed amendments to By-law 17, which will exclusively address matters related to the SIF and SIP. Reference to the secure member portal should also be removed as, since the relaunch of the BCTF website, the website no longer technically includes a portal.

Recommendation 26

That By-law 8.6 be amended as follows: The business of the Annual General Meeting shall include:

(a) receipt of reports.

(b) receipt of financial statements.

(c) nomination and election of officers.

(d) appointment of auditors.

(e) setting of fees and allocation of any part thereof to special funds (except the Salary Indemnity Fund) operated pursuant to the objects of the Federation.

(f) adoption of policies and prescription of procedures for the attainment of the objects of the Federation.

(g) such other business as may properly be brought before the Annual General Meeting.

Supporting statement

Consistent with the separation of responsibilities between the BCTF and the Board of Trustees of the BCTF Salary Indemnity Fund (SIF), it should be specified that the BCTF AGM will not set the contribution rate for the SIF (also colloquially known as the SIP fee). The contribution rate will be set by the Board of Trustees of the BCTF SIF. These amendments are necessary in order to clarify this division of responsibilities in the bylaws.

The going forward division of responsibilities between the BCTF and the Board of Trustees of the BCTF SIF maintains BCTF’s authority regarding SIP benefits and requires the Board of Trustees of the BCTF SIF, with assistance of the SIP actuary, to determine the cost of SIP benefits and to adjust contribution rates accordingly. The trust agreement will also require that the Board of Trustees provide the BCTF with a cost estimate for any salary indemnity benefit change so that the BCTF AGM may consider costs when it considers a benefit change. This structure makes sure that benefits are properly costed and that contribution rates reflect the cost of the SIP.

Recommendation 27

That By-law 8.7 be amended as follows: The Annual General Meeting may create and amend regulations (the “Salary Indemnity Plan”) providing for governing the terms and conditions of short-term and long-term benefits from the a Salary Indemnity Fund for members who are absent from work as a result of illness or accident. The Salary Indemnity Fund shall

be created funded from member contributions that are separate and distinct from fees set from time to time by the Salary Indemnity Fund Board of Trustees. for the normal operation of the Federation, and the. The fund Salary Indemnity Fund shall be segregated from Federation funds and shall be used by the Trustees of the Salary Indemnity Fund solely for the provision of benefits in accordance with the Salary Indemnity Plan Regulations and for the expenses incurred in the administration of the fund Salary Indemnity Plan and the Salary Indemnity Fund. The fund shall be invested pursuant to By-law 5.

Supporting statement

Consistent with the separation of responsibilities between the BCTF and the Board of Trustees of the BCTF SIF, these amendments ensure that the BCTF AGM retains jurisdiction to amend the SIP regulations and references that the contribution rate is set by the Board of Trustees of the BCTF SIF. These proposed amendments also update some language in the by-laws stemming from when the SIF was first created. The amendments update this language to refer to the SIF as continuing.

Recommendation 28

That By-law 15 be amended as follows:

The financial year for the BCTF shall commence on July 1 of each year, provided that the Representative Assembly may, by threequarters majority of Local Representatives voting, determine another date for the commencement of the financial year. The financial year for the Salary Indemnity Plan shall be as determined by the Salary Indemnity Fund Board of Trustees. The financial year for other special funds shall be as determined by the Executive Committee.

Supporting statement

Consistent with the separation of responsibilities between the BCTF and the Board of Trustees of the BCTF SIF, this amendment ensures clarity regarding each body with respect to setting the financial year for both the BCTF and SIF. The SIF is subject to rules in the Income Tax Act (Canada) that require a fiscal year-end of December 31.

Recommendation 29

That By-law 17 be amended as follows:

17.1 The Federation has, through a general meeting, may created a Salary Indemnity Fund, a Benevolent Fund, or any other fund. In the future, the Federation may create other special funds designed to promote the general welfare of the members. The regulations governing the operation and administration of such funds shall be determined by the Executive Committee, except that the regulations providing for the Salary Indemnity Plan shall be established and amended in accordance with By-law 8.7.

17.2 The Salary Indemnity Plan shall be governed in accordance with the trust agreement that establishes the Salary Indemnity Fund as of January 1, 2025. The Salary Indemnity Plan benefits and eligibility requirement will be as prescribed in the Salary Indemnity Plan Regulations set in accordance with Bylaw 8.7. Special funds, other than the Salary Indemnity Fund, will be governed by regulations or procedures determined the Executive Committee.

17.3 Reference in BCTF by-laws and procedures to the “Salary Indemnity Plan Regulations” or “SIP Regulations” means the regulations created and amended by the BCTF Annual General Meeting or Special General Meeting that set out membership eligibility for Salary Indemnity Plan participation and the short- and long-term benefits provided under the Salary Indemnity Plan. For clarity, the Salary Indemnity Plan Regulations shall not set out the rates of contributions required for members of the Salary Indemnity Plan, which shall be determined exclusively by the Trustees of the Salary Indemnity Fund.

17.4 All members of the Salary Indemnity Plan shall pay contributions to the Salary Indemnity Plan in accordance with the rates set by the Salary Indemnity Fund Board of Trustees from time to time.

17.5 The audited financial statements of the Salary Indemnity Fund shall be available to every active member in good standing through the BCTF website promptly after they are approved by the trustees and provided to the BCTF.

Supporting statement

These amendments set out that the SIP shall be governed in accordance with the trust agreement. Consistent with the division of responsibilities between the BCTF and the Board of Trustees of the BCTF Salary Indemnity Fund, the amendments to By-Law 17 ensure that the BCTF AGM continues to be the only body that has authority to amend the SSIP Regulations and that the Board of Trustees of the BCTF SIF shall set the contribution rate (SIP fee). These amendments also stipulate that the SIF audited financial statements shall be made available to BCTF members.

Recommendation 30

That item 5. of the Constitution be amended as follows:

to organize and administer a Salary Indemnity Fund among its members to establish, continue, and sponsor a Salary Indemnity Fund for its members.

Supporting statement

As part of the process of establishing the Board of Trustees of the BCTF Salary Indemnity Fund, the BCTF Constitution should be updated to reflect the BCTF’s role as establishing, continuing, and sponsoring the plan. As the plan sponsor, the BCTF will continue to guide the structure of the SIP, to determine what benefits it will provide, and appoint the trustees of the SIF.

Salary Indemnity Plan Regulations changes

Salary Indemnity Plan Regulations must be passed by special resolution at an AGM, which requires a three-quarters majority to pass (see By-law 20). Special resolutions require advance notice to the membership and cannot be amended from the floor at the AGM.

Recommendation 31

That the Salary Indemnity Plan Regulations be amended as follows, effective January 1, 2025:

September 1, 2022 January 1, 2025

Pursuant to the BCTF Constitution and ByLaws, the Federation shall administer has established and continues to sponsor a Salary Indemnity Plan (hereinafter called the “plan”) for the benefit of its members. Effective January 1, 2025, the Board of Trustees of the BCTF Salary Indemnity Trust (hereinafter called the “Board”) is responsible for the governance of the plan. Day-to-day administration of the plan is performed by the BCTF as the plan’s “administrative agent”. BCTF shall designate an employee to be the “plan administrator” of the Salary Indemnity Plan with responsibility to oversee the administration of the Plan.

The plan shall provide short-term and longterm benefits, in accordance with the following regulations, to members disabled from employment as a result of illness or accident.

Note:

The Salary Indemnity Plan is not insured by an insurance company regulated under the Financial Institutions Act. The BCTF is exempt from the regulatory requirements of the Financial Institutions Act.

These regulations, adopted by the 1984 BCTF Annual General Meeting are effective January 1, 2025. Amendments to these regulations and amended by subsequent Annual General Meetings, are generally effective on September 1, 2022. The regulations apply to members whose first date of eligibility to receive benefits occurs on or after September 1, 2022. following

the Annual General Meeting at which the amendments were made, except as otherwise noted. Members whose first claim effective date of eligibility to receive benefits is prior to September 1, 2022January 1, 2025, will continue to receive benefits based on the plan in effect at that time, except as otherwise noted.

1. Eligibility and participation

1.1 The following people shall participate in the plan:

(a) all active members of the Federation employed by a school board or a local association on a regular full-time or regular parttime assignment;

(b) all employees of the Federation except those specifically exempted from participation in the plan by the Federation; and

(c) all affiliate administrative members not participating in a wage loss replacement plan may participate in the plan, providing they do so within 30 days of appointment as an administrative officer.

1.2 For the purposes of these regulations, the word “member” includes the following:

(a) an individual who became disabled from employment while a contributor to the plan; and

(b) except for the purposes of the Salary Indemnity Plan— short-term portion of the plan, employees of the Federation participating in the plan pursuant to Regulation 1.1 (b).

1.3 A member who has attained age 64, has reached the later of Factor 88 or age 60, has 34 years of contributory service or, who is in receipt of a retirement pension from the Pension Corporation (BC) may apply to withdraw from the long-term section of the plan. Application for withdrawal may be made during any school year in which one of the foregoing conditions has been met and upon the completion of the appropriate withdrawal form. Withdrawal will be effective, upon approval, in September for applications submitted in that month, and applications submitted later

will be effective the month following approval of the application.

1.4 A member who has previously applied for and been granted a pension through the Pension Corporation (BC), and has subsequently returned to employment as defined in 1.1 is ineligible for long-term disability benefits.

1.5 A member who is an inmate of a prison or similar institution shall not be eligible for benefits from the plan during such period of incarceration. A member whose teaching certificate is suspended or cancelled due to a criminal conviction shall not be eligible for benefits from the plan. Where such conviction is unrelated to the member’s teaching career and/or is medically based, the Income Security Committee Board shall review the case and, at its sole discretion, may determine that benefits should continue to be paid.

1.6 The plan at its discretion shall have the right, on behalf of claimants, to purchase leaves of absences or to reinstate previously withdrawn service through the Pension Corporation (BC), where in the opinion of the Income Security Committee Board such a purchase will be cost effective in conjunction with the application of regulation 21.1.

1.7 Non-compliance with a licensed physician’s recommendations related to the disabling condition may result in suspension of benefits until the claimant follows the physician’s advice. Such suspension will be reviewed by the Income Security Committee Board.

1.8 Failure to participate or co-operate in a rehabilitation program that has been recommended by the member’s licensed physician and approved by the Salary Indemnity Plan may result in the suspension of benefits during the period of time that the member did not participate or co-operate in the rehabilitation program.

1.9 If a repayment is owed to the plan, the

member shall make such repayment forthwith or in a repayment schedule approved by the plan administrator administrative agent. Any amount owing and not repaid may be deducted from current or future benefits despite any passage of time.

2. Effective date of coverage

2.1 A member shall be eligible for benefits under this plan as follows:

(a) for Salary Indemnity Plan: Shortterm benefits from the date the member is first actively at work.

(b) for Salary Indemnity Plan: Longterm benefits from the twentieth or later day of employment exclusive of sick leave.

Employees of the Federation participating in the plan pursuant to Regulation 1.1(b) are not eligible for benefits under the Salary Indemnity Plan—short-term portion of the plan.

3. Proof of Claim

3.1 (a) Proof of claim, satisfactory to the plan administrator administrative agent, must be made to the plan within 12 months of the expiration of the qualifying period.

The Income Security Committee Board, in its sole discretion, may extend this period.

(b) Any action against the Income Security Committee Board or the administrative agent with respect to the denial or termination of disability benefits under the plan must be commenced not later than one year after the claimant has been advised of the decision to deny or terminate benefits.

(c) Any action against the Income Security Committee Board or the administrative agent with respect to the plan, other than those actions referred to in regulation 3.1(b), must be commenced

not later than one year from the furnishing of a reasonably sufficient proof of a loss or claim under the plan.

3.2 All claims for benefits shall be accompanied by such forms as are required by the plan administrator administrative agent, specifically:

(a) claimant application form signed by the member; and

(b) with the exception of intermittent absences, a medical form signed by a licensed physician, nurse practitioner, or registered midwife, or in special circumstances, a notarized statement signed by the member; and

(c) the school board verification of sick leave form signed by an official of the employing school board or local association or the Federation. Intermittent absences are defined as absences which occur at irregular intervals.

3.3 The plan administrator administrative agent is empowered to secure from the employing school board or local president or the Federation, information in regard to accumulated sick leave, number of days’ absence or other information which the plan administrator administrative agent may require in connection with the payment of benefits.

3.4 A member applying for benefits, or in receipt of benefits, under the plan may be required to submit to an independent medical examination by a licensed physician selected by the plan administrator administrative agent or their its agent(s).

3.5 The plan administrator administrative agent shall select only licensed physicians who have agreed to provide information regarding a member’s illness to that member’s physician at the time it is provided to the plan administrator administrative agent.

3.6 A member in receipt of benefits will be required to provide, at periodic intervals, medical evidence of continuing disability.

3.7 A member in receipt of benefits for more than three months will be required to provide supporting medical evidence indicating that the member is receiving ongoing care and treatment by an appropriate licensed physician for that disability, or a registered professional as directed by an appropriate licensed physician except where the Plan Administrator administrative agent is aware that the disability is terminal.

3.8 Expenses incurred by a member in obtaining medical certificates or other requested information under this regulation shall be borne by the member, except that the costs of an independent medical examination required under regulation 3.4 shall be borne by the plan.

3.9 Receipt of benefits for an illness which is caused by drug or alcohol use shall be contingent upon the claimant receiving continuing treatment for the use of these substances.

3.10 Where a claim is the result of a workrelated injury or illness, the member must file a Workers’ Compensation Board claim prior to payment of benefits pursuant to the plan.

4. Leave of Absence

4.1 A member on a leave of absence who becomes disabled while on leave and qualifies for benefits under the plan shall be eligible for benefits as follows:

(a) if the member is on leave with pay, benefits shall commence on the date they would normally have commenced if the member had not been on leave;

(b) if the member is on leave without pay, for a period not exceeding 36 months, the qualifying period shall commence on the date the leave is scheduled to expire.

4.2 For the purposes of these regulations, the phrase “sick leave” shall mean paid leave of absence provided by the employer for reasons of illness or accident.

5. Death of a claimant

5.1 In the event of the death of a claimant, the full benefit for the month in which the death occurs shall be paid to the claimant’s beneficiary or estate.

6. Administration and appeals

6.1 The Federation shall appoint an Income Security Committee to operate the plan in accordance with the terms of these regulations and to submit reports to the Federation respecting member contributions, benefits, and the financial and claims experience of the plan. The Salary Indemnity Plan shall be administered by the administrative agent. The administrative agent may delegate administrative duties to its agents, in its discretion.

6.2 The plan shall be administered by a plan administrator and their assistants who shall be employed by the Federation. A member may appeal a decision of the administrative agent in relation to the Salary Indemnity Plan (including a decision in relation to the Health and Wellness Program), to the Board within six (6) months of the date of notification of the decision. No appeal may be taken from a decision by a Medical Review Committee.

6.3 The Income Security Committee shall review and rule upon any issue of interpretation or application of the regulations in any claim where a member questions the decision of the plan administrator. Appeals shall be governed by the Board’s Appeals Policy. The Board’s decision on an appeal shall be final and binding upon the administrative agent, the claimant, the claimant’s beneficiaries and the estates of the claimant and the claimant’s beneficiaries.

6.4 In the event a claimant disputes the decision of the Plan Administrator regarding eligibility for benefits, the claimant shall have six months from the date of notification of the decision being disputed to appeal that decision to the Income Security Committee. The decision of the Committee shall be final and binding.

7. Financing of the Plan

7.1 The plan shall be financed from the Salary Indemnity Fund (hereinafter called the “fund”). The revenue of the fund shall include:

(a) the allocation of a portion of the membership fee of contributions from each eligible member;

(b) the premiums paid by the employees of the Federation participating in the plan pursuant to regulation 1.1(b);

(c) the allocation of the full amount of the savings of the Employment Insurance premium reduction accruing to each eligible member from the acceptance of the shortterm section of the plan as a EI Wage Loss Replacement Plan;

(d) the investment income from all monies allocated to the fund.

7.2 The fee allocation shall be fixed annually by resolution of the Annual General Meeting.

7.3 The fee allocation or premium is waived for each member in receipt of benefits from the plan.

7.4 A member who has been granted permission to withdraw from the longterm section of the plan, pursuant to regulation 1.3, will be assessed a fee for participation in the short-term section of the plan only.

7.5 Reserves, determined by annual actuarial study, shall be established in order to support the objective that the plan operates on a fully funded basis.

7.6 The assets of the fund shall be segregated from Federation assets and

shall be used solely for the provision of benefits and for the expenses incurred in the administration of the fund and the plan.

7.72 Insufficient actuarial reserves may result in benefits being suspended and/ or reduced by decision of the BCTF Executive Committee, after consultation with the Board, until the Unfunded Liability is fully amortized.

7.8 Reserves and operational monies of the fund shall be invested as provided for under by-Law 5 of the BCTF Constitution and By-Laws.

7.93 All monies payable under this plan to or by members shall be payable in Canadian currency.

8. Amendments

8.1 The plan shall be amended only by special resolution of an Annual General Meeting of the Federation.

Salary Indemnity Plan—Short-term

9. Definition of Disability

9.1 To qualify for benefits under this section of the plan a member must be prevented, by illness or injury, from performing their normal employment duties.

10. Qualifying Period

10.1 Subject to the other provisions of the plan, a member who becomes disabled through illness or injury shall be eligible for benefits on the first working day following the termination of sick leave. Such a member shall be referred to as a claimant hereinafter.

10.2 A member who voluntarily terminates employment while having sick leave days to their credit shall not be entitled to benefits.

11. Benefits

11.1 Benefits shall consist of:

(a) an amount paid on a daily or monthly basis to each eligible claimant during the benefit period; plus

(b) an amount equal to the contribution to the Teachers’ Pension Plan or other BC public sector pension plan required of the claimant by the applicable Public Sector Pension Plan Act, which amount shall be paid directly to the Teachers’ or public sector pension plan by the plan on behalf of the claimant.

11.2 Benefits shall be based on the gross annual salary of the claimant applicable on the last day of work or of sick leave. No adjustment of benefit attributable to increased salary shall be paid except when a claim is closed in one school year and subsequently reopened in the following school year. Then a salary increase, due to a salary grid increase prior to the reapplication, will be recognised. No adjustment of benefits attributable to increases in percentage of contract will be paid until the claimant has returned to work at the new percentage of contract for 20 consecutive working days.

11.3 The gross annual salary of the claimant applicable on the last day of work or sick leave shall not be adjusted due to salary increases negotiated retroactively.

11.4 The benefit shall be 50% of salary with the basic benefit never less than Employment Insurance benefits. Notwithstanding 7.7, the basic benefit shall never be less than the benefit which would have been provided by the Employment Insurance Corporation.

11.5 A benefit month is composed of 20 benefit days.

11.6 A claimant who is eligible for benefits for part of a month shall be entitled to 20 days of benefits less the number of days for which salary was received for the month, with that number of days determined by the ratio of the monthly salary received to the claimant’s regular monthly salary.

11.7 If while in receipt of benefits from this plan the claimant is entitled to claim

benefits from Workers’ Compensation for the same accident or illness, or Employment Insurance (special benefits, excluding sickness benefits), the benefits from this plan shall be reduced by the amount of benefits from the Workers’ Compensation or Employment Insurance (special benefits, excluding sickness benefits) plan.

11.8 The benefit shall be offset by the amount of a retirement pension received under a registered pension plan if the retirement income from same would be considered earnings under section 35 of the Employment Insurance Regulation, or for a retirement pension from the Teachers’ Pension Plan (BC).

12. Successive Claims

12.1 When a claimant resumes employment, following a period of short-term benefits in respect of one accident or illness, other than for approved accommodation employment purposes, and again suffers a disability that is related to the preceding accident or illness, that claimant shall:

(a) if the resumption is for a period of less than 90 consecutive calendar days, be entitled to benefits of not more than the balance of the 120 day maximum benefit period, or

(b) if the resumption is for a period of 90 but less than 180 consecutive calendar days, be entitled to whatever number of benefit days remain of the original maximum of 120 benefit days and, in any event, not less than 75 benefit days, or

(c) if the resumption is for 180 consecutive calendar days or more, be considered to have a new disability.

12.2 If a claimant returns to work at a reduced salary, and within 180 consecutive calendar days again suffers a disability that is related to the preceding disability, and subsequently

establishes a claim for benefits from the plan, the benefit shall be based on the salary used to determine the initial benefit.

12.3 Periods of absence from employment for an accident or illness unrelated to the original claim and the months of July and August shall not constitute a break in the resumption of employment.

12.4 No additional period of return to work other than that required by the regulations on eligibility is required for qualification for receipt of benefits in respect of a different accident or illness.

13. Duration of benefits

13.1 Except as noted in 12.1(b), 14.3, or 15.3, and provided all other requirements are met, the maximum number of work days for which benefits shall be paid in respect of any one claim shall be 120.

13.2 No benefits shall be paid in respect of July and August. However, in the event that a provincial resource teacher, a teacher in a year-round school, or an adult educator with a contract for services during July and August makes a claim, the plan administrator, with the Income Security Committee, administrative agent has the authority to grant benefits during July and August.

13.3 When a claimant in receipt of benefits subsequently becomes eligible for sick leave from the employing school board, payments of benefits shall be suspended. On the day following the termination of resumed sick leave, the claimant shall, provided all other requirements are met, be eligible to resume receipt of benefits.

14. Accommodation (Teaching) Employment

14.1 For a claimant to remain eligible to receive benefits, any return to normal employment duties on a part-time basis must be recommended by a

physician and approved by the plan administrator. The plan administrator’s decision is subject to review by the Income Security Committee administrative agent.

14.2 The claimant must have worked 20 or more days, exclusive of sick leave, to qualify for accommodation (teaching) employment benefits, and the benefits shall be based on the gross annual salary of the claimant’s last day of work.

14.3 The claimant shall continue to receive benefits from the plan as calculated in regulation 11.6.

15. Accommodation (Non-Teaching) Employment

15.1 For a claimant to remain eligible to receive benefits, any remunerative employment other than the claimant’s normal employment duties must be recommended by a physician and approved by the plan administrator. The plan administrator’s decision is subject to review by the Income Security Committee administrative agent.

15.2 The claimant shall continue to receive benefits from the plan but the benefit will be reduced by an amount equal to 50 per cent of the amount earned in employment.

15.3 Days or partial days spent in accommodation (non-teaching) employment shall be assessed as part of the claimant’s benefit period. Where questions arise, the length of the entitlement period shall be determined by resolution of the Income Security Committee Board.

15.4 The claimant is responsible for reporting all employment in the manner established by the plan administrator administrative agent.

15.5 The benefit of a claimant engaged in remunerative employment for other than approved accommodation purposes shall be reduced by the full amount earned from that employment.

16. Adjudication of Claims

16.1 Claims shall be adjudicated by the plan administrator and assistants administrative agent.

Salary Indemnity Plan—Long-term

17. Definition of Disability

17.1 To qualify for benefits under this section of the plan a claimant must:

(a) continually for a period of up to 12 months commencing at the expiration of the qualifying period, be suffering from a disability that prevents the claimant from performing their normal employment duties;

(b) subsequently, be suffering from a disability that prevents the claimant from performing the duties of any gainful employment.

17.2 Gainful employment means work which the claimant is medically able to perform for which the claimant has the requisite qualifications by reason of education, training, or experience

(a) which will provide a gross income of at least 60% of the pre-disability full-time equivalent gross employment income within five years of starting the new employment, this income to be adjusted annually to reflect the cost of living allowance the claimant would have received since the date of disability.

17.3 During a period of total disability, the claimant must be under the ongoing care and attendance of the appropriate specialist for that disability.

17.4 For the purposes of this section of the plan, “disability” means either a physical or mental illness or injury.

18. Qualifying Period

18.1 Subject to the other provisions of the plan, a claimant who is not an employee of the Federation, and who becomes disabled through injury or illness shall be eligible for benefits immediately following the termination

of sick leave and Salary Indemnity Plan short-term benefits, when no fewer than 120 days of benefits have been paid for that claim.

18.2 Subject to the other provisions of the plan, a claimant who is an employee of the Federation participating in the plan pursuant to regulation 1.1(b) and who becomes disabled through injury or illness shall be eligible for benefits or as set out in a collective agreement with the Federation immediately following the termination of sick leave benefits.

19. Benefits

19.1 Subject to Regulation 7.7, the benefit shall be 65% of the first $40,000 of gross annual salary, 50% of the next $40,000 of gross annual salary, and 40% of the balance. Notwithstanding Regulation 7.7, the basic benefit shall never be less than 50% of gross annual salary.

19.2 Gross annual salary shall be the annual salary of the claimant applicable on the last day of work or sick leave. No adjustment of benefit attributable to increased salary shall be paid until the claimant has returned to work or sick leave for 20 consecutive working days.

19.3 The gross annual salary applicable on the last day of work or sick leave shall be adjusted due to salary increases negotiated retroactively.

19.4 The benefit payable in a month shall be reduced by the sum of:

(a) the initial (basic) amount of monthly disability or retirement pension paid to the claimant in the month from the Canada Pension Plan, excluding all allowances for dependent children and any cost of living adjustments.

(b) the sum of monthly wage loss and disability benefits paid to the claimant in the month from Workers’ Compensation, which are related to the current disability claim.

(c) the amount of monthly disability benefits paid to the claimant in the month from any plan or program or under any law of any government, within or without Canada, excluding any cost of living adjustments to that benefit or any benefit a claimant was receiving prior to the date the claimant was first absent from work as a result of total disability.

(d) the amount of monthly retirement pension received from any registered pension plan.

(e) the amount of the Accommodation Employment Offset (Offset).

The Offset is intended to ensure that total income from accommodation employment and the Salary Indemnity Plan does not exceed the employment income before the disability occurred. “Net Employment Income” in a month, whether before or after the disability has occurred, is equal to the gross employment income in that month, minus the deductions under the Income Tax Act, the Canada Pension Plan Act, the Employment Insurance Act and the Teachers’ Pension Plan Act.

If the total of Net Employment Income from accommodation employment (as described in Regulation 23) and the gross benefit from the Salary Indemnity Plan is greater than the Net Employment Income before the disability occurred, the benefit from the Salary Indemnity Plan shall be reduced.

After the reduction, the Net Employment Income from the accommodation employment plus the net benefit from the Salary

Indemnity Plan will be equal to the Net Employment Income before the disability occurred. This reduction is referred to as the Offset.

19.5 The net benefit shall be paid in monthly instalments, including July and August.

19.6 The net benefit may shall be increased annually, effective July 1, at the discretion of the Federation Board, to a maximum increase of five per cent, except that:

(a) a claimant who as of July 1 has been in receipt of benefits for less than 12 months shall have the indexation increase prorated on the basis of the number of complete months of benefits paid prior to July 1; and

(b) a claimant who as of July 1 has been in receipt of benefits for less than 12 months due to successive claims, and whose benefit has not changed, shall have the indexation increase prorated on the basis of the number of complete months of benefits paid prior to July 1; and

(c) a claimant who as of July 1 has been in receipt of benefits for less than 12 months due to successive claims, and whose benefit was increased due to increased salary, shall have the indexation increase prorated on the basis of the number of complete months of benefits paid from the most recent recommencement of benefits to July 1.

19.7 Supplementary indexing payments may be approved by the Federation Board following the annual review of the financial experience of the plan.

19.8 A member in receipt of benefits for more than twelve months may be required to provide proof of acceptance or denial of Canada Pension Plan benefits. A member who has been requested by the Plan Administrator

administrative agent to re-apply for, or to appeal a declination of Canada Pension Plan benefits, shall provide proof of acceptance or denial of such re-application or appeal. If the member fails to provide proof of the required application, re-application or appeal, as the case may be, the benefit shall be reduced by an amount equivalent to Canada Pension Plan disability benefits.

Note: The period of time during which a claimant is in receipt of SIP: Long-term benefits is credited as pensionable service in the Teachers’ Pension Plan, without contribution.

20. Successive Disabilities

20.1 When a claimant resumes employment, following a period of long-term benefit payments, for other than rehabilitative purposes, and within 180 consecutive calendar days again suffers a total disability that is related to the preceding disability, the disability shall be deemed a continuation of the preceding one, and that claimant shall:

(a) if the resumption is for a period of less than 90 consecutive calendar days, be entitled to whatever benefits the claimant remains eligible to receive, or

(b) if the resumption is for a period of 90 but less than 180 consecutive calendar days, be entitled to whatever benefit days the claimant remains eligible to receive and, in any event, not less than 75 benefit days.

20.2 When a claimant resumes employment, following a period of long-term benefit payments, for other than rehabilitative purposes, for 180 consecutive calendar days or more, any disability incurred by that claimant, whether related to the preceding disability or not, shall be considered a new disability.

20.3 When a claimant returns to their normal employment duties at a reduced

salary, following a period of longterm benefit payment, and within 180 consecutive calendar days suffers from a disability that is related to the preceding disability and re-establishes a claim for benefits from the plan, the benefits shall be based on the salary used to determine the initial benefit.

20.4 When a claimant who has received benefits under the plan returns to work for any period and suffers a disability that is unrelated to the previous disability, the subsequent disability shall be considered a new disability and the claimant shall be entitled to benefits pursuant to the provisions of the plan.

21. Duration of Benefits

21.1 Benefits shall continue as long as a claimant remains disabled in accordance with the terms of the definition of disability, and shall cease on the earliest of:

a.(a) the date the claimant recovers except in cases of approved accommodation employment or retraining where the benefits may be extended to the end of the school term in which an approved accommodation return to normal employment duties is completed, or three months following completion of an approved retraining program, or

b.(b) the earlier of:

i. the attainment of 35 years of Contributory Service (minimum 55)

ii. the later of:

(1) the end of the month in which the claimant’s age and Contributory Service equals “90” with the Pension Corporation (BC), and

(2) the end of the month in which the claimant attains age 61, or

iii. the end of the month in

which the claimant attains age 65, or

c.(c) the end of the month in which death occurs.

22. Benefit Exclusions

22.1 Benefits may be suspended due to refusal to participate in a medical or vocational assessment requested or approved by the independent external agency or plan administrator administrative agent.

23 Accommodation Employment

23.1 For a claimant to remain eligible to receive benefits, any remunerative employment must be recommended by a physician and approved by the plan administrator. The plan administrator’s decision is subject to review by the Income Security Committee administrative agent.

23.2 Any of the following may be eligible for consideration as accommodation employment:

a.(a) a return to normal employment duties on a part-time basis;

b.(b) any gainful occupation that is of a less demanding nature than the normal employment duties;

c.(c) a formal vocational training program.

23.3 The claimant is responsible for reporting involvement in approved accommodation employment in the manner established by the plan administrator administrative agent.

23.4 Any request by the claimant for an accommodation extension of benefits beyond that outlined in regulation 21.1 must be presented to the Income Security Committee Board for decision. The Income Security Committee’s Board’s decision shall be final and binding.

24. Adjudication of Claims

24.1 The medical adjudication of claims shall be conducted by an independent

external agency selected by the Federation administrative agent.

24.2 In the event a claimant disputes the decision of the external agency and/or the plan administrator administrative agent regarding the medical acceptability of a claim, the dispute shall be finally and conclusively determined by a medical review committee. The medical review committee shall be composed of three physicians; one designated by the claimant, one by the Income Security Committee Board, and a third agreed to by the first two. The third physician shall act as a the chairperson of the committee.

24.3 Any referral of a dispute to a medical review committee must be commenced not later than one year after the claimant has been advised of the decision which is the subject of the dispute:

a.(a) To commence the referral to a medical review committee, a claimant must:

i. advise the Plan Administrator administrative agent in writing that they are referring the matter to a medical review committee.

ii. provide the Plan Administrator administrative agent with a written statement signed by a physician that they agree to act as the claimant’s designated physician for the medical review committee.

b.(b) The Salary Indemnity Plan administrative agent shall apply for a doctor to represent the Plan within 15 days of the above notification and advise the claimant of its designated physician as soon as reasonably possible thereafter.

c.(c) The Plan’s designated physician will review such materials as

they deem necessary and may require the claimant to submit to a medical examination, before providing the Plan Administrator administrative agent with their medical opinion regarding the external agency’s decision. A copy of the medical opinion will be provided to the claimant’s designated physician.

d.(d) Upon receiving the above opinion, the Plan Administrator administrative agent may:

i. place the claimant back on claim with payments retroactive to the date of denial/termination, with the claim continuing to be administered in the same manner as all other longterm disability claims.

ii. confirm the external agency’s decision.

e.(e) The Plan Administrator administrative agent may confirm the external agency’s decision, on the basis of the Plan’s designated physician’s medical opinion or if the claimant has not provided the requested medical information or submitted to an examination. In this case, the claimant may advise the Plan Administrator administrative agent, within 30 days of their designated physician’s receipt of the medical opinion, that they wish to continue with the medical review committee process.

f.(f) If the member advises they wish to continue with the medical review committee process, in accordance with Regulation 24.3 (e), the designated physicians will select a third physician to act as chairperson for the medical review committee.

g.(g) If the designated physicians cannot agree upon a chairperson

within 30 calendar days after the date the claimant informs the Plan Administrator administrative agent about their desire to continue with the medical review committee, the appointment shall be made by the Dean of Medicine at the University of British Columbia, or their delegate.

h.(h.) The Plan Administrator administrative agent may exercise their discretion to extend the time limits contained in this regulation in circumstances in which the claimant has made bone fide efforts to comply with the time limits.

24.4 The medical review committee shall

a.(a) conduct such examinations and review such materials as it deems necessary;

b.(b) ensure that the claimant is aware of all information considered by it, and has a fair opportunity to respond to it;

c.(c) consider the real substance of the dispute between the parties within the terms of the plan, and issue a decision which resolves the dispute.

The decision of the medical review committee shall be final and binding upon the claimants, the plan and the external agency.

24.5 Costs incurred by the medical review committee in adjudicating any claim shall be borne equally by the claimant and the plan if the appeal is denied. If the appeal is granted, the costs incurred shall be borne entirely by the plan.

24.6 The provisions of the Commercial Arbitration Act, R.S.B.C. 1996, c55, as amended from time to time, shall govern the medical review committee proceedings, and the provisions of this Article 24 shall be deemed to be a submission to arbitration within the provisions of the Commercial Arbitration Act.

25. Subrogation

The Plan and the British Columbia Teachers’ Federation shall have full rights of subrogation with respect to the full amount of any long-term benefits paid or payable to a claimant where the disability of the claimant is caused or contributed to by the action of any third party. The terms of subrogation in relation to the claimant are set out in Schedule A of the Plan, and form part of the plan.

A claimant may be required, as a condition precedent to receipt of long-term benefits, to execute an agreement substantially in the terms of Schedule A.

Schedule A (Proportional Recovery of Benefits)

BC Teachers’ Federation Salary Indemnity Plan—Long-term

Subrogation Agreement

In consideration of the payment to me of longterm disability benefits by the British Columbia Teachers’ Federation Salary Indemnity Plan (“the Plan”) I, agree as follows:

(name)

1. I agree that the British Columbia Teachers’ Federation is Trustees of the BCTF Salary Indemnity Trust are fully subrogated, to the extent of the gross benefits I am entitled to under the Salary Indemnity Plan—Long-term disability benefits, in respect of any claim that I may have against any person who may be found to have legal responsibility to me in respect of my disability (the tort-feasor). I specifically agree that the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust:

(a) is are entitled to recover the proportion of such benefits set out in paragraph 7 below in the event I am entitled to compensation for loss of income (whether or not included in an “all inclusive” settlement or judgment) as a result of a claim, cause of action, settlement or judgment in respect of the tort-feasor; and

(b) is are authorized by me to commence action in my name against the tortfeasor in the event I do not do so.

2. I agree to fully cooperate with the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust, its their employees and agents, to provide full details of my injury or disability including the names of any tort-feasors and witnesses, and to provide copies of all documentation which the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust may request in relation to its their subrogated claim.

3. I agree that I will not conclude any settlement with the tort-feasor or the tort-feasors’ insurer without consent of the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust.

4. I agree that if I commence legal action against any tort-feasor for damages which I have sustained and for which I have received or may receive any benefits from the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust, I will advise the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust immediately, will not conclude any settlement without the British Columbia Teachers’ Federation consent of the Trustees of the BCTF Salary Indemnity Trust, and will instruct my solicitor accordingly.

5. I agree to repay to the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust the proportion of benefits set out in Paragraph 7 in the event that I recover compensation for loss of income as a result of a settlement, judgment or award, and will instruct my solicitor to pay the appropriate sums directly to the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust before any monies from the settlement or judgment are disbursed to me.

6. I agree to release the British Columbia Teachers’ Federation Trustees of the BCTF Salary Indemnity Trust from obligation under the Salary Indemnity Plan Longterm Disability Plan, to the extent that

my recovery as a result of a settlement, judgment or award in respect of the tortfeasor includes compensation for future loss of wages and/or loss of ability to earn income.

7. The proportion of benefits repayable under paragraph 5 of this agreement is calculated according to the formula

A – L C

=

B D

where:

A is the total amount of recovery from the tort-feasor pursuant to the settlement, judgment or award which may be reasonably allocated to loss of wage;

L is the net legal cost attributable to recovery of A, which is the percentage of the overall net legal cost of the action against the tort-feasor which A constitutes in relation to the total amount recovered against the tort-feasor;

“net” means net of taxable costs and disbursements and any other costs and disbursements recovered by me other than taxable costs and disbursements;

B is the total claim for recovery of lost wages against the tort-feasor; or the total amount which could reasonably be claimed for recovery of lost wages given the evidence and circumstances at the time the settlement, judgment or award is made, whichever is less;

C is the amount of benefits to be repaid under Paragraph 1 and 5, and shall not exceed the net benefits paid to date; and

D is the gross amount payable to date without deduction for Canada Pension Plan disability benefits, Workers’ Compensation benefits or Employment Insurance maternity benefits.

8. The portion of benefits released under paragraph 6 of this agreement is calculated according to the formula

A – L C

= B D

where:

A is the total amount of recovery from the tort-feasor pursuant to the settlement, judgment or award which may be reasonably allocated to future loss of wages and or loss of ability to earn income;

L is the net legal cost attributable to recovery of A, which is the percentage of the overall net legal cost of the action against the tort-feasor which A constitutes in relation to the total amount recovered against the tort-feasor;

“net” means net of taxable costs and disbursements and any other costs and disbursements recovered by me other than taxable costs and disbursements;

B is the total claim for recovery of lost wages against the tort-feasor, or the total amount which could reasonably be claimed for recovery of lost wages given the evidence and circumstances at the time the settlement, judgment or award is made, whichever is less;

C is the amount of benefits to be released under Paragraph 1 and 6, and shall not exceed the net benefits payable; and

D is the total amount of gross benefits payable without deduction for Canada Pension Plan disability benefits, Workers’ Compensation benefit or Employment Insurance maternity benefits.

9. All matters and differences in relation to this agreement shall be referred to the arbitration of a single arbitrator to be chosen by the parties. The award and determination of such arbitrator shall be final and binding upon the parties hereto. The provision of the Commercial Arbitration Act, R.S.B.C. 1996, c. 55, as amended from time to time, shall govern the arbitration proceedings, and the provisions of this paragraph shall be deemed to be a submission within the provisions of the Commercial Arbitration Act.

Dated at ______________, British Columbia, this ______ day of_________________, _______.

Signature

Witness

On behalf of: British Columbia Teachers’ Federation Salary Indemnity Plan Trustees of the BCTF Salary Indemnity Trust

Witness

Supporting statement

The amendments to the SIP regulations in this recommendation are all to provide clarity and reflect the division of roles between the BCTF and the Board of Trustees of the BCTF Salary Indemnity Fund. The amendments do not make any changes to members’ benefits. These amendments fall into four categories:

1. Amendments to incorporate references to the Board of Trustees—these are primarily changing references from the “Income Security Committee” to the “Board.” In two instances there is a change of a reference from the “Federation” to the “Board.”

2. Amendments to change references from the “plan administrator” to the “administrative agent.” These amendments reflect that the BCTF will operate as the administrative agent of the Board in administering benefits. This is also consistent with the fact there are many staff involved in administering the plan. However, in conjunction with this wording change, the preamble has also been updated to include the following reference to the plan administrator:

“BCTF shall designate an employee to be the ‘plan administrator’ of the Salary Indemnity Plan with responsibility to oversee the administration of the Plan” to ensure there continues to be recognition of the role of a staff person acting in the role of plan administrator.

3. Consolidation of the language regarding appeals into one clause. As the Board of Trustees will take on the appeal function, the language regarding appeal must be amended to reflect the Trustees’ role in appeals. The

language also makes it apparent that all decisions are subject to appeal, with the exception of Medical Review Committee decisions. This is not a change in practice and only a clarification of language.

4. Removal of clauses that relate to setting the fee and assets of the plan, as these matters will fall within the Board of Trustees jurisdiction and should not be subject to amendment by the BCTF members through the AGM.

Recommendation 32

That the Salary Indemnity Plan Regulations be amended to renumber Regulation 25 as Regulation 28 and include a new Regulation 25, 26, and 27 as follows, including amending the table of contents, effective January 1, 2025:

Wellness programs

25. Eligibility

Participation in the Health and Wellness Program is available to all members covered by the Salary Indemnity Plan.

26. Benefits

26.1 The Board provides a Health and Wellness Program, which may consist of a number of distinct benefit programs, to proactively avoid disability and to assist members who become disabled to return to their teaching positions or work assignments as early as possible through a rehabilitation program offered, on a voluntary basis, in lieu of or during the disability absence. The

benefits provided by the Board under its Health and Wellness Program must comply with Income Tax Act (Canada) requirements for an “employee life and health trust.”

26.2 The Board shall provide details of programs offered under the Health and Wellness Program in specific program documents. The Board may amend Health and Wellness Program documents from time to time. In any event, the Board and the administrative agent will exercise judgment and discretion in their administrative decisions regarding eligibility for health and wellness benefits.

27. Features of the Health and Wellness Program

27.1 The Health and Wellness Program has the following features:

(a) The Health and Wellness Program is funded by the Salary Indemnity Fund, as a component of the disability services provided to members.

(b) The program is voluntary for members.

(c) Any program of rehabilitation delivered as a benefit under the Health and Wellness Program is to be delivered by qualified rehabilitation consultants.

(d) Medical information of members will be confidential and will not be released to the employer without express consent or order issued by court of tribunal.

(e) Employers that agree to participate in the Health and Wellness Program must agree:

i. that they will not use any information relating to the employee’s involvement in the rehabilitation program against any employee in disciplinary proceedings or in any evaluation of the

employment performance of the employee; and

ii. to provide accommodation in employment and comply with the duty to accommodate.

Supporting statement

The Health and Wellness Program is currently only addressed in BCTF procedures. In order to ensure continuation of the program, it is recommended that the key terms of the program be included in the SIP Regulations.

Recommendation 33

That Procedure 10.B.04 be deleted effective January 1, 2025.

Supporting statement

Procedure 10.B.04 addresses the current process for setting the SIP contribution rate (SIP fee). If a Board of Trustees of the Salary Indemnity Trust is established, the Board will take over setting of the Salary Indemnity Fund contribution rate.

Procedure 10.B.04 currently states:

“That, for each member eligible to participate in the Salary Indemnity Plan, the Salary Indemnity Fund portion of the annual membership fee shall be calculated as a percentage of the actual salary of each eligible member, subject to such limitations as may be approved by the AGM, plus the participating employee’s share of the employer’s savings resulting from reduced unemployment insurance premiums.”

Recommendation 34

That Procedure 10.B.18—7. be deleted effective January 1, 2025.

Supporting statement

Procedure 10.B.18—7. addresses the current process for setting the SIP contribution rate (SIP fee). If a Board of Trustees of the Salary Indemnity Trust is established, the Board will take over setting of the contribution rate. Through the trust agreement, the rate set by the 2024 BCTF AGM will remain in effect until the Board of Trustees of the BCTF SIF sets the rate effective July 1, 2025.

Procedure 10.B.18—7. currently states:

“That for the 2023–24 membership year, each member eligible to participate in the Salary Indemnity Plan pay, in addition to the fee for the operation of the Federation, a fee for the operation of the Salary Indemnity Fund of 2.09% of the actual salary of the member, plus the participating employee’s share of the employer’s savings from reduced Employment Insurance premiums.”

Recommendation 35

That Procedure 10.B.24 be amended as follows, and renumbered, effective January 1, 2025:

That the base amount of the annual membership fee charged affiliate administrative members consist of:

1. the Salary Indemnity fee as set by the Annual General Meeting;

2. the pension program, the Income Security program, the Assistance Society program, and the Reserve Fund.

3. the estimated cost of the Members’ Guide, The BC Teacher, the BCTF Newsletter or equivalent.

4. an amount to cover membership processing costs.

Supporting statement

If a Board of Trustees of the Salary Indemnity Trust is established, the Board will take over setting of the SIP contribution rate (SIP fee).

Recommendation 36

That Procedure 13.C.06 be deleted effective January 1, 2025.

Supporting statement

A separate recommendation proposes to the provision of the Health and Wellness Program to be incorporated into the SIP Regulations. If the SIP Regulations are amended in this manner as per that recommendation, then Procedure 13.C.06, which currently sets out provision of the program, will no longer be necessary.

Procedure 13.C.06—1. currently states: “That the BCTF support programs of employee rehabilitation that meet the following criteria.

a. The program is voluntary.

b. The program be delivered by qualified rehabilitation consultants.

c. Medical information is kept confidential and not released to the employer.

d. Employers agree that they will not use any information relating to the employee’s involvement in the rehabilitation program against any employee in disciplinary proceedings or in any evaluation of the employment performance of the employee.

e. The employer provides accommodation employment and complies with the duty to accommodate.

2. That a Health and Wellness Program be funded by the Salary Indemnity Plan, as a component of the disability services provided to members.

3. That the BCTF Salary Indemnity Plan Health and Wellness Program assist members who become disabled to return to their teaching positions as early as possible through a rehabilitation program offered, on a voluntary basis, early in the disability absence.

4. That participation in the BCTF Salary Indemnity Plan Health and Wellness Program be restricted to BCTF members that contribute to the Salary Indemnity Plan.

5. That the Income Security Committee continue to review and rule on appeals of administrative decisions regarding participation in the BCTF Salary Indemnity Plan Health and Wellness Program.”

Recommendation 37

That Procedure 10.B.18—2. be amended as follows effective January 1, 2025:

That for the 2023–24 membership year, the fee for affiliate administrative membership under By-law 1.6, exclusive of the Salary Indemnity Plan, be $100.

Supporting statement

If a Board of Trustees of the Salary Indemnity Trust is established, the Board will have jurisdiction to set the fee for all members of the SIP and this reference should be removed from BCTF procedure.

TEACHER EDUCATION

149. Maple Ridge

That Policy 47.A.05 be amended by adding a new 11. as follows:

To be aware of the role of collective agreements and teacher unions in their working conditions, and legislation relevant to the professional conduct of teachers and protection of workers.

Supporting statement

In the midst of our teaching shortage crisis, we’ve emphasized the critical issues of boosting the recruitment and retention of educators. This past year’s leadership goals included advocating for improved working conditions which would support both key issues, making the BCTF more inclusive and equitable, as well as removing barriers to participation to ensure better access and agency within the BCTF. There has been consistent discussion on how our pre-service programs tend to focus more on theory than practice, but one aspect of our daily work that is consistently glossed over in these programs is the teacher’s role as a member of the BCTF. Currently, whether preservice educators have access to this knowledge is up to the whims of the organizers of individual modules or cohorts, leading to uneven exposure to this information. While new teachers may not start their careers as BCTF experts, they should, at the very least, know where to seek further information or support, and understand their role as union members. Additionally, ensuring that early career educators are informed union members with agency will result in more participation from them. Early career educators are especially vulnerable to having their union rights ignored and/or denied due to the inadequate preparation of pre-service programs. Consequently, uninformed educators can inadvertently cause harm to themselves, their colleagues, their students, and the union as a whole.

150. Saanich

That the Federation advocate to the Ministry of Education and Child Care to require that all approved teacher education programs include a mandatory full credit reading instruction course that teaches methods based solely on the science of reading body of research.

Supporting statement

Students of all ages are not reading at grade level. The February 2022 report, The Right to Read, outlines various reasons why, including individual differences in intellect and socio-economic status. Though those issues are beyond our control, as teachers we can influence student outcomes with quality literacy instruction. To improve student literacy, prospective teachers need to be explicitly trained on how to deliver scientifically based literacy instruction such as: word-reading accuracy and efficiency for reading comprehension; how accurate and efficient word-reading develops; how to teach foundational word-reading and spelling skills in the classroom; and the importance of teaching foundational word-reading skills. The Ministry of Education and Child Care is already being lobbied by parent advisory groups to require that all reading programs in BC schools align with the science of reading. By properly equipping teachers with research-based literacy skills, knowledge, and strategies, teacher education programs will contribute to the literacy skills and overall academic success of all of our diverse learners.

151. Greater Victoria

That the Federation investigate a formalization of relationships with teacher education programs in BC.

Supporting statement

As teachers our concern is education, and as unionists our concern is justice. This motion should be passed so that the BCTF can begin to improve its relationship with incoming members as they are learning the job. Though it may appear to be an individualistic educational endeavour, taking a teaching degree is job training during which union contact should be made. The experiences new teachers have coming through their teacher education varies across the province (and country) and may or may not include exposure to the day-to-day realities of the job or a realistic representation of workplace justice and injustice. The BCTF ought to work to ensure it has formal engagement with new teachers through teacher education programs in order to ensure new teachers are aware they are a part of a union

and know how to be involved with it. Although there is often a connection between the BCTF and teacher education programs, this connection is inconsistent, whereas it should be a formalized requirement for all BC teacher education programs.

152. Coquitlam

That the Federation advocate with postsecondary institutions for the right of a BIPOC teacher candidate to request a BIPOC faculty associate/school associate or vice versa.

Supporting statement

There is currently a lack of representation in the BCTF community and to increase equity it is important that BIPOC teacher candidates be supported by a colleague with lived experience that supports their own. Having the right to work with and learn from someone who understands the ongoing racism, discrimination, and marginalization is important to support teacher candidates in becoming certified teachers so that our BCTF community more accurately reflects the population as a whole.

153. Coquitlam

That the Federation advocate for student loan forgiveness or government tuition subsidies for BIPOC students entering education.

Supporting statement

BIPOC students face more barriers and obstacles in the path to becoming a teacher than white students. To support and encourage them to still pursue training and work in education, it is important for the government to reduce those barriers—one piece of which is reducing the financial burden placed upon those students. Student loan forgiveness and/or tuition subsidies is a tangible recruitment effort that the BCTF can advocate for, which would support BIPOC colleagues, but also the teacher shortage.

154. Coquitlam

That the Federation advocate for teacher education programs to include mandatory training in cultural safety and humility.

Supporting statement

With the ongoing work around anti-racism it is important that newcomers to the teaching profession start work around being aware of implicit biases, microaggressions, privilege, and more so that as they continue in BCTF spaces the awareness increases. With a foundation of cultural safety and humility training we would lay the groundwork to increase awareness and antiracism work with our early career teachers.

“ It feels like we are finally getting the mic passed to us. Our voices matter. Our experiences are valid and real.”

– BIPOC 2050 Project members

Report of the Executive Committee

REPORTS AND RESOLUTIONS

Read more in the BIPOC takeover May/June 2023 edition of Teacher magazine.

Report of the Executive Committee

An extensive report on the work done by the Executive Committee (EC) in implementing the priorities of the 2023 Annual General Meeting (AGM) and actions taken on decisions of the 2023 AGM will be included in the kits distributed at the AGM. Members can access the document on the BCTF’s website.

The following are the reports of the advisory committees to the EC and are based on their work since the last AGM.

ABORIGINAL EDUCATION ADVISORY COMMITTEE

Terms of Reference

Composition: Nine members

1. Advise the Executive Committee on:

a. Aboriginal education issues.

b. workplace climate for Aboriginal teachers.

c. the implementation of an employment equity program for Aboriginal teachers.

d. outreach activities.

e. challenging thinking, structures, and systems that perpetuate colonialism and working together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

2. Facilitate the Aboriginal education portion of zone meetings and Summer Leadership Conference.

3. Assist in the development of local, zonal, and provincial networks of members, and consult on Aboriginal education issues.

4. Review research on the level of success of Aboriginal students in BC public schools and provide advice on initiatives to enhance success for Aboriginal students.

5. Work with the Aboriginal Education Association Provincial Specialist Association and teachers to improve the level of success for Aboriginal students.

6. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Centre, respect, prioritize, and promote Aboriginal perspectives and the resources, professional development, and in-service opportunities available provincially and locally, including the Statement of Principles for incorporating Aboriginal Ways of Knowing and Being and the Aboriginal Lens.

3. Provide advice on the Federation’s work in highlighting the Truth and Reconciliation Commission’s Calls to Action.

4. Advise on strategies to increase education about Canada’s historical and current colonial policies and genocidal practices in the K–12 system, support the Indigenous studies graduation requirement, and ensuring all BC educators and students receive antiIndigenous racism education.

5. Support members’ understanding of the intergenerational effects of colonization on Aboriginal people and the rich histories and cultures of Aboriginal Peoples.

6. Advise on strategies to improve recruitment and retention of Indigenous teachers.

7. Support contract implementation and enforcement while identifying potential strategies and objectives to support Aboriginal education in the next round of bargaining.

8. Support local Aboriginal education contacts in implementing the Indigenous Mentorship Program Grant.

9. Support the collaborative development and implementation of local Aboriginal education enhancement agreements to foster strong relationships with Aboriginal communities and to ensure that local presidents are signatories.

10. Continue the work of advancing truth and reconciliation and decolonizing our schools and unions.

11. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The Aboriginal Education Advisory Committee (AEAC), comprised of nine members representing locals throughout British Columbia, advise the BCTF Executive Committee on policy related to Aboriginal matters. The committee continues to ensure that communication is facilitated between teachers and the Federation through the local contacts.

The Federation continues the important work of implementing the Truth and Reconciliation Commission’s 94 Calls to Action, and the United Nations Declaration on the Rights of Indigenous Peoples. Province-wide, teachers and students continue to engage with the Project of Heart: Illuminating the Hidden History of Indian Residential Schools. The resource’s sustained demand, exceeding 35,000 copies, and accumulating over 90,000 online impressions highlights its enduring relevance in classrooms.

Over the past decade, the Project of Heart Canoe has embarked on a journey across the province, commemorating residential school survivors since its unveiling in 2013 at The Truth and Reconciliation Commission’s National event in Vancouver. The canoe’s remarkable voyage has spanned many communities leaving an indelible impact on its path. From Alert Bay to Langley, Comox, Port Alberni, Chilliwack, and Mission this commemorative collective of 6,000 carefully designed tiles serves as a powerful testament to the resilience, courage, and strength of those who endured the legacy of residential schools. In September the canoe was welcomed to a new resting spot at Silver Creek Elementary in the unceded ancestral land of the Stó:lō people.

The Aboriginal Education Healing Conference, last June, featuring keynote speakers Jesse Wente and Rueben George, along with many other exceptional facilitators, successfully convened local contacts from across the province, emphasizing a focus on wellness.

Prioritizing Aboriginal education workshops, we have expanded with two additional offerings: Decolonizing Our Spaces and Indigenous Peoples Atlas and Giant Floor Map. The Federation has three large floor maps and lessons that are available to borrow through the BCTF website. Employment equity and enhancement agreements also remain a focus for the AEAC. We continue to work toward the goal of achieving employment equity programs in all school districts. We continue to support the joint efforts of teachers, parents, communities, and districts in maintaining the reciprocal relationships and accountability model that enhancement agreement protocols provide. We remain committed to fostering strong relationships with education partners and maintaining strong connections with the Aboriginal Education Provincial Specialist Association.

The AEAC would like to thank the Executive Committee and all Federation members for their ongoing support as well as their efforts to incorporate the Aboriginal Lens and Aboriginal Ways of Knowing and Being throughout the work of our Federation.

Aboriginal Education Advisory Committee

2023–24

Brenda Celesta, Kamloops Thompson

Brian Coleman, Langley

Jenna Hopper, Kootenay Lake

Allison Hotti, Surrey

Lyndsay Lockhart, Sooke

Coreen Loe, Fort Nelson

Stephanie Muldoe, Coast Mountain

Claire Shannon-Akiwenzie, VEAES

Rick Kumar, Executive Committee liaison

On the committee 2022–23

Susan Chang, Mission

Denise Hendry, Kamloops Thompson

MaryDawn MacWatt, Cowichan Valley

Susan Trabant, Prince George

ADULT EDUCATION ADVISORY COMMITTEE

Terms of Reference

Composition: Seven members

1. Advise the Executive Committee on all matters related to adult education.

2. Review education policy and research and provide advice on initiatives to increase opportunities for adult learners.

3. Advise the Executive Committee on the needs and concerns of adult education teachers, including as they pertain to bargaining.

4. Develop strategies for achieving parity in funding for adult education and achieving equity in working conditions for adult education teachers.

5. Challenge thinking, structures, and systems that perpetuate colonialism and working together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

6. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Raise the profile of adult education teachers within the BCTF and the public education system.

3. Support adult education teachers across the province and engage them in the work of the Federation.

4. Advise on advocacy to achieve parity and equity of per FTE funding for adult education students.

5. Advise on strategies to achieve parity and equity in accessing professional development opportunities for adult education teachers within their locals.

6. Support contract implementation and enforcement while identifying potential strategies and objectives to achieve parity,

equity, and common language for adult education teachers in provincial and local collective agreements in the next round of bargaining.

7. Advise on strategies to improve teacher recruitment and retention.

8. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

9. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The Adult Education Advisory Committee (AdEAC), consisting of seven members from locals throughout British Columbia, meets three times each year.

The committee continues to work on ways to increase the profile of adult education teachers within the Federation and to ensure the membership is aware of the funding disparities in adult education. They worked with Teacher magazine to create a set of feature articles published in the Sept/Oct 2023 issue.

AdEAC continues to advocate for parity per full-time equivalent funding for adult education students, equal to that of K–12 students. Adequate and equitable funding can ensure these students can graduate or upgrade, have a solid chance to rise above minimum-wage jobs, and improve their quality of life. Many adult education teachers do not have the same collective agreement rights as their K–12 colleagues.

Inequities in preparation time, paid professional development days, instructional time, class-size and composition limits, work schedules, and course load continue to create inferior work conditions. These conditions impact the recruitment and retention of adult educators. AdEAC is also exploring the impacts of online learning on both adult educators and on the student population supported by them.

The committee looks forward to continuing their advocacy for adult educators and exploring ways to challenge thinking, structures, and systems that perpetuate colonialism. They are also looking forward to exploring possible ways to provide adult educators with a sense of agency and belonging within BCTF structures.

Adult Education Advisory Committee 2023–24

Robert French, Nicola Valley

James Hanson, quathet

Kimberley Henneberry Glover, Maple Ridge

Jason Karpuk, Kamloops Thomson

Rob McGowan, VEAES

Anna Mendham, Surrey

Meaghan Storey, Greater Victoria

Jelana Bighorn, Executive Committee liaison

On the committee 2022–23

Lizanne Foster, Surrey

Allan Haley, VEAES

Bob St-Cyr, Abbotsford

ADVISORY COMMITTEE ON FRENCH PROGRAMS AND SERVICES

Terms of Reference

Composition: Seven members

1. Make recommendations to the Executive Committee on the needs and concerns of French as a first and working language (FFWL) teachers relating to bargaining, working and learning conditions, and professional development.

2. Facilitate the French education portion of zone meetings and Summer Leadership Conference.

3. Assist in the development of local, zonal, and provincial networks of FFWL members, and consult on French education issues.

4. Advise the Executive Committee on the need for equity in the allocation and the distribution of funding and resources for French education programs.

5. Collaborate and strengthen working partnerships between provincial specialist associations and other language associations to support in the delivery of French education programs.

6. Review BCTF policy statements and objectives as they relate to FFWL members.

7. Review educational change as it pertains to French education, as a first and additional language.

8. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

9. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Termes de référence Composition: sept membres

1. Conseiller le Comité exécutif quant aux besoins et aux préoccupations des enseignant·e·s des programmes de de français langue première et seconde (FLTP) concernant les négociations, les conditions de travail et d’apprentissage et du développement professionnel.

2. Animer la portion sur l’éducation en français aux réunions de zones et à la conférence d’été sur le leadership.

3. Appuyer le développement des réseaux local, provincial et des zones pour les membres FLTP et mener des consultations sur les enjeux de l’éducation en français.

4. Conseiller le Comité exécutif sur le besoin d’équité dans l’affectation et la distribution du financement et des ressources pour les programmes d’éducation en français.

5. Collaborer et renforcer les partenariats de travail entre les associations provinciales de spécialistes et d’autres associations linguistiques pour appuyer la prestation des programmes d’éducation en français.

6. Examiner les énoncés de politique et les objectifs de la FECB en ce qui a trait aux membres FLTP.

7. Examiner les changements en matière d’éducation en ce qui a trait à l’éducation en français en tant que langue première et langue supplémentaire.

8. Remettre en question la pensée, les structures et les systèmes qui perpétuent le colonialisme

et collaborer avec les autres pour veiller à la mise en œuvre des appels à l’action de la Commission de vérité et de réconciliation, de la Déclaration des Nations Unies sur les droits des peuples autochtones, et de la Déclaration sur la Loi sur les droits des peuples autochtones

9. Remettre en question la pensées, les structures et les systèmes qui perpétuent le racisme et travailler en collaboration avec les membres BIPOC pour créer et maintenir des environnements antiracistes.

Priorities

1.   Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Advance the cause of French education as a public good in the BC public education system and in the BCTF by supporting the Federation’s advocacy for more equitable working conditions for FFWL members.

3.   Achieve greater representation of our FFWL members by developing support and training for French education local chairs (and/or representatives).

4.   Support local, zonal, and provincial opportunities for all FFWL members to build powerful relationships to address their specific needs and honour their linguistic and cultural diversity.

5.   Continue supporting the Federation’s work to secure resources, in‐service, teacher mentorship, and professional development opportunities for FFWL members to support K–12 French curricula.

6.   Support contract implementation and enforcement while identifying potential strategies and objectives for the next round of bargaining.

7. Advise on strategies to improve teacher recruitment and retention.

8. Consider the role of the committee in advancing Truth and Reconciliation and decolonizing schools and unions.

9. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Priorités du Comité consultatif

Que les priorités du Comité consultatif des programmes et services en français pour l’année 2023–2024 soient de :

1. Soutenir et promouvoir les priorités de leadership adoptées lors de l’Assemblée générale annuelle de 2023 dans le cadre des termes de référence du comité.

2. Faire avancer la cause de l’éducation en français en tant que bien public dans le système d’éducation publique de la ColombieBritannique et au sein de la FECB en appuyant les efforts de la Fédération pour des conditions de travail plus équitables pour les membres dont le français est la langue première ou la langue de travail (FLTP).

3.   Atteindre une plus grande représentation de nos membres FLTP en élaborant un soutien et une formation pour les président·e·s des syndicats locaux et/ou représentant·e·s de l’éducation en français.

4.   Appuyer les opportunités aux niveaux local, provincial et des zones pour tout le personnel enseignant FLTP dans le but d’établir des relations solides afin de répondre à leurs besoins particuliers et d’honorer leur diversité linguistique et culturelle.

5.   Continuer d’appuyer le travail de la Fédération visant à maintenir les ressources, les services, le mentorat du personnel enseignant et les occasions de perfectionnement professionnel pour les membres FLTP afin de soutenir les programmes de français de la maternelle à la 12e année.

6. Soutenir la mise en œuvre et l’application des contrats tout en identifiant des stratégies et des objectifs potentiels pour la prochaine ronde de négociations.

7.   Offrir des conseils sur les stratégies visant à améliorer le recrutement et la rétention du personnel enseignant.

8. Considérer le rôle du comité dans la promotion de la vérité et de la réconciliation et dans la décolonisation des écoles et des syndicats.

9. Intégrer les lentilles d’équité dans les discussions des comités afin de poursuivre la décolonisation des structures existantes et d’éliminer les obstacles à l’accès équitable de la participation au sein du syndicat.

During the 2022–23 year, the Advisory Committee on French Programs and Services (ACFPS) supported virtual and in-person spaces for members to connect and share their lived experiences. In response, committee members integrated their feedback into zones meetings, Summer Leadership Conference, and Coalition of French Education events as they continued working toward achieving BCTF and committee priorities by:

• continuing to support the Federation’s work and leadership priorities by advocating for FFWL members working in K–12 French programs.

• supporting local, zonal, and provincial opportunities for existing and future French education local chairs (FELC) and FFWL teachers to build powerful relationships to address their specific needs and honour their linguistic and cultural diversities.

• actively working to increase the number of French language online resources, approved by FocusEd (ERAC) as well as those available on Classroom Resources, supported by TeachBC.

• using the BCTF Aboriginal and social justice lenses to continue decolonizing existing structures and removing barriers to equitable access to participation within the union, such as the recommendation and adoption of inclusive writing in French communications and supporting the New Teachers’ Zoom Gathering (NTZG) on inclusive language.

• continuing FFWL representation in Teacher magazine and at events for new and early career members, such as NTZG, to host a space for French-speaking members.

• connecting on themes in semi-structured spaces and discussing their lived and shared experiences, such as accessibility and content for French-speaking members with respect to the BCTF website.

• meeting with committees and staff across divisions, including a member of the International Solidarity Committee and the editor of Teacher magazine, as well as reaching out to partner groups to create connections that support ACFPS and BCTF priorities.

• reaching out to FELC and FFWL members in determining provincial bargaining priorities.

• hosting a Coalition of French Education stakeholders in supporting FFWL members with respect to programs and services.

On the Committee on French Programs and Services 2023–24

Sonja Gowda, Peace River South

Kayleigh MacMillan, Coquitlam

Daniella Melanson, Upper Skeena

Astérie Ndikumana, Nicola Valley

Patrice Oscienny, Fernie

Nicholas Renaud, Langley

Elizabeth Rush, SEPF

Katherine Trepanier, Executive Committee liaison

On the committee 2022–23

Rome Lavrencic, New Westminster

Kelly MacLean Dosen, Surrey

COMMITTEE FOR ACTION ON SOCIAL JUSTICE

Terms of Reference

Composition: 28 members, consists of the four members on each of the seven action groups

Terms of Reference

1. Promote safe, healthy, nurturing, respectful, and inclusive environments for all members, students, and families in which to live, work, and learn, where all diversity is celebrated.

2. Create and promote resources for members and locals on social justice issues specific to each action group with an intersectional lens.

3. Advise the Executive Committee on social justice issues and related BCTF policy, procedures, and events, and on advocacy for equitable, systemic, social justice-related change both within the BCTF and throughout the province of BC.

4. Work on developing links with other unions, community groups, NGOs, and others on social justice issues.

5. Assist locals and zones in developing social justice programs, projects, and events, particularly those that involve the concerns of the individual action groups.

6. Promote and assist in the development of local, zonal, and provincial networks of members on action group issues.

7. Facilitate the social justice portion of BCTF zone meetings, Summer Leadership Conference, and the Provincial Social Justice Conference.

8. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

9. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Support members in engaging in activism with students and their communities.

3. Support local contacts and communities to grow and sustain teacher-led initiatives around Aboriginal, Indigenous, Black, and people of colour within classrooms, schools, and broader communities, supporting members’ and students’ connections to existing social justice movements in the community.

4. Develop and advise on strategies to combat white supremacy, white fragility, and prejudice in schools and union structures, educate members on dismantling systemic racism and replacing racist structures with ones that actively combat racism and promote equity and inclusion within the BCTF, local structures, governance, and school communities.

5. Develop and advise on strategies to centre and connect the voices and experiences of Aboriginal, Indigenous, Black, and people of colour members throughout union structures, and strategies to provide accessible and safe spaces, resources, and supports so Aboriginal, Indigenous, Black, and people of colour members feel uplifted, affirmed, visible, and celebrated.

6. Develop a structure or system of accountability that is embedded in the committee with the

goal of decolonizing schools and unions through the application of the BCTF Aboriginal Lens, and by providing opportunities for deeper learning and support.

7. Deepen understanding around and actively practice decolonial decision making processes and ways of working together.

8. Develop and advise on strategies toward the eradication of the oppression of 2SLGBTQIA+ and disabled communities.

9. Develop and advise on strategies to engage members in multifaceted, active citizenship focusing on learning from the current social context and its impact on environmental and intersectional social justice issues and language, connections with our natural environment, resource management, just transitions, and union engagement.

10. Consider the intersections among the Committee for Action on Social Justice’s action groups and other advisory committees, with the goal of strengthening those connections, and with the intention of building upon current networks and the broader social justice community.

11. Develop and advise on strategies to support member participation and momentum building on the adoption, implementation, and review of emerging social justice policies in school districts as well as taking action as per the Just Recovery principles.

12. Develop and advise on strategies to combat the deleterious impact of neoliberal policies on public education, disability justice, society at large, and the global environment.

13. Develop and advise on strategies to address the ableism experienced by disabled people/ people with disabilities and strategies to ensure the provisions of safe working environments, workplace accommodations, and learning accommodations as rights and not privileges.

14. Support contract implementation and enforcement while identifying potential strategies and objectives for the next round of bargaining.

15. Advise on strategies to improve teacher recruitment and retention, with attention to teachers from equity-seeking groups.

The BCTF Committee for Action on Social Justice (CASJ) is composed of 28 dedicated BCTF members, who bring their passions, diverse lived experiences, and unique expertise to their work in focused action groups. This community of individuals came together for three in-person meetings in 2022–23 to do the challenging and rewarding work of promoting healthy, nurturing, respectful, and inclusive environments and to advocate for systemic, social justice-related change within the BCTF and throughout BC. The work of CASJ is the work of making the BCTF and the world beyond the union a more equitable place for all.

This group continues to build and strengthen relationships based on mutual respect. This has been made possible by the group’s ongoing commitment to unlearning and relearning, both as conscious individuals and together as a cohesive group. Sharing stories and experiences with one another purposefully has cultivated a greater connection and understanding of their varied perspectives and worldviews. This work was deepened through the skillful and intentional facilitation sessions at the CASJ retreat in September, and in-person meetings in the winter and spring.

In September, CASJ was a part of a facilitated retreat lead by Kari Wendell McClelland. CASJ members acknowledged the importance of doing relationship building and internal reflective work as a foundational part in the broader work of the committee. In pushing themselves, making space to reflect, and holding the space to grow and feel discomfort, CASJ members were able to overcome differences and in doing so, represent the best of the union movement. They embody coming together collectively to move forward for the betterment of all, but especially for the most vulnerable. The emphasis on relationship building has created the conditions for members to be themselves and bring their best selves into the work. This has enabled the group, both as a whole and in smaller action groups, to develop policy, recommendations, resources, and actions that maintain the dignity and well-being of all within the education community.

CASJ as a committee has continually taken every opportunity to challenge the status quo and to think critically about normative notions of what can or should be. One of the greatest gifts of CASJ is the opportunity for members from across the province to connect and work on issues that are close to their hearts. Unlikely friendships and connections blossomed, between members with shared lived experiences and identities through intersectional cross-group work.

CASJ has continued to focus on decolonizing its own governance and structures through interconnected governance rooted in a more equitable decision-making structure based on consensus and creating space for all voices and opinions. CASJ has continued to refine, practice, develop, and explore a consensus decision making process, with a dedicated session on working with the fist to five model. This model of decision making by design, intentionally draws up and out areas of difference, conflict, disagreement, and tension in an attempt to get the group to acknowledge and work on them collectively. This is challenging but rewarding work and has meant that many members of CASJ have grown new skills around ideas of generative conflict and how to work together and build consensus based in a collective desire to move forward together in unity. This reframing of the process as being as important as the outcome has been an important shift toward decolonizing the committee.

The passion of CASJ members in their seven action groups bubbled into the broader union movement in many ways. This work showed up in the creation and revision of many resources and workshops, publications in Teacher magazine, professional development, and networking opportunities such as the 2SLGBTQIA+ virtual meet-up and neurodivergent teacher meet-ups. This passion and desire to make systemic change was evident in many of the recommendations CASJ brought to the BCTF Executive Committee regarding governance, equity and inclusion, and addressing barriers within Federation policies and structures. A selection of CASJ members also participated in two summits, the Disability Justice Summit and the 2SLGBTQIA+ Summit which were held in May and June. Members from across the

province who self-identified as part of the disability community and the 2SLGBTQIA+ community were brought together to focus on disability justice and queer joy through a lens of relationship building and leadership training with the brilliant folks from Drawing Change.

In addition to work in house, CASJ members contributed to broader social change through their involvement in many different organizations and committees based at the local, provincial, and national level. Through reciprocal growth and sharing, CASJ members both provided support, knowledge, and expertise and received information, ideas, and guidance on specific timely issues. The deeply held belief in the value of connecting with and amplifying the work of other like-minded organizations is foundational to CASJ and is embodied in this work.

The following are events, campaigns, and professional development that CASJ supported or participated in:

• Sanctuary Schools—CASJ amplified the campaign and presented a session at the Summer Leadership Conference.

• Climate Action Lab at UBC—Members of CASJ are working with UBC and designed challenge questions for the action lab students regarding climate action specific to schools and climate, which they will create a proposal in fall term 2023 and execute the proposal(s) in the next term, beginning January 2024.

• Anti-SOGI Rhetoric—Members of CASJ presented a session at the Summer Leadership Conference.

• Be the Change Earth Alliance—Members of CASJ have worked with this Climate Organization in the past year.

• SJ Film Night—Members of CASJ hosted a film night during the Summer Leadership Conference, including a panel with the director and members of the cast from Emergence: Out of the Shadows.

• Poverty Reduction Coalition—Members of CASJ helped host a social justice dinner with Rowan Burdge, the Executive Director of the Poverty Reduction Coalition during the Annual General Meeting.

• Poster resources developed last year—Say Their Names poster and Neurodiversity, New Climate Justice 101 workshop developed and trained at Facilitators’ Institute Training 2023.

On the committees 2023–24 Anti-Racism Action Group

Ann Alexander, Surrey

Nimfa Casson, Vancouver Island North

Terry-Ann Gunter, Gold Trail

Cory Redl, Terrace

On the committee 2022–23:

Rozhin Emadi, North Vancouver

Linda Frank, Boundary

Disability Justice Action Group

Al Friesen, Surrey

Natalie Raedwulf Pogue, Campbell River

Heather Sallows, Sea to Sky

Erin Woodford, Kootenay Lake

On the committee 2022–23:

Ruth Pontalti, Surrey

Economic Justice Action Group

Melissa Butler, Vernon

Toby Lemay, Cowichan

Sarah McGarry, PSA

Marcus Tse, Kootenay

On the committee 2022–23:

Mary Hotomanie, Burnaby

Environmental Justice Action Group

Ditta Cross, Burnaby

Tara Ehrcke, Greater Victoria

Sarah Newton, Revelstoke

On the committee 2022–23:

Monique Richoux, Greater Victoria

2SLGBTQIA+

Elliot Fox-Povey, Cowichan Valley

Lexa Perl, Gold Trail

Trevana Spilchen, Delta

On the committee 2022–23:

Christina Billingham, Chilliwack

Peace and Global Education

Bridget McGuire, Windermere

Catherine Quanstrom, Bulkey Valley

Christopher Rolle, Vancouver Island

Shailly Sareen, Nanaimo

On the committee 2022–23:

Angella White, Nisga’a

Status of Women

Angela Marcakis, Surrey

Serena Mohammed, Richmond

Regie Plana-Alcuaz, Surrey

Tzara Skalnik, Surrey

On the committee 2022–23:

Sheena Seymour, Upper Skeena

Lisa LaBoucane, Executive Committee liaison

FINANCE COMMITTEE

Terms of Reference

Composition: Seven members

1. Financial Management

a. Assist the Executive Committee, and through the Executive Committee, the Representative Assembly, in carrying out the financial responsibilities of the Federation.

b. Develop financial objectives and policies that ensure the Federation operates in a financially prudent manner that results in a sound financial position.

c. Monitor revenues and expenditures in the various funds of the BCTF and Salary Indemnity Fund operations and report to the Executive Committee significant variations from budgeted amounts, on a quarterly basis.

d. Review annually financial aspects of 6th and Ash building operations including the budget and financial statements.

e. Advise the Executive Committee and the Representative Assembly on the setting of the annual fee.

f. Assist the Executive Committee in specific areas such as the Staff Pension Plan Advisory Committee.

g. Act in an advisory/consultative capacity to the treasurer when necessary.

h. Monitor the performance of all BCTF investment funds and review annually the BCTF’s investment policies and practices and advise the Executive Committee on such.

i. Review annually all insurance coverage.

j. Review annually the BCTF expense policies, including compensation and allowance policies, and provide advice for change to the Executive Committee.

2. Audit Committee Role

a. Provide the auditors with a means of access to the Executive Committee and preserve the auditors’ independence in their relationship with the treasurer and other staff.

b. Ensure that the auditors would have the right to appear before, and be heard by, the Finance Committee at any meeting of the Audit Committee.

c. Before the start of the annual audit to discuss with the auditors, in general terms, the scope of the examination as set out in the engagement letter and the audit fees, and recommend the terms of the engagement letter to the Executive Committee.

d. At the completion of the annual audit, meet with the auditors:

i. to review the financial statements prior to approval by the Executive Committee and submission to the Annual General Meeting.

ii. to review and investigate any items covered in post-audit letters or recommendations on internal control.

e. At other times, to discuss quality and depth of accounting and financial staffing; implementation of new accounting systems and the need to extend the audit examination into areas beyond those required under a normal statutory audit; and to report on these discussions to the Executive Committee.

f. Review the Federation’s system of control, accounting policies, and audit cost, and report, with advice, to the Executive Committee.

g. Recommend, through the Executive Committee, the external auditors for appointment by the Annual General Meeting.

h. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

i. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain anti-racist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Advise on a plan for full divestment from fossil fuel companies in all of the Federation’s funds and holdings consistent with the fiduciary obligations of the Federation.

3. Review the annual budgeting governance model for all funds and to monitor the performance and cash flows of the Federation.

4. Review the fee and fund balances and provide recommendations to the Executive Committee.

5. Review the BCTF travel and expense allowances procedures.

6. Investigate alternative methods of calculating the President’s Release Time Grant that is more sustainable and, if possible, a more simplified calculation that captures the grant’s current principles.

7. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

8. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

This Finance Committee report should be read in conjunction with the 2024 Annual General Meeting Supplementary Financial Report provided in the 2024 Annual General Meeting kits and the 2023 audited financial statements.

The financial statements of the BCTF for the year ended June 30, 2023, were prepared in accordance with Generally Accepted Accounting Principles (special purpose statements) (GAAP).

The financial statements were audited by the audit firm KPMG LLP.

General Operating Fund

The purpose of the General Operating Fund (GOF) is to meet the Federation’s strategic objectives through planned expenses that are approved annually by the Representative Assembly (RA). The Executive Committee, however, with at least two-thirds majority, may authorize expenditures in excess of the approved budget by the RA. The GOF also holds the tangible capital assets, intangible and other assets.

The GOF had a fee allocation of 1.319% (2022— 1.319%) and the fund had a surplus of $4.7 million in fiscal 2023, compared to a surplus of $8.5 million in fiscal 2022. The GOF incurred a decrease of $6.8 million employee future benefit liability re-measurement in fiscal 2023, compared to a decrease of $10.8 million employee future benefit liability re-measurement in fiscal 2022. In addition, the GOF had a net transfer $4.5 million to other funds compared to a net transfer of $13.1 million in the prior year. As a result, the GOF’s fund balance at June 30, 2023, increased to $35.5 million, compared to $28.4 million at June 30, 2022.

GOF Facilities Capital Fund

The purpose of the fund is to accumulate resources for future capital expenditures related to the BCTF building common elements. Contributions to the fund are by budgeted allocation from the GOF, as approved by the RA. Transfers from the fund are planned in advance and approved by the RA.

During the year ended June 30, 2023, there was a net transfer of approximately $446,000 (2022— $466,000) from the GOF to the GOF Facilities Capital Fund. As a result, the fund balance at June 30, 2023, increased to $1.3 million compared to $853,000 at June 30, 2022.

GOF Non-Pension Post-Employment Benefit Fund

The purpose of the fund is to accumulate funds for the non-pension post-employment benefit plan for BCTF staff. Actuarial estimates determine the non-pension post-employment liability and amounts are set aside to fund the liability into the future. Contributions to the fund are by budgeted allocation from the GOF and approved by the RA. Transfers from the fund are comprised of annual benefit payments.

During the year ended June 30, 2023, there was a net transfer of $4.1 million (2022—$13.6 million) from the GOF to the GOF Non-Pension PostEmployment Fund. The fund had a balance of $22.8 million at June 30, 2023, compared to $17.1 million at June 30, 2022.

Collective Bargaining Defence Fund

The purpose of the fund is to pay costs directly related to strikes, lockouts, the honouring of picket lines in third-party disputes, and contract enforcement in accordance with policies and procedures approved by the RA.

The Collective Bargaining Defence Fund (CBDF) had a fee allocation of 0.220% (2022—0.220%) and ended the year with a surplus of $12.2 million compared to a surplus of $7.7 million in the prior year. During fiscal 2023, the fund incurred approximately $145,000 (2022—$181,000) in expenses. The fund balance at June 30, 2023, increased to $77.3 million, compared to $65.1 million at June 30, 2022.

Contingency Fund

The purpose of the fund is to meet, without delay, special or emergent expenses that could not reasonably have been anticipated and to promote the cause of public education by providing the financial means to respond effectively to any crisis in education. Expenses from the fund are made in accordance with policies and procedures approved by the RA.

The Contingency Fund had a fee allocation of 0.000% (2022—0.000%) and the fund ended the year with a surplus of $73,000 compared to a deficit of $52,000 in the prior year. During fiscal

2023, the fund incurred $14,000 (2022—$72,000) of expenses related to donations. The fund balance at June 30, 2023, remained at $2.1 million, the same fund balance of $2.1 million at June 30, 2022.

As of next fiscal 2023–24 year, started on July 1, 2023, the Contingency Fund was closed and was replaced by the GOF Contingency Fund and the GOF Emergent Issue Fund. The purpose of the GOF Emergent Issues Fund is to ensure the Federation can meet emergent items that could not have been anticipated when setting the annual budget. The purpose of the GOF Contingency Fund is to set aside a reserve of funds to cover unforeseen significant expenditures.

Funds in the Contingency Fund were transferred to the GOF Contingency Fund.

Provincial Bargaining Fund

The purpose of the fund is to pay costs related to provincial contract negotiations. Expenses from the fund are budgeted and approved by the RA.

The Provincial Bargaining Fund had a fee allocation of 0.050% (2022—0.050%) and the fund ended the year with a surplus of $1.2 million, compared to a surplus of $499,000 in the prior year. During fiscal 2023, the fund had decreased expenses because of reduced bargaining related activity compared to the previous year. The fund balance at June 30, 2023, increased to $5.6 million, compared to $4.3 million at June 30, 2022.

Public Education Defence Fund

The purpose of the fund is to ensure adequate resources are available to effectively respond to an attack upon public education launched by the government and to support the implementation of the Federation’s Public Education Advocacy Plan. Expenses are budgeted and approved by the RA.

The Public Education Defence Fund had a fee allocation of 0.074% (2022—0.074%) and had a surplus of $1.4 million compared to approximately $600,000 in the prior year. The fund balance at June 30, 2023, increased to $5.6 million, compared to $4.26 million at June 30, 2022.

William R. Long Memorial Fund

The purpose of the William R. Long Memorial Fund is to be used in developing countries to:

1. build partnerships with teacher organizations.

2. promote universal quality education.

3. foster equality, mutual respect, and reciprocal growth.

4. support self-determination and empowerment.

5. develop understanding of global interdependence.

6. strengthen teacher union links and cooperation.

The W.R. Long Fund had a fee allocation of 0.027% (2022—0.027%). In fiscal 2023, the W.R. Long Fund had a deficit of $35,000 compared to a surplus of $209,000 in the prior year. The fund balance at June 30, 2023, decreased to $634,000, compared to $669,000 at June 30, 2022.

Salary Indemnity Fund

The Salary Indemnity Fund (SIF) is a legal not-forprofit trust which is controlled by the BCTF. SIF is designed to meet the short-term and long-term obligations of the Salary Indemnity Plan, which provides income benefits to members disabled from employment as a result of illness or accident.

The net assets of the fund increased by $21.1 million compared to the decrease of $19.9 million in the prior year for a total net asset of $313.7 million at June 30, 2023, compared to $292.6 million at June 30, 2022. Total claims paid during the year were $54.9 million which is slightly higher than the $53.8 million in the prior year. At June 30, 2023, the SIF benefit obligation was $229.3 million compared to $219.1 million in the prior year. The SIF benefit obligation is actuarially determined by the plan’s actuary, George & Bell Consulting. The result is an increase of the surplus to $84.4 million at June 30, 2023, compared to $73.5 million at June 30, 2022.

Activities and actions undertaken by the Finance Committee in the 2022−23 fiscal year

During 2022–23, the Finance Committee engaged in a number of major activities including:

1. recommending the establishment of two

general operating subfunds: GOF Emergent Issues Fund and the GOF Contingency Fund.

2. investigating alternative methods of calculating the President’s Release Time Grant that is more sustainable and, if possible, a more simplified calculation that captures the grant’s current principles.

3. recommending the establishing of shareholder proxy voting principles for the SIF.

4. recommending investment managers for the newly established SIF renewal energy fund and long-term bonds investment fund mandates.

5. recommending a new investment asset class, and recommending an investment manager for the BCTF Staff Pension Plan: Real Return Bonds.

6. recommending that the expense policy per kilometre rate for member’s using their private automobiles for BCTF business be tied the Canada Revenue Agency non-taxable per kilometre allowance.

Audit Committee

The Finance Committee, with the Second Vice-President and a representative from the Income Security Committee, met to fulfill the responsibilities of the Audit Committee. In carrying out these responsibilities, the committee met with the financial officers of the Federation and the external auditors, reviewed internal controls and the scope of the audit, reviewed the financial statements, and recommended them to the Executive Committee for approval. As well, the committee recommended to the Annual General Meeting the appointment of the Federation’s auditors.

Members of the Finance Committee 2023−24

Stéphane Bélanger, SEPF

Jessa Clark, North Okanagan-Shuswap

Tara Elliot, Fernie

Ishar Litt, Kamloops Thompson

Dana Neidig, Income Security Committee representative

Steve Querenjung, Haida Gwaii

Pauline Veto, Surrey

Marilyn Ricketts-Lindsay, Executive Committee liaison

On the committee 2022–23:

Susan Bauhart, Central Okanagan

Jatinder Bir, Surrey

HEALTH AND SAFETY ADVISORY COMMITTEE

Terms of Reference

Composition: Nine members

1. Advise the Executive Committee on member health and safety matters, including health and safety policies at the provincial level.

2. Review WorkSafeBC issues and provide advice to the Executive Committee with respect to the BCTF’s positions and strategies on such.

3. Act in an advisory capacity to improve mental and physical health and safety in the workplace.

4. Advise and assist the BCTF on strategies and supports for pandemic recovery, as they relate to health and safety concerns.

5. Advise and assist the BCTF in the improvement of violence prevention programs in the workplace.

6. Advise and assist the BCTF in the improvement of mental health programs in the workplace.

7. Facilitate the health and safety portion of BCTF zone meetings and Summer Leadership Conference.

8. Develop and review BCTF health and safety programs and review other health and safety programs.

9. Assist in developing health and safety training.

10. Bring awareness of current trends in health and safety to the Executive Committee and health and safety contacts.

11. Advise the Executive Committee on provincial and local health and safety issues for collective bargaining.

12. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and the Declaration on the Rights of Indigenous Peoples Act are implemented.

13. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Promote and raise the profile of health and safety in the membership to support the implementation of training and safe work practices.

3. Support locals with the implementation and review of violence prevention programs.

4. Support locals with reporting of workplace risks, hazards, and incidents.

5. Support locals to ensure that joint occupational health and safety committees are functioning effectively, and that members and worker representatives are aware of their health and safety rights.

6. Advise on advocacy to ensure that all workers receive health and safety orientation and training annually.

7. Promote awareness of health and wellness initiatives such as the BCTF Health and Wellness Program and other local supports.

8. Advise on advocacy for mental health and well-being supports for members.

9. Support health and safety oriented social justice initiatives.

10. Support other labour groups to promote health and safety initiatives for all workers.

11. Support contract implementation and enforcement while identifying potential strategies and objectives related to health and safety in the next round of bargaining.

12. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

13. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

Now at the “non-emergency” phase of the COVID-19 pandemic, the Health and Safety Advisory Committee (HSAC) has returned to fully in-person meetings during the 2023–24 school year. Committee members continued to participate in the BCTF New Teacher’s Conference and facilitated health and safety sessions at

the BCTF Summer Leadership Conference. The committee has collaborated jointly with the Committee for Action on Social Justice, providing recommendations to the Executive Committee that support goals and ideas from both committees.

Health and safety partnerships

Through the HSAC, the BCTF continues its partnership with the BC Labour Heritage Centre’s Day of Mourning BC Schools Project, and with CAREX Canada, maintaining awareness of workplace exposure to suspected carcinogens. The BCTF continues to support the BC Federation of Labour’s Occupational Health and Safety Standing Committee and the Canadian Labour Congress by having an HSAC member serve on those committees.

Health and safety workshops

BCTF health and safety workshops continue to be in high demand for both School Union Representative Training and tripartite training. The BCTF offers over 20 workshops in English and French, with the option of an in-person or online workshop. The committee is currently involved in reviewing current health and safety workshops, and creating one specifically designed to deliver health and safety content and information through an intersectional lens.

Health and Safety Advisory Committee

2023–24

Michelle Chapman, Prince George

Darren Companion, Greater Victoria Anna Donaldson, Cariboo-Chilcotin

Larry Dureski, Cranbrook

Sabha Ghani, Burnaby

Christina Kempenaar, Sooke

Karin Krueger, New Westminster

Gavin Slade-Kerr, Surrey

Mariah Franzmann, Executive Committee liaison

On the committee 2022–23

Michael-Don Borason, Vancouver Secondary

Jennifer Clausen, Vancouver Island North

INCOME SECURITY ADVISORY COMMITTEE

Terms of Reference

Composition: Five members

1. Advise the Executive Committee on:

a. changes in policies and procedures of the Salary Indemnity Plan.

b. income security funds administered by the BCTF including an annual statement of anticipated revenue, expenditure, and cash flow for the Salary Indemnity Fund.

2. Participate on the BCTF Finance Committee on matters related to the Salary Indemnity Fund.

3. Participate on the BCTF Audit Committee.

4. Participate on the BCTF/BCSTA Group Life Insurance Committee.

5. Act as an appeal panel with respect to decisions of the administrator of any income security plan under the direct control of the BCTF.

6. Challenge thinking, structures, and systems that perpetuate colonialism, and work together with others to ensure that the Truth and Reconciliation Commission of Canada Calls to Action; the United Nations Declaration on the Rights of Indigenous Peoples, and the Declaration on the Rights of Indigenous Peoples Act are implemented.

7. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Continue to review quality of services to members.

3. Monitor and provide advice in regard to the mandate and scope of the BCTF Health and Wellness Program, including Well Teacher Groups and Starling Minds.

4. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

5. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The Income Security Committee met five times since the 2023 Annual General Meeting (AGM). The committee devoted its regular meetings to the following activities:

• monitoring information regarding the Salary Indemnity Plan (SIP)

• providing feedback and input into SIP and Health and Wellness (HW) Program reports

• reviewing the actuarial experience of the SIP fund

• providing input on fee and plan design recommendations to the Executive Committee

• acting as the appeal body to which members may appeal decisions of the SIP Administrator or Health and Wellness Plan Co-ordinator

• reviewing and monitoring the BCTF/BC School Trustees Association (BCSTA) Group Life Insurance Plan

• discussing the application of Trauma Informed Practice and equity lenses to the committee’s work.

One member of the committee sat on the Finance Committee and two members joined the SIP Administrator as trustees on the BCTF/BCSTA Group Life Insurance Committee.

In 2022–23, the Income Security Committee heard 22 appeals from members.

Salary Indemnity Plan

In 2022–23, there was a decrease in both shortterm and long-term claimants with a small decrease in the short-term claims paid and increase in the long-term claims paid.

*The number of claimants and claims paid data may change year-to-year as members have up to one year to file a SIP claim.

For short-term claims, the average daily benefit was $204, and average claim days was 53.7.

This represents a slight increase in both averages from the previous year.

The long-term claims paid data reflects the amount actually paid to members after deducting the following offsets: Canadian Pension Plan (CPP)/Quebec Pension Plan (QPP), Workers’ Compensation Board, accommodation employment, pensions, Insurance Corporation of British Columbia, and disability insurance. Without the offsets, the gross amount due to members was $47.71 million, slightly up from $45.99 million in 2022. The two largest offsets were CPP/QPP at $5.76 million and accommodation employment at $3.52 million.

Overall, plan liabilities increased slightly from $219.1 million to $229.3 million. Meanwhile, plan assets increased from $292.8 million to $313.9 million. The SIP continues to operate with a surplus. The goal continues to be for the SIP surplus to be at 30% of the plan. The current valuation has shown that the surplus increased from $73.7 million at June 30, 2022, to $84.6 million at June 30, 2023. The SIP surplus is now 36.9% of plan liabilities, compared to last year’s surplus of 33.6%. The surplus increased in 2022–23 because of favourable investment returns.

The valuation shows that over the past five years, the cost of the short-term component has averaged 0.56% of salaries (unchanged) and the cost of the long-term component has averaged 1.55% of salaries (a 0.03% decrease). The total is equal to 2.11% of salaries, which is down from 2.14% for the previous year.

In June 2003, the Executive Committee passed a motion, which determined that the annual increase to long-term disability (LTD) benefits would be the year-over-year increase in the annual average of the BC Consumer Price Index (CPI), April to March.

The annual average of the BC CPI for the twelvemonth period ending March 31, 2022, rose from 132.87 to 147.49. That translated into a 7.02% increase in the annual average of the BC CPI year-over-year. The BCTF Executive Committee approved the maximum 5.00% increase to LTD benefits effective July 1, 2023, per Plan Regulation 19.6

Below are the increases approved to LTD benefits by the BCTF Executive Committee over the last five years:

determine the premiums which need to be paid. The Insurance Committee met on April 17, 2023.

The 12-month period (from September 1, 2021, to August 31, 2022) reviewed by the Insurance Committee represented the plan year, immediately following the July 1, 2021, renewal. In 2021–22, there were six life claims submitted to Manulife.

Overall, the total plan balance as of August 31, 2022, was just over $16.1 million, up from $11.6 million in the prior year.

At the April 2023 AGM, the Insurance Committee agreed to maintain current rates and to maintain 20.0% partial premium holiday for the 35 school districts participating in the plan. As a result, members who currently pay group life premiums to their school districts will have reduced costs.

The next meeting of the Insurance Committee will be on April 8, 2024.

BCTF Health and Wellness Program

The Health and Wellness Program continues to be well utilized by members. The program received 1,312 referrals for the 2022–23 school year. Due to the complex nature of files, they are staying open for longer durations as many teachers require additional resources and time to return to work. The program also provided funding for Starling Minds and the Well Teacher Groups to help support the physical and mental well-being of members.

BCTF/BCSTA Group Life Insurance

Policy no. 20414 is a Group Life Insurance Plan which is jointly sponsored by the BCTF and the BCSTA. The plan was established in 1967 and Great West Life Assurance Company (now operating as Canada Life) was the underwriter of the plan until August 31, 2020. As of September 1, 2020, the plan’s underwriter is The Manufacturers Life Insurance Company (Manulife), and there are 35 school districts that participate.

Three representatives from the BCTF and three representatives from the BCSTA form the Insurance Committee which meets yearly at an AGM to review the plan’s financial results and

2023–24 Income Security Committee

JW Cho, Richmond

Debbie Comer, Mount Arrowsmith, BCTF/BCSTA Group Life Insurance Committee representative

Melanie Miki, Surrey, BCTF/BCSTA Group Life Insurance Committee representative

Mark Morrison, Greater Victoria, Alternate Chair

Dana Neidig, Surrey, Chair, Finance Committee representative

Clint Johnston, Executive Committee Liaison

On the committee 2022–23

Jacquie Shelemey, BCTF/BCSTA Group Life Insurance Committee representative, Sunshine Coast

PENSIONS COMMITTEE

Terms of Reference

Composition: 12 persons; six members, three members that are also trustees, two Retired Teachers’ Association (RTA) members appointed by the RTA, and one RTA member that is also a trustee.

1. Participate as BCTF representatives on the Teachers’ Pension Plan Advisory Committee (TPPAC).

2. Provide advice to the BCTF Executive Committee on pension matters.

3. Provide advice, through the TPPAC, to Plan Member Partner Trustees on amendments to the pension plan rules, administration of the pension plan, and investment of the pension funds.

4. Monitor and review the BCTF Group Registered Retired Savings Plan (RRSP).

5. Monitor and report on the environmental, social, governance, and climate action practices of the Teachers’ Pension Plan (TPP).

6. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

7. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Advise on and participate in communication and education about:

a. the Teachers’ Pension Plan, including initiatives that reach out and include new and younger members.

b. the importance of the pension plan as a significant part of their salary benefits package.

c. supporting and defending defined benefit pension plans.

d. the success and importance of the Joint Trust Agreement.

e. the environmental, social, governance, and climate action practices of the Teachers’ Pension Plan, BC Pension Corporation, and BCI among plan members.

f. the Canadian Pension Plan enhancements and the implications for the Teachers’ Pension Plan.

3. Advise on strategies to support the economic welfare of the plan now, and into the future.

4. Participate in development of a fossil fuel divestment plan as per the 2023 AGM decision.

5. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

6. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The Pensions Committee met four times in 2023. The committee meetings included the following actions:

• Making recommendations to the BCTF Executive Committee regarding the BCTF

• Group RRSPs.

• Monitoring the BCTF Group RRSPs relative to compliance with the Canadian Association of Pension Supervisory Authorities guidelines.

• Monitoring members’ pension issues.

• Updating the committee on the implementation of the motion from the BCTF AGM regarding the plan for divestment of fossil fuels from the pension plan.

Teachers’ Pension Plan Advisory Committee

The members of the Pensions Committee also attended four meetings as part of the TPPAC, which includes representatives of the BCTF, the BCRTA, the BC Principals’ and Vice-Principals’ Association (BCPVPA), and the BC School Superintendents’ Association (BCSSA). All the constituent members are members of the TPP, to which the BCTF is a Plan Member Partner in a Joint Trust Agreement with the BC Government— the Plan Employer Partner.

The role of TPPAC is to:

• review the activities and reports of the Teachers’ Pension Board of Trustees.

• recommend the appointment of pension trustees to the BCTF Executive Committee.

• make recommendations to the BCTF appointed trustees.

• make recommendations from TPPAC to the member organizations regarding pension issues.

• communicate regularly amongst the member organizations.

In 2023, members of TPPAC engaged in two days of specialized training sessions related to pension matters. These included an education session where they compared teachers’ pension plans from each province. Topics of comparison included how each pension plan treats disabled plan members, whether retirees are allowed to return to active teaching and continue receiving their pension, purchases of service for leaves of absence, indexing, threshold for an unreduced pension, TTOC participation, and any unique or interesting features. The committee members also received a presentation from Dr. Ellen Quigley regarding fossil fuel divestment strategies, along with a presentation from British Columbia Investment Management (BCI) which provided an update on their ESG strategies and activities from their 2022 ESG Annual Report.

Pensions Committee members in 2023 Trustees (4): Liz Baverstock (BCTF), Al Cornes (BCRTA), Chung Yan Ip (BCTF), Leslie Roosa (BCTF)

BCTF (6): Randy Chau, Glen Hansman, Joanne Hapke, Kathy Johnson (from September 16, 2023), Naomi Nilsson (to June 30, 2023), Kristie Oxley, Elaine Ting

BCRTA (2): Elizabeth Mackenzie, Linda Watson Carole Gordon, Executive Committee liaison

On the committee 2022–23

BCTF: Judy Stewart, Eric Young

BCRTA: Arnie Lambert, Gerry Tiede

Teachers’ Pension Plan Advisory Committee members in 2023

Trustees (5): Liz Baverstock (BCTF), Al Cornes (BCRTA), Chung Yan Ip (BCTF), Leslie Roosa (BCTF), Rob Taylor (BCSSA)

BCTF (7): Randy Chau, Carole Gordon, Glen Hansman, Joanne Hapke, Kathy Johnson (from September 16, 2023), Naomi Nilsson (to June 30, 2023), Kristie Oxley, Elaine Ting

BCRTA (2): Elizabeth Mackenzie, Linda Watson

BCPVPA (1): Ankie Carswell

BCSSA (1): Lawrence Tarasoff.

On the committee 2022–23

BCTF: Joanne Hapke, Judy Stewart, Eric Young

BCRTA: Arnie Lambert, Gerry Tiede

PROFESSIONAL ISSUES ADVISORY COMMITTEE

Terms of Reference

Composition: 12 members, 3 selected annually by the Provincial Specialist Association Council

1. Advise the Executive Committee on education policy, including but not limited to:

a. curriculum review, development, and implementation.

b. professional development and in-service.

c. teacher education, certification, and evaluation.

d. teachers’ professional autonomy.

e. privatization, commercialization, and corporatization.

f. enhancing teaching practice and supporting teachers in all stages of their careers.

g. classroom assessment and communicating student learning to parents.

h. district assessment and province-wide system evaluation.

i. inclusion and supports for students school-wide and support for students with disabilities, special needs, and marginalized youth.

j. proliferation of technology including issues in relation to privacy, access, and teacher workload.

k. tools and opportunities to amplify teachers’ voices on professional issues.

l. structures and systems that perpetuate colonialism, racism, and climate change. m. the funding model for K–12 education in British Columbia.

2. Advise the Executive Committee on the promotion of democratic processes that support teachers’ professional voice and influence issues at their schools and in their school districts.

3. Advise, consult, and advocate for professional issues in dialogue with PD chairpersons, with locals, in zones, at Summer Leadership Conference, and with the Provincial Specialist Association Council.

4. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

5. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Explore and advise on the issues related to the concept of professional learning through an intersectional lens of decolonization, antioppression, and anti-racism.

3. Explore and advise on current education policy in relation to enabling patterns of colonization and systemic racism using tools such as the BCTF Aboriginal Lens.

4. Explore and advise on how teachers can support the role and function of public education by supporting equity, advancing racial justice and reconciliation, and confronting systemic racism.

5. Explore and advise on how teachers can support the role and function of public education in supporting climate justice and addressing the impact of the climate crisis.

6. Provide advice regarding Ministry initiatives including curriculum, reporting, resources, and strategies for maintaining reasonable workload and resisting corporatization.

7. Protect and strengthen teachers’ professional autonomy and teacher-led professional development by supporting professional development chairpersons and refining tools to support professionalism.

8. Provide advice related to designation, inclusion, integration, and funding of special/inclusive education.

9. Investigate and advise on professional issues related to teacher recruitment and retention.

10. Advocate for the strengthening and expansion of opportunities that will connect and support new teachers in the development of their professional practice.

11. Support contract implementation and enforcement while identifying potential strategies and objectives related to professional issues in the next round of bargaining.

12. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

13. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

• Promoted the professional development (PD) lens as a tool to protect and strengthen PD and encouraged locals and PD chairs to maintain teacher control over PD.

• Promoted the professional autonomy lens as a tool to support teachers in being consciously reflective of their professional autonomy as well as their rights and responsibilities as a teacher.

• Participated and facilitated in New Teachers’ Conference, zone meetings, Facilitators’ Institute Training, and the Summer Leadership Conference.

• Participated in and gave advice regarding Ministry initiatives, including assessment and reporting.

• Revised PD School Union Representative

Training: Role and Function of the PD Rep; The Autonomous Professional.

• Promoted the Teacher Inquiry Program as PD.

• Supported PD chairs in locals with networking opportunities. Supported new teachers in a Zoom gathering.

• Advocated for more localized and land-based courses to support the implementation of the Indigenous-focused graduation requirement.

• Advocated the Ministry to update its inclusive education manual of policies, procedures, and guidelines.

Professional Issues Advisory Committee

2023–24

Runa Bjarnason-Wilson, Golden

Erin Coleman, Surrey

Adrienne Demers, Fernie

Jessica Dmytruk, Peace River North

Jonathan Dyck, qathet

Tammy Le, Surrey

Dave McCristall, Coquitlam

Dennis Mousseau, Mount Arrowsmith

Lena Palermo, Greater Victoria

Ilda Turcotte, Greater Victoria

Colleen Wall, Revelstoke

Yuri Watanabe, Richmond

Rick Joe, Executive Committee liaison

On the committee 2022–23

Joanna Atkinson-Cornthwaite, Nanaimo

Dave MacKenzie, Vernon

Ronak Pahlevanlu, Coquitlam

Jennie Slack, Burnaby

PROVINCIAL SPECIALIST ASSOCIATION COUNCIL

Terms of Reference

Composition: The president of each provincial specialist association (PSA)

1. Provide, as a community of PSAs, a forum for:

a. the discussion and sharing of mutual concerns.

b. developing and helping to support strategies that grow and enhance PSAs.

2. Advise the Executive Committee on:

a. matters of particular concern to individual PSAs, or to all PSAs.

b. professional matters such as education

policy; design, review, and implementation of curriculum, assessment, reporting, and graduation requirements; and professional development and in-service.

c. bargaining objectives and building public awareness regarding the importance of learning specialist teachers.

d. requirements, resources, and advocacy strategies for quality in public education. e. strategies to raise the profile of PSAs. f. PSA finances and other policies and procedures related to PSAs.

3. Provide local presidents and local committee chairs strategies to promote PSAs and local specialist associations.

4. Foster the creation of, promote, and support PSA chapters provincially.

5. Liaise, consult with, and provide advice to the Professional Issues Advisory Committee (PIAC).

6. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

7. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 BCTF Annual General Meeting in the context of the council’s terms of reference.

2. Support the development of PSA leadership organizational capacity.

3. Support the enhancement of PSA services to members, including offering digital and inperson opportunities throughout the province.

4. Create communication opportunities for partnership and collaboration around PSAs, their chapters, and local professional development chairpersons.

5. Consider the role of the council in advancing truth and reconciliation and decolonizing schools and unions.

6. Incorporate equity lenses in council decisions

to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The following is a brief representative selection of the activities and actions undertaken by BCTF provincial specialist associations during the 2023 calendar year:

• For the October 2023 PSA Day, PSAs offered conferences in a variety of formats, including in-person only, dual in-person and online, and hybrid. Federation members responded positively to the different formats, and offering online options enabled better engagement with members outside the Lower Mainland.

• Provided member support and advocacy dedicated to challenging systemic oppression and decolonizing existing structures within the K–12 education system.

• Continued provision of learning support resources and other support materials to members through both PSA websites and the Federation’s TeachBC website.

• Supported the BCTF in advocacy meetings with the Ministry of Education and Child Care, in the areas of online learning and inclusive education.

• Provided Federation input into the Ministry of Education and Child Care’s upcoming Primary Program document.

• Continued to provide ongoing advocacy related to Ministry of Education and Child Care policy, including:

- curriculum, assessment, reporting, and graduation requirements.

- changes to online learning policy.

- health and safety.

- mental health.

- sustainability and climate change responses.

- anti-racism.

- inclusive education.

PSA Council

Carol Arnold, Aboriginal Education Association (AEA)

Shanee Prasad, Anti-Oppression Educators Collective (AOEC)

Christine Knight, Association of BC Drama Educators (ABCDE)

Sophie Bergeron, Association Provinciale des Professeurs de l’Immersion et du ProgrammeFrancophone BC (APPIPC)

Tianay de Andrade, BC Alternate Education Association (BCAEA)

Nicole Porter, BC Art Teachers’ Association (BCATA)

Chris Hunter, BC Association of Mathematics Teachers (BCAMT)

Kindra Harte, BC Association of Teachers of Modern Languages, BCATML

Martin Runge, BC Business Education Association, BCBEA

Trevor Randle, BC Culinary Arts Specialist Association (BCCASA)

Ginger Lidemark, BC Dance Educators’ Association (BCDEA)

Nicole Jarvis, BC Early Career Teachers’ Association (BCECTA)

Thomas Diesch, BC Educators for Digital Learning PSA (BCEDL)

Dawn Lessoway, BC Montessori Teachers PSA (BCMTPSA)

Janet Irvine, BC Music Educators’ Association (BCMEA)

Janine Fraser, BC Primary Teachers’ Association (BCPTA)

Norberta Heinrichs, BC School Counsellors’ Association (BCSCA)

John Munro, BC Science Teachers’ Association (BCScTA)

Dale Martelli, BC Social Studies Teachers’ Association (BCSSTA)

Tammy Le, BC Teacher-Librarians’ Association (BCTLA)

Kyla Hadden, BC Teachers of English Language Arts, BCTELA

Elizabeth Seitz, BC Teachers of English to Speakers of Other Languages (BCTESOL)

Nigel Reedman, BC Technology Education Association (BCTEA)

Dave McCristall, Computer-Using Educators of BC (CUEBC)

Jonathan Dyck, Environmental Educators’ Provincial Specialist Association (EEPSA)

Jennifer Chobotiuk, Learning Assistance Teachers’ Association (LATA)

Josh Ogilvie, Physical Health Education British Columbia (PHEBC)

Kristina Preston, Provincial Intermediate and Middle Years Teachers’ Association (myPITA)

Tybie Elenko, Specialist Association of Gifted Educators of BC (SAGEBC)

Melissa Edstrom, Teachers of Home Economics Specialist Association (THESA)

Sarah Brooks, Teachers of Inclusive Education BC (TIEBC)

TEACHER MAGAZINE ADVISORY BOARD

Terms of Reference

Composition: Five members

1. Ensure that the objectives of the magazine are met.

2. Conduct periodic surveys of the effectiveness of the magazine.

3. Participate in the annual planning and review of the magazine.

4. Participate in developing themes and content for upcoming issues.

5. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration of the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

6. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the advisory board’s terms of reference.

2. Highlight member and community actions working toward equity and inclusion in classrooms, schools, locals, and the BCTF, with attention to challenging colonial structures and attitudes.

3. Highlight the issues related to teacher recruitment and retention and solutions to make teaching in BC accessible, attractive, and sustainable.

4. Raise awareness of mental health and wellness issues affecting members, to reduce stigma, and emphasize that teacher well-being is foundational to a strong public education system.

5. Raise awareness and support initiatives for climate justice.

6. Promote professional development opportunities including resources, workshops, and professional learning opportunities.

7. Feature diverse member voices from across the province.

8. Support contract implementation and enforcement and preparation for the next round of bargaining.

9. Consider the role of the advisory board and the magazine in advancing truth and reconciliation and decolonizing schools and unions.

10. Incorporate equity lenses in advisory board discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The Teacher Magazine Advisory Board met twice in 2023 to review recent issues and discuss plans for upcoming issues. The advisory board also submitted motions to the Executive Committee (EC) to update the Members’ Guide to more accurately reflect current language and practice related to the publication of the magazine.

The May/June 2023 edition of Teacher magazine was the first of its kind—a BIPOC takeover edition that created space for racialized members’ stories, reflections, and discussions.

In 2023, the new Teacher magazine website also launched to offer readers a more mobileand tablet-friendly reading experience. The new website www.teachermag.ca creates new opportunities for the magazine including the publication of online exclusive content that is not able to be included in the print publication. It also

allows readers to search for articles by theme or edition.

Teacher Magazine Advisory Board 2023–24

Shelley Balfour, Cranbrook

Jennifer Fox, Prince George

Robyn Ladner, Vernon

Mahima Lamba, Delta

Kristin Singbeil, Nanaimo

Carole Gordon, Executive Committee liaison

TEACHERS TEACHING ON CALL ADVISORY COMMITTEE

Terms of Reference

Composition: Nine members

1. Advise the BCTF Executive Committee on:

a. the diverse identities and varying needs of teachers teaching on call (TTOCs) across the province of BC.

b. policies, procedures, and activities regarding TTOCs.

c. strategies for improving the quality of life and professional recognition for TTOCs.

d. structures, resources, and activities which encourage and support the participation of teachers, who teach on call in the locals and the BCTF.

2. Understand and consider in its advocacy, the diverse experiences, backgrounds, geographical locations, and working conditions of TTOCs.

3. Advise, consult, and advocate for TTOC issues with TTOC contacts, with locals, in zones, at the BCTF Summer Leadership Conference, and at the BCTF New Teachers’ Conference.

4. Support communications with members on TTOC issues.

5. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

6. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Support TTOCs and locals to work closely together to raise the profile of TTOCs, including supporting TTOC Appreciation Week in May.

3. Support contract implementation and enforcement while identifying potential strategies and objectives related to TTOCs in the next round of bargaining.

4. Assist in developing and implementing strategies to organize TTOCs to become more active in their locals, PSAs, and the decisionmaking bodies of the Federation as a whole.

5. Support locals to develop strategies to respond to the needs of and protect TTOCs’ health and safety.

6. Advise on strategies to increase equity and awareness of equity-seeking groups through a TTOC lens to ensure that all members can count on access, agency, and a sense of belonging.

7. Investigate and advise on strategies to improve teacher recruitment and retention.

8. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

9. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

Activities and actions for the 2023–24 calendar year

The work of the Teachers Teaching on Call Advisory Committee (TTOCAC) this year continues to centre on advocating for TTOCs across the province. The TTOCAC has taken every opportunity this year to ensure that TTOCs are well informed and feel that they are supported by their union.

Summer Leadership Conference 2023

The TTOCAC members facilitated the online training of new and experienced local TTOC contacts during the 2023 Summer Leadership

Conference. The training focused on strategies that TTOC contacts could use to support TTOCs in their locals. The strategies included encouraging TTOC contacts to be more active within their locals, establishing TTOC networks within locals, forming a liaison with health and safety contacts, and training on how to work with local executive committees to raise awareness of TTOC-related issues. There were also vigorous discussions on TTOC callouts and redeployment, along with advocating for sick days for TTOCs and job retention.

Communication with TTOC representatives/ chairs

TTOCAC has been exploring new approaches to connect with the TTOC zonal networks. The TTOCAC continues to provide information on upcoming professional development opportunities, health and safety updates, and workshops for TTOC representatives across the province. The TTOCAC also spent time with TTOC representatives during the Summer Leadership Conference to review content for the website and gather input from TTOC representatives at the 2023 fall zone meetings.

Zone meetings

The TTOCAC members planned and facilitated the discrete sessions at two zone meetings for the 2023–24 year. The focus has been on bargaining and health and safety issues. Through their work with TTOC contacts at zone meetings, the advisory committee members worked on developing a strong communications network for TTOCs in locals as well as provincially. The TTOC representatives at zones also contributed their bargaining ideas to the advisory committee members. The TTOC representatives also compared their local priorities. Time was also spent on providing union basics to new TTOC representatives and helping introduce and support new members.

TTOC Appreciation Week

The TTOCAC members worked with BCTF administrative staff to develop communications, guidelines, and promotional materials for this week. The first week in May was chosen as the

most appropriate time to hold this event, which will become an annual celebration for TTOCs. The third annual celebration honouring TTOCs will take place during the first full week of May 2024.

Involvement in the New Teachers’ Conference

Members of the TTOCAC were involved in presenting workshops at the January and April New Teachers’ Conference to introduce new teachers to the BCTF and on health and safety issues concerning TTOCs. Committee members also attended the conference. They used their time to hear from new teachers and to network with conference attendees.

On the committee 2023–24

Julie Bond, Fraser-Cascade

Paul Falardeau, Vancouver Secondary

Balwinder Grewal, Surrey

Dianne Hunt, Mackenzie

Carla Lowther, Peace River North

Chris McQuaid, Greater Victoria

Kara Mitchell, Maple Ridge

Hallan Mtatiro, Surrey

Raphaela Tuchscherer, Fernie

Mariah Franzmann, Executive Committee liaison

On the committee 2022–23

André Côté, Central Okanagan

Anita Taylor, Boundary

Richard Warrington, West Vancouver

WORKING AND LEARNING CONDITIONS/ BARGAINING ADVISORY COMMITTEE

Terms of Reference

Composition: 10 members

1. Raise awareness of, and advocate for, the improvement of teaching and learning conditions throughout the province to ensure success for each student.

2. Study and analyze information on the equitable provision and allocations of resources to districts and schools.

3. Study and analyze the workload of members and the quality and equity of learning opportunities provided to students.

4. Develop strategies and provide advice for locals in strengthening and achieving effective local bargaining and other actions.

5. Provide ongoing advice on all matters related to bargaining.

6. Facilitate the bargaining chair portion of zone meetings and Summer Leadership Conference.

7. Assist in the development of local, zonal, and provincial networks of local bargaining chairs.

8. Support grassroots member engagement with respect to local and provincial bargaining.

9. Challenge thinking, structures, and systems that perpetuate colonialism and working together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

10. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Examine and monitor current working and learning conditions and provide advice regarding strategies to achieve improvements.

3. Provide advice on member engagement, capacity building, and local support in relation to bargaining structures and implementation, melding, enforcement, and defense of collective agreements.

4. Provide advice on potential strategies and objectives for the next round of bargaining.

5. Monitor the impact of the teacher shortage and provide advice on teacher recruitment and retention initiatives, with attention to teachers from equity-seeking groups.

6. Connect the work of the WLC/BAC to other advisory committees of the Federation.

7. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

8. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

The committee engaged in three regularly scheduled meetings in September, January, and June, and an additional virtual meeting in April 2023. This additional meeting was to allow the committee members extra time to complete the review of the bargaining sections of the Members’ Guide and to finalize comprehensive recommendations to the Executive Committee.

Committee members planned and facilitated training for WLC representatives/bargaining chairpersons for the spring and fall 2023 zone meetings. Topics included:

• planning for local bargaining and engaging members in that process

• updating local constitutions and policies to support equity and diversity in the local

• preparing for local bargaining in the local

• discussion with local presidents on the impact of class size and composition on teacher workload

• understanding the split of issues and exploring areas for local improvement in the collective agreement

• addressing local issues outside of bargaining by engaging with parents and in local and provincial elections.

Committee members also provided plenary sessions at zone meetings for all participants on the updated Provincial Collective Agreement and Bargaining for Equity.

Committee members planned and delivered two days of training for bargaining chairpersons who attended the Summer Leadership Conference in 2023. Discreet session topics included:

• organizing members for collective action in the local

• role of the local bargaining chairperson and preparing for the next round

• exploring different bargaining models

• key issues facing teachers in bargaining.

Committee members 2023–24

Kevin Amboe, Surrey

Sara Campitelli, quathet

Tara Elliot, Fernie

Carl Janze, Vancouver Secondary

Mary Lawrence, Prince George

Preet Lidder, Burnaby

Ryan McCarty, Mission

Janise Nikolic, Mission

Shanee Prasad, Burnaby

Amrit Sanghe, Surrey

Winona Waldron, Executive Committee liaison

On the committee 2022–23

Jason Karpuk, Kamloops Thompson

W.R. LONG MEMORIAL INTERNATIONAL SOLIDARITY FUND COMMITTEE

Terms of Reference

Composition: Four members

1. Provide advice to the Executive Committee on:

a. strategies and priorities for the development and carrying out of international solidarity projects that strengthen public education and teacher unions.

b. projects and grants for international solidarity projects based on the priorities.

c. activities that build relationships of solidarity between BC teachers and teachers in other countries, including union exchanges and volunteer projects.

d. communications that increase member awareness of global education issues and the Federation’s international solidarity work.

2. Approve funding of projects, on amounts not to exceed $5,000 for a project.

3. Challenge thinking, structures, and systems that perpetuate colonialism and work together with others to ensure that the Truth and Reconciliation Commission Calls to Action, the United Nations Declaration on the Rights of Indigenous Peoples, and Declaration on the Rights of Indigenous Peoples Act are implemented.

4. Challenge thinking, structures, and systems that perpetuate racism and work together with BIPOC members to create and maintain antiracist environments.

Priorities

1. Support and promote the leadership priorities adopted by the 2023 Annual General Meeting in the context of the committee’s terms of reference.

2. Provide international solidarity that strengthens teacher unions in their ability to support teachers and public education.

3. Engage members in international solidarity through dialogue, exchange, and other opportunities with international partners.

4. Enhance members’ understanding of international solidarity and of strategies learned through the struggles and successes of our partner unions by publicizing these in Teacher and other BCTF communications.

5. Consider the role of the committee in advancing truth and reconciliation and decolonizing schools and unions.

6. Incorporate equity lenses in committee discussions to continue decolonizing existing structures and remove barriers to equitable access to participation within the union.

Report

Over the decades, our Federation’s international solidarity work has deepened and broadened— both geographically and in terms of the range of issues addressed. The focus is primarily on solidarity work in the Americas—South, Central, and North—through an approach of long-term relationships that are mutually respectful and cooperative in developing the nature of projects. The program aims to support and strengthen teacher unions as agents of change and defenders of universal, democratic, and quality public education.

Some highlights from activities in 2023–24 Emancipatory pedagogies

In Central America, the Non-Sexist and Inclusive Pedagogy (NSIP) program is a learning and teaching process in classrooms that addresses issues of gender stereotyping, sexism, and exclusion in the classroom and other areas of students’ lives. The project was first developed by Costa Rican teachers and is now advanced by partners working with pre-school, elementary, and high school students in Honduras and El Salvador. NSIP teaching resources, photos, and workshop

outlines developed by partners are available at pedagogianosexista.com. In Mexico, the Totlahtol Yoltok Collective, formed in 2013, is creating an alternative pedagogical proposal that promotes ancestral Indigenous knowledge and revitalizes Indigenous identity and culture in schools of the high mountains of Veracruz.

Gender equity and women’s leadership

Women’s Secretariats and gender equity-seeking groups within partner organizations in Costa Rica, Peru, and the Central American Teachers’ Organizations are developing and implementing various workshops and learning opportunities for women within union governance structures. The aim of these projects is to ensure greater and better participation of women within the union, as well as to encourage the political scope of gender equity in their countries. In Puerto Rico, the union is focusing on women’s leadership and self-care to increase the participation of women in the federation structure.

Research and coalition building

Latin American partners are using research to better understand issues considered a priority for each union. The results of investigations are presented back to teachers for feedback and to determine strategies and action plans to resolve them. In every case, public education is seen as essential for promoting democratic societies. In Colombia, teachers are developing peace education through the national project “Schools as Territories of Peace.” Across Central America, teachers’ organizations are analyzing the conditions of social security in each country in light of the neoliberal reforms in pension systems applied through corporate and government policies, together with the processes of resistance and alternative proposals drawn by education workers and their unions. Coalition building is supported through the Initiative for Democratic Education in the Americas (IDEA Network) and the Trinational Coalition in Defense of Public Education.

Institutional strengthening

International partners face many diverse sociopolitical circumstances that pose institutional or existential challenges to their union and

institutional strengthening takes different forms according to the specific situations of the partners. These include: funding union leave for membership campaigns in Peru, solidarity shipments of much needed goods to Cuba, funding a program of union skills training and professional development in Bolivia, supporting the operation of the Paulo Freire Institute in Brazil, responding to the emergency needs of the Greater Union of Palestinian Teachers, supporting the Mexican Section of the Trinational Coalition, and assisting the Namibian Teachers’ Union to establish a retired teachers’ association.

Engaging BC teachers in international solidarity

The aim and scope of member involvement in international delegations depends on the project, as determined in collaboration with partners. Over the course of the year, BC teachers have had the opportunity to learn about Schools as Territories of Peace during a solidarity delegation to Colombia, share knowledge and strategies on Indigenous language revitalization as a part of the IDEA Network’s Indigenous Educators Network’s 5th Continental Encounter, work with colleagues in Namibia in support of the union’s goal of establishing a retired teachers’ organization, and collaborate with teachers in Cuba to support English language learning. Furthermore, in collaboration with the Paulo Freire Institute in Brazil, a group of teachers have engaged in a year-long provincial inquiry project exploring Freirean critical pedagogy concepts in BC classrooms and schools.

Funding of the International Solidarity Program

The International Solidarity Program of the BCTF is funded through member dues through the W.R. Long Fund. Every year, a percentage of member fees is allocated by the Annual General Meeting for this fund. This has allowed the BCTF to have a significant impact in working with colleagues and their unions, particularly across the Americas.

The BCTF International Program works in close collaboration with CoDevelopment Canada, a BC-based NGO that works for social change and global education in the Americas. Many BCTF members are members of CoDevelopment Canada

and have served on its board. More information about it can be found at www.codev.org.

On the committee 2023–24

Alexandra Adhikary, Peace River North

Karen Andrews, Terrace

Rozhin Emadi, West Vancouver

Annie Ohana, Surrey

Carole Gordon, Executive Committee Liaison

Clint Johnston, Executive Committee Liaison

Robin Tosczak, Executive Committee Liaison

“ I feel like I really accomplished something. I’ve been struggling with this all my life, and I finally did it. It’s hard to find words to explain what this means to me…I got to graduate alongside my granddaughter.”

– Cindy Unwin, adult education graduate

Read more in “Carrying our learning forward” in the Nov/Dec 2023 edition Teacher magazine.

Read more in “Hope, perseverance, and success: Stories of adult education” in the Sept/Oct 2023 edition of Teacher magazine.

Report of the Representative Assembly

photo provided by Cindy Unwin

REPORT OF THE REPRESENTATIVE ASSEMBLY

The Representative Assembly (RA) held three regular meetings in 2023: January 27–28, May 26–27, and November 3–4.

The RA consists of local representatives (LRs) chosen based on the formula outlined in Procedure 25.B.02 (page 101) of the Members’ Guide to the BCTF. Local presidents (LPs) and members of the Executive Committee (EC) are non-voting members of the RA.

Voting at the RA is by voting cards issued to LRs based on one card for each 0.2%, or fraction thereof, of the total membership of the BCTF.

Each meeting of the assembly gives representatives the opportunity to review all minutes of the EC. This review assists assembly members in exercising their constitutional responsibility to advise the EC on any question affecting BCTF policy as well as to authorize or prohibit any proposal of the EC deemed to be contrary to, or beyond the scope of, BCTF policy. Each RA also receives a stewardship report outlining action on the implementation of RA decisions.

The following is a brief outline of some of the major issues considered by the 2023 RAs.

Winter meeting—January 27–28, 2023

• elected delegates to the Canadian Teachers’ Federation AGM

• amended Procedures 25.A.26, 25.A.06—9., 25.A.06—10.

• agreed on a membership fee

• agreed on a minimum local fee

• agreed to changes to the contingency fund procedures in the Members’ Guide

• agreed on a fee for affiliate membership

• agreed on a fee for associate membership

• agreed to waive fee for members on leave of absence

• agreed on a fee for members under By-law 1.1 (b)

• created new Procedures 10.D.30 and 10.D.32

• agreed to begin a bargaining campaign

• referred a motion to the Executive Committee regarding social justice newsletter articles

• agreed to change the disability terminology

• agreed to review the Foundation Skills Assessment campaign strategy

• agreed to investigate the job demands analyses

• agreed to increase the per-diem rates

• agreed to work with locals to investigate and develop a plan to address teacher workload

• agreed to investigate the continued challenges with providing remedy to teachers

• agreed to address the waitlists for neurodivergent testing

• agreed to develop a workshop on Article E.1.

Spring meeting—May 26–27, 2023

• Annual General Meeting referrals—Discipline steps standards, Dorsey Award language, Procedure 10.J.74, awards criteria, curriculum implementation funds, in-service training standards, Learning in the primary years: The Primary Program Framework, Procedure 25.B.02—3.c., hybrid or remote online options

• elected members to the BCFED Executive Council, Finance Committee, health and safety representatives, Judicial Council, Nominating chairperson (alternate), Nominating Chairperson, Agenda Committee, RA chairpersons, RA ombudspersons

• agreed to an early career teacher on the local executive

• agreed to a K–12 Reporting Order

• amended Procedures 3.G.06 and 10.I.06— 1.b.ii.

• agreed to investigate and research the classsize and composition report language

• agreed to investigate the changes to the longterm disability plan

• agreed to investigate the start time of the RAs

• agreed to develop procedures for the surplus funds

• agreed to support the Transit for Teens campaign

• agreed to reimburse up to $3,000 to one local per zone meeting for social events

• agreed to investigate the remedy agreement provisions.

Fall meeting—November 3–4, 2023

• elected a member to Judicial Council

• agreed to donate to the United Nations Relief and Works Agency

• added a new point to Procedure 10.I.02

• amended Procedure 10.I.04—1.–2.

• deleted Procedure 10.I.04—5.–7.

• agreed to investigate each districts reporting frequency

• agreed to form a task force to respond to and campaign against the anti-SOGI and anti-trans movement

• agreed to prepare a report that accounts for all Canadian Teachers’ Federation related expenses

• referred a motion on Province-wide research to the Executive Committee with a report back to the Spring RA

• referred a motion to the Executive Committee on Indigenous lived experience acknowledgment

• recommended that the next Bargaining Conference examine the repayment of pension loss during maternity leave

• referred a motion to the Executive Committee to conduct province-wide research to collect data from teachers who have applied, unsuccessfully, to public school boards, collect and aggregate failures to fill and loss of service due to insufficient teacher recruitment and retention by districts, share the results and any correlations with members and the public.

• wrote a letter to the Premier and the Minister of Housing addressing the Residential Tenancy Act amendment

• agreed to renew its calls for the Ministry of Education and Child Care and the Ministry of Health to make available an online hub or resources

• requested the Ministry of Education and Child Care conduct an audit

• agreed to fund up to 10 members to attend the BC Flying Squad Against Transphobia training

• agreed to call on governments to demand a ceasefire in Isreal and the Occupied Palestinian territories

• agreed to lobby the government to report on current physical space working conditions

• agreed to donate to the Ukraine humanitarian crisis.

REPORT OF THE NOMINATING CHAIRPERSON

The Nominating Committee presents the following names (in alphabetical order for each position) of BCTF members who have been nominated pursuant to By-law 5.4 (page 12 of the Members’ Guide to the BCTF) for positions on the EC. Additional nominations may be made from the floor of the AGM.

For President—one to be elected

Clint Johnston, Chilliwack

Jillian Maguire, Vancouver Secondary

For First Vice-President—one to be elected

Carole Gordon, Central Okanagan

For Second Vice-President—one to be elected

Robin Tosczak, Greater Victoria

Members-at-Large—six to be elected

2SLGBTQ+—one to be elected

Chris Perrier-Evely, Nanaimo

Aboriginal—one to be elected

Brenda Celesta, Kamloops Thompson

Non-designated—three to be elected

Jelana Bighorn, Vancouver Secondary

Lisa LaBoucane, Vernon

Mihaela Negoita, Surrey

Winona Waldron, Greater Victoria

Member of colour—one to be elected

Peter Persad, Kamloops Thompson

“ Elder Marion Dixon from the Spuzzum Nation shared some words in Nlaka’pamux [at the tenth anniversary of the Project of Heart Canoe]. Marion is one of the last speakers of this specific dialect of Nlaka’pamux.”

– Cheryl Carlson, teacher, Hope

2024 PART 5 REPORTS AND RESOLUTIONS

Read more in “Carrying our learning forward” in the Nov/Dec 2023 edition of Teacher magazine.

Voting Rights of the Annual General

Meeting and Standing Rules of Order

photo Wayne Kaulbach, Sky light Images

VOTING RIGHTS OF THE AGM

By-law 8.2 (p. 15 of the Members’ Guide) specifies that the voting body at the AGM consists of three different groups of people: (1) the local representatives (LR), elected by the local and sublocals, (2) members of the Executive Committee (EC), elected by the AGM, and (3) the delegates, elected by the local and sublocals Each of the three groups has certain voting rights and responsibilities.

The information that follows outlines those for each of the groups and, outlines the rights and responsibilities of locals in selecting their LRs and AGM delegates.

Voting rights of delegates

1. Each delegate must be elected by a general meeting of their local or sublocal.

2. A delegate attends the AGM as a representative of the local or sublocal. Each voting card is therefore assigned to the delegate by the local.

3. By-law 8.3 (p. 15 of the Members’ Guide) allows delegates and LRs from the same local to exchange and exercise each other’s voting cards, subject to any rules the local has made regarding the transfer of voting cards. If a delegate or LR leaves the meeting room temporarily, therefore, they may pass the voting cards to another delegate or LR from the same local. This provision ensures that all locals can be fully represented in any voting that occurs at the AGM.

4. Delegates are free to vote as they see fit on questions at the meeting.

5. Having stood for election as an AGM delegate, each delegate has the obligation to attend the sessions of the AGM, to ensure that colleagues are represented in all votes.

Voting rights of local representatives

Each LR or alternate LR must be elected by a general meeting of the local or sublocal. Each LR attends the AGM as a member of the Representative Assembly at BCTF expense. Their voting card is therefore issued by the BCTF office. By-law 8.3 (p. 15 of the Members’ Guide) permits

an LR or alternate LR to pass their voting card to another LR from the same local or to a delegate from the same local.

By-law 8.3 also permits an LR to exercise both LRs’ voting cards and delegates’ voting cards, provided that the cards are transferred to them by members of the same local, subject to any rules made by the local or sublocal regarding the transfer of voting cards.

Voting rights of members of the BCTF Executive Committee

1. Each EC member is elected by the AGM and is therefore responsible to the BCTF as a whole, not to their local.

2. Each EC member attends the AGM as a member of the BCTF EC, at BCTF expense, not as a representative of any local or sublocal.

3. Each EC member receives a voting card as an individual and may therefore vote only their own card. They may not pass the card to anyone else, including other members of the EC.

4. An EC member may not exercise a LR’s voting card or a delegate’s voting card because the EC member does not represent any local or sublocal.

Rights and responsibilities of locals and sublocals

1. A local must elect its local representative(s) at a general meeting.

2. A local must elect its AGM delegates at a general meeting.

3. By-law 6.7 (p. 13 of the Members’ Guide) allows the president or an “authorized agent” of the local to appoint a substitute if the LR and alternate are both unable to attend a meeting of the Representative Assembly and, by extension, the AGM.

4. A local may elect a person to serve in more than one capacity. For example, the local may have a by-law specifying that the vicepresident will automatically be a LR and/or a member of the local’s AGM delegation.

5. A local may make rules regarding the custody and issuance of delegates’ voting cards to ensure that all the local’s cards are present in the meeting room at all times during the

business sessions. Such rules may be made to ensure that the members of the local have a voice in all decisions made at the AGM. Please note, however, that such rules cannot infringe on the voting rights of individual delegates.

6. By-law 8.3 (p. 15 of the Members’ Guide) allows local or sublocals to make rules regulating the transfer of voting cards between its delegates and LRs. Such rules must be made by a general meeting of the local.

AGM STANDING RULES OF ORDER

1. Right to attend and speak

1.1 All members of the BCTF shall have the right to attend the meeting.

1.2 Surviving spouses shall have the right to speak on pension matters.

1.3 The right to speak shall be on recognition of the chair and obtained by standing at one of the microphones. Every person shall identify themself when granted recognition by the chair.

1.4 The chair shall, in recognizing speakers, have the right to deviate from the order in which persons seek recognition to permit a speaker or speakers to present a contrary point of view from that of those who have already spoken.

1.5 No speaker shall, without the consent of the delegates, speak more than once or for longer than three minutes on each motion, main or secondary, except for the mover of the motion, who shall have the right to speak for four minutes. This rule shall not deprive the mover of the right to close debate, provided that there has not been a procedural motion to close debate. A motion to change these times shall be in accordance with the AGM Standing Rule 7.2.iii.c.

1.6 Asking and answering questions shall not constitute speaking to a motion.

1.7 a. Questions and answers thereto shall be directed through the chair. b. A member may address the meeting in their working language and, when the working language is not English, may have another delegate accompany them

to the microphone to provide a translation of their remarks to English. Both the delegate addressing the meeting and the delegate providing the translation shall each have up to three minutes to speak to a motion and up to four minutes when moving a motion, in accordance with Annual General Meeting Standing Rule of Order 1.5. The delegate providing the translation will identify themself when granted recognition by the chair.

1.8 No delegate shall comment on any matter immediately before moving a motion.

1.9 The chair can call for the question to be put, if there has been debate on both sides of the issue, when the time on the agenda for the next item has arrived. If the assembly declines to put the question at that time, the matter automatically goes to unfinished business unless another procedural motion arises.

2. Preparation of the proposed agenda

2.1 The preparation of the proposed agenda shall be the responsibility of the President.

2.2 The proposed agenda shall contain the hours at which each session will convene and adjourn, and shall indicate the business to be transacted during each session. Recommendations and resolutions shall be referred to by number. The numbers shall correspond to those assigned in a document entitled Reports and Resolutions, Annual General Meeting. This document shall be made available to members as long as possible before convening of the meeting and shall, insofar as is possible, contain all information pertinent to the items to be included in the proposed agenda of the meeting.

2.3 The proposed agenda shall provide opportunities for delegates to ask questions concerning the reports of the Representative Assembly, the Executive Committee or any other BCTF committee or task force.

2.4 Committee reports shall be published in Reports and Resolutions or, in exceptional

cases, included in the information kits distributed to delegates.

2.5 Because the proposed agenda must be printed and circulated, provision shall be made for late reports and resolutions. It shall be the responsibility of the Executive Committee to propose the inclusion in the proposed agenda of matters so arising. Component parts of the BCTF shall submit to the Executive Committee resolutions arising too late for inclusion in the printed proposed agenda.

2.6 The Annual General Meeting shall, from time to time, make rules concerning which of its component parts shall have the right to submit matters for the consideration of the meeting.

2.7 (i) The proposed agenda shall commence with the election of chairpersons.

(ii) A co-chairperson not in the chair should be available to assist the chair and the meeting by providing parliamentary opinion.

(iii) The chairpersons shall be either active members or honorary associate members.

2.8 That the agenda will include scheduled times in advance of the commencement of elections for the Executive Committee positions to allow for speeches from:

(i) candidates for Full-Time Table Officer positions, with a limit of four minutes allocated to each candidate.

(ii) candidates for Member-at-Large positions, with a limit of three minutes allocated to each candidate.

3. Motion to adopt agenda

Debatable, amendable, but cannot be referred, postponed or tabled.

3.1 The agenda shall be circulated to the meeting. The chair shall bring to the attention of the meeting any changes to the proposed agenda that have originated with the Executive Committee, and shall cause to be presented to the meeting an explanation of why the item(s) could not be included in Reports and Resolutions.

3.2 Subject to the provisions of these rules, the constitution and by-laws, and the policies and procedures of the Federation, when a motion to adopt the agenda is made, the meeting can, by motions requiring simple majorities, add items to, delete items from, or rearrange the order of items on the proposed agenda.

3.3 Recommendations and resolutions printed in Reports and Resolutions or contained in the information kits distributed to delegates shall be part of the proposed agenda, and may not be withdrawn except by motions to amend the proposed agenda.

4. Motions to amend the agenda (subsequent to its adoption)

Debatable, amendable, but cannot be referred, postponed or tabled, require a two-thirds majority.

4.1 Once the proposed agenda has been adopted, it becomes the property of the meeting. Items on it may therefore not be withdrawn without the unanimous consent of the voting delegates present. However, any change to the agenda, once it has been adopted, can be made by motion, but any such motion shall require at least two-thirds majority to pass. This includes any motion that limits or extends specified time allocations, changes the order of items remaining on the agenda, or designates specific times for items.

4.2 Debate on changes to the agenda will only be permitted in the first session of each day and will be limited to 30 minutes. The Resolutions Committee will have the ability to propose amendments at any time they deem necessary and appropriate, and if the proposed amendments are brought to the floor by a member of the Resolutions Committee after a session has begun, that debate on those amendments will be limited to 10 minutes.

5. Motion to adopt minutes

Not debatable, amendable as to errors in fact only.

5.1 There shall be a motion to adopt the minutes of the previous meeting. These minutes shall have been circulated to locals, geographical representatives, members of the Executive Committee, and school staffs.

6. Main motions

Debatable, amendable, may be referred, tabled, postponed or reconsidered.

6.1 A main motion is defined as a motion that introduces a substantive question as a new subject. AGM main motions are introduced as resolutions or as recommendations.

6.2 Main motions must be moved and seconded. It shall be the primary responsibility of the sponsoring body of a main motion to move and second the motion, but it shall be the right of any delegate to move or second any main motion.

6.3 No recommendation or resolution shall be discussed or voted on until copies of it have been distributed to the meeting.

6.4 The names of the mover and seconder, and their locals, shall be included on the printed copies of “late” and “new” resolutions.

Types of main motions

6.A Resolutions and Recommendations (as circulated to delegates).

6.A.1—A “resolution” shall be defined as a main motion, sponsored by a component body of the BCTF, other than BCTF committees, the Executive Committee, or the Representative Assembly, that has been published in Reports and Resolutions. (See also section 6.D of these rules of order and statement 2.C.04.) 6.A.2—A “recommendation” shall be defined as a main motion sponsored by the Executive Committee or the Representative Assembly.

6.A.3—Recommendations shall take precedence over resolutions.

6.B Special Resolutions.

6.B.1—Special resolutions shall be defined as recommendations or resolutions that seek to amend the Constitution and by-laws of the Federation and other resolutions so defined in the Societies Act. Such special resolutions shall require a two-thirds majority vote to pass, with the exception of changes to the Salary Indemnity Plan Regulations, which shall require a three quarters majority vote to pass.

6.B.2—The Societies Act requires notice of motion of any special resolution.

6.C “Late” resolutions.

6.C.1—A “late” resolution shall be defined as a resolution that deals with a matter that arose too late for the sponsoring group to have the resolution published in Reports and Resolutions. “Late” resolutions must be submitted to the Executive Committee prior to the AGM. If the Executive Committee rules that a resolution is a “late” resolution as defined herein, it shall recommend that resolution for inclusion in the proposed agenda.

6.D “New” resolutions.

6.D.1—To be acceptable for consideration by the AGM as a “new” resolution, a resolution must meet all of the following criteria:

1. arises directly out of the business of the meeting;

2. could not have been submitted in time to become either a regular or “late” resolution;

3. must relate to an issue that must be dealt with before the spring meeting of the Representative Assembly.

6.D.2—Before accepting a “new” resolution, the chairperson of the meeting shall ask the chairperson of the Resolutions Committee to indicate to the meeting whether or not the Resolutions Committee believes that the resolution meets the criteria for new resolutions, as stated in rule 6.D.1.

6.D.3—When a new resolution has been proposed for consideration by the meeting, it shall be duplicated and distributed to the meeting at a later session or displayed to the meeting.

6.D.4—A new resolution shall receive consideration only with the consent of the meeting expressed by majority vote on a

procedural motion to accept the resolution for consideration. The motion to accept for consideration shall not be proposed until copies of the new resolution have been made available to the meeting.

6.D.5—All of the foregoing rules shall apply to resolutions intended for consideration under the heading “new business” at the final session, provided that the chairperson may suspend rule 6.D.3 if this resolution clearly deals with a matter of urgent concern that was not evident early enough for rule 6.D.3 to have been applied.

6.D.6—If, when the AGM adjourns, it has not considered a resolution submitted as a “new” resolution, the resolution shall die—that is, it shall not be considered to be unfinished business of the meeting.

6.E Alternative wording for resolutions.

6.E.1—Alteration of the wording of a resolution, or consolidation of more than one resolution, is permissible, provided that the alteration or consolidation is for clarification and does not change the intent.

The normal procedure shall be that such alteration of wording will be prepared in consultation between the sponsor of a resolution and the Resolutions Committee. The alternative wording shall be printed and distributed or displayed to the meeting, prior to consideration of the resolution. If the meeting agrees by a simple majority, the alternative wording may be moved instead of the original wording. A motion to accept alternative wording must be seconded, is debatable, not amendable, and requires a simple majority.

6.F Procedures for presenting resolutions.

6.F.1—A motion to adopt the resolution may be made from the floor. This motion is the primary responsibility of the delegates representing the sponsoring association.

6.F.2—Attention to any broader implications, inherent in the motion, of which the meeting needs to be aware in disposing of the resolution, may be found in the Advice Booklet.

6.F.3—The chairperson of the Resolutions Committee may recommend an appropriate method of dealing with the resolution, such recommendation to be made prior to the resolution being placed on the floor for debate.

6.F.4—The motion to adopt the resolution is then open for debate, during which procedural motions to give effect to the Resolutions Committee’s recommendations may be proposed from the floor.

7. Secondary motions

(A secondary motion is any motion that is in order when a main motion is being debated.)

7.1 A secondary motion can be made and considered while a main motion is pending. After a secondary motion has been made and has been admitted by the chair as in order it must be acted on or disposed of before direct consideration of the main question can be continued. Secondary motions that will be accepted by the chair are those listed in rule 7.2.

7.2.i—Subsidiary motions (A subsidiary motion is intended to assist a meeting in treating or disposing of a main motion.) No subsidiary motion, other than an amendment, shall be in order until after the chair is satisfied that an opportunity has been given to present the affirmative and negative points of view.

7.2.i.(a) Postpone main motion indefinitely. Debatable (including debate on the main motion). Not amendable and may be reconsidered only if the motion to postpone indefinitely is passed.

A motion to postpone indefinitely allows the meeting the privilege of declining to take a position on a main motion. Its adoption kills the main motion and avoids a direct vote on the question.

7.2.i.(b) Postpone main motion to a subsequent annual general meeting. Debatable (only as to the appropriateness of postponement), amendable (only as to year). Requires majority vote.

Postponement to a subsequent annual general meeting has the effect of ordering the inclusion of that item on the agenda of a subsequent meeting.

7.2.i.(c) Amend. Debatable, amendable*, may be referred, postponed, or tabled.

An amendment is a motion to change, to add words to, or to omit words from, an original motion. The change is usually to clarify or

improve the wording of the original motion and must not be contrary to the intent of that motion.

*Motions for amendments to amendments of main motions are in order but are not themselves amendable.

7.2.i.(d) Refer to main motion with or without amendment. Debatable (only as to the propriety or advisability of referral), amendable (only as to instructions contained in the referral motion).

A motion to refer must indicate the body to which the motion is to be referred, may empower action, or may require a report to a subsequent annual general meeting, to the Executive Committee, or to the Representative Assembly.

7.2.i.(e) Postpone main motion to a certain time.

Debatable (only as the appropriateness of postponement), amendable (only as to time). Requires a two-thirds or larger majority vote because it has the effect of amending the agenda.

Postponement can be to a later time in the same session or to a later session of the meeting.

7.2.i.(f) Previous question (that the question be put).

Not debatable, not amendable, requires a twothirds majority.

This motion may be moved only by a delegate who has been recognized by the chair. After the motion has been seconded, it must be voted on immediately. If it passes, all previous commitments to allow persons to speak are eliminated.

The chair may call the question to be put if there has been debate on both sides of the issue, when the time on the agenda for the next item has arrived. If the assembly declines to put the question at that time, the matter automatically goes to unfinished business unless another procedural motion arises. 7.2.i.(g) Table.

Not debatable, not amendable, requires a majority vote.

A motion to table has the effect of delaying action on a main motion. If the motion is not

lifted from the table later (see rule 8.1), the effect of the motion to table is to prevent action from being taken on the main motion.

7.2.ii—Privileged motions (A privileged motion does not relate directly to the pending business, but has to do with special matters that, without debate, should be allowed to interrupt the consideration of anything else.)

7.2.ii.(a) Call for orders of the day. May interrupt speaker, not debatable, not amendable.

If the adopted agenda is not being followed or if there is a deviation from the agenda, a single delegate can require that the agenda be followed.

A call for orders of the day must receive immediate attention from the chair. The ruling of the chair shall be subject to challenge.

7.2.ii.(b) Question of privilege (point of privilege).

May interrupt speaker, seconder is required if a formal motion is made.

The question or point must concern the welfare, reputation, right, privilege or physical comfort of a member, a group of members or the BCTF as a whole. The chair shall rule immediately on the validity of the point. The ruling of the chair shall be subject to challenge.

7.2.ii.(c) Recess.

May not interrupt speaker, not debatable, amendable as to length of recess, cannot be reconsidered.

A recess is a short intermission in the meeting’s proceedings, after which business will immediately be resumed at exactly the point where it was interrupted.

The privileged motion to recess is a motion that a recess being immediately, made while another question is pending.

A motion to recess that is made when no question is pending is a main motion and follows the normal rules for handling a main motion. This applies whether the recess is to begin immediately or at a future time.

7.2.ii.(d) Adjourn.

May not interrupt speaker, not debatable, not amendable, cannot be reconsidered.

A motion to adjourn means to close the meeting.

The privileged motion to adjourn can be made only where provision for another meeting or session exists.

7.2.iii—Incidental motions (Incidental motions are incidental to the motions or matters out of which they arise. With few exceptions, they are related to the main question in such a way that they must be decided immediately, before business can proceed.)

7.2.iii.(a) Point of order. May interrupt speaker. The point must concern an alleged breach of standing rules and must receive an immediate ruling from the chair. The ruling shall be subject to challenge.

7.2.iii.(b) Appeal (challenge the chair). Debatable by challenger and chair only. An appeal or challenge of the chair is in order when another has the floor, but the challenge must be made at the time of the ruling. If any debate of business has intervened, it is too late to appeal.

If any delegate is dissatisfied with any ruling of the chair, the ruling may be challenged. A motion to sustain the chair shall take precedence over all other business. When a ruling of the chair is challenged by a delegate, all other business shall be suspended. The delegate making the challenge shall have the right to present argument to the meeting as to why the ruling is in error. The chair shall have the right to defend the ruling. The vote on the motion to sustain the chair shall follow immediately without further debate.

7.2.iii.(c) Suspend the standing rules. May not interrupt speaker, not debatable, not amendable, cannot be reconsidered. Except where obviously impossible (such as wanting to suspend the rule(s) during a final session of an AGM), a motion to suspend a standing rule shall require notice at a previous session of the meeting and a two-thirds majority vote. Standing rules may be suspended without notice by unanimous consent provided that the suspension is not contrary to the constitution and/or by-laws.

Notwithstanding this provision, the meeting may, at any time, on recommendation of the Resolutions Committee, suspend the standing rules with a two-thirds majority vote.

7.2.iii.(d) Objection to the consideration of the question.

Not debatable, not amendable, two-thirds vote against consideration is required. Can be reconsidered only if objection is sustained. A motion to object to the consideration of the question can be made when another member has been assigned the floor, but only if debate has not begun or a subsidiary motion has not been accepted by the chair.

7.2.iii.(e) Division of a question. May not interrupt speaker, not debatable, amendable, may not be reconsidered.

When a motion relating to a single subject contains several parts each of which is capable of standing as separate proposition, the parts can be separated to be considered and voted on as if they were distinct questions. Such a procedure is consideration seriatim.

When the decision has been made to consider a question seriatim, each part of the motion shall be separate and any procedural motion shall be applied only to the part being debated.

7.2.iii.(f) Requests and inquiries.

Note: The first two types of inquiry are responded to by the chair, or by a member at the direction of the chair; the other requests can be granted only by the meeting.

(1) Parliamentary Inquiry—a request for the chair’s opinion—not involving a ruling—on a matter of parliamentary procedure as it relates to the business at hand.

(2) Point of Information—a question about facts affecting the business at hand— directed to the chair or, through the chair, to a member.

(3) Request to be excused from a duty.

(4) Request for any other privilege.

8. Motions that bring a question again before the meeting

The following three motions will be the only ones accepted by the chair to bring a question again before the meeting.

8.1 Take from the table. Not debatable, not amendable, cannot be reconsidered.

A motion to take from the table must be passed before any motion that has been tabled can be reconsidered. Because the motion will

have the effect of amending the agenda, it shall require a two-thirds or larger majority vote to pass. If passed, the motion shall be dealt with at the earliest opportunity.

8.2 Rescind something previously adopted. Debatable (including discussion on the motion to be rescinded or amended). Amendable. Two-thirds or larger majority vote required because the effect is to amend the agenda. Negative votes only can be reconsidered. A motion to rescind is a proposal to cancel or annul an earlier decision. A motion to rescind, if passed, cancels the earlier motion and makes it possible for a new motion to be placed before the meeting.

8.3 Reconsider

Debatable (provided the motion to be reconsidered is debatable, in which case debate may also go into the original motion). Not amendable. Cannot be reconsidered. Twothirds or larger majority vote required because the effect is to amend the agenda.

A motion to reconsider has the following unique characteristics:

a. It can be made only by a delegate who voted with the prevailing side—i.e., voted in favor if the motion involved was adopted, or voted contrary if the motion was defeated.

b. The motion can be made and seconded at times when it is not in order for it to come before the meeting for debate or vote. In such a case it can be taken up later, even after it would be too late to move it in the first place.

c. A motion to reconsider is in order at any time, even after the meeting has voted to adjourn provided that the mover of the motion has addressed the chair before the chair declared the meeting adjourned.

9. Calling the question

9.1 The chair may call the question to be put if there has been debate on both sides of the issue, when the time on the agenda for the next item has arrived. If the assembly declines to put the question at that time, the matter automatically goes to unfinished business unless another procedural motion arises.

10. Committee of the whole

10.1 The meeting may, when considering any item on the agenda, resolve itself into a committee of the whole. The procedure shall normally be used for either of two reasons:

1. The topic is sufficiently complex to warrant interim decisions that will become binding only after passage of a final composite resolution recommended to the meeting by the committee of the whole.

2. The matter is a sensitive one and it is the opinion of the meeting that only BCTF members and staff should be in attendance.

10.2 The procedure shall be for delegates to move and second that the meeting resolve itself into a committee of the whole, naming the chairperson of the committee. After discussion, during which the standing rules may be waived, the committee of the whole shall move to rise and report to the meeting.

10.3 A motion that repeats the words of the report of the committee shall then be placed before the meeting. Only the motion carried by the meeting in regular session shall appear in the minutes.

11. Special committee of the whole

11.1 Prior to pension matters being considered, the meeting shall move into a special committee of the whole with delegates, staff, representatives of honorary associate members and others, as appropriate, present.

11.2 The number of honorary associate member representatives shall be determined on the same basis as local delegates.

11.3 During the special committee proceedings, the honorary associate member representatives shall be governed by all applicable rules contained in section 11 of the BCTF Standing Rules of Order of the AGM as if they were a local of the Federation.

11.4 The delegates and honorary associate member representatives shall consider the recommendations and resolutions placed before the meeting in the special committee of the whole.

11.5 All recommendations and resolutions that were considered in the special committee of the whole proceedings must be considered out of committee by active members.

12. Voting

12.1 a. Voting cards shall be issued to locals, to local representatives, and to members of the Executive Committee in accordance with By-law 8.2. These cards shall be distributed at the time and place designated on the proposed agenda.

b. The following process has been adopted for the replacement of lost voting cards:

i. a member of the voting body advises the Resolutions Committee, in confidence, that a voting card or cards have been lost.

ii. without indicating in any way the local or individual, members of the Resolutions Committee move and second that the rules be suspended to allow number of voting card(s) to be replaced.

12.2 No local may elect more delegates than it is entitled under By-law 8.2. This rule does not preclude the right of a local to elect “alternate” delegates who can replace their elected delegates if the need arises.

12.3 When a local elects fewer delegates than it is entitled to under By-law 8.2, the local shall make rules regarding the distribution of the extra voting cards among its delegates.

12.4 Delegates are free to vote as they see fit on questions at the meeting.

12.5 All voting, except for elections and recounts—the latter as specified in rule 12.10—shall be conducted solely by show of voting cards. There shall be no roll call votes.

12.6 Delegates may vote only the cards of their own locals and/or the cards issued to the local’s representatives.

12.8 Call for a count of voting cards. Call must be supported by 100 people. Is not debatable, not amendable, and may not be reconsidered. When a delegate considers the chair to have erred in discerning the result of a vote, they may call for a count of voting cards.

12.9 All counts of voting cards shall be taken by scrutineers assigned to clearly defined areas, and shall be made using a numerical call system.

12.10 That should a recount be required, it shall be taken by ballot rather than by show of voting cards.

13. Election of Executive Committee members

13.1 a. Election of Executive Committee members shall be conducted by secret ballot.

b. Ballots will display candidate names, including traditional Indigenous, chosen and/or legal names, at the discretion of each candidate.

13.2 a. Ballots shall be distributed to delegates at the time and place designated on the agenda. No replacement ballots shall be permitted and no ballots shall be distributed at any other time or place than that specified on the agenda.

b. The following is the process has been adopted for late pick- up of ballots:

i. a member of the delegation advises the Resolutions Committee, in confidence, that a ballot or ballots have not been picked up;

ii. that without indicating in any way the local or individual, members of the Resolutions Committee move and second that the rules be suspended to provide a local or an individual, with the appropriate ballot(s).

13.3 That the election be conducted in the following order:

a. President

b. First Vice-President

c. Second Vice-President

d. Member-at-Large designated for an Aboriginal member

e. Member-at-Large designated for a Member of Colour

f. Member-at-Large designated for a 2SLGBTQ+ member

g. Members-at-Large.

13.4 Nominations made in accordance with By-law 5.4 shall be circulated to the meeting.

Further nominations for any office may be made from the floor during any session prior to that at which the election will be conducted.

13.5 That should a Member-at-Large, partway through their term of office, accept nomination for a table officer position, their position as Member-at-Large shall be declared vacant as of the following July 1, and the AGM shall fill the position for the unexpired portion of the term.

13.6 All nominees shall be introduced at the close of nominations, and all candidates for an office shall be introduced as a group immediately preceding the balloting for that office.

13.7 A ballot for election of Members-atLarge shall be valid if marked for at least one candidate, but shall not be valid if marked for more candidates than the number of vacancies to be filled.

13.8 Should the validity of any ballot be questioned by any person assigned to count the ballots, it shall be the sole responsibility of the chairperson of the Nominating Committee to decide whether or not that ballot is valid.

13.9 On the completion of each ballot the chairperson of the Nominating Committee shall report to the meeting the number of votes received by each candidate, without attaching names to the numbers. Following an indecisive ballot, and before each candidate is identified with their vote count, the candidate receiving the fewest votes shall be dropped from the ballot. At this time the meeting may at its discretion order the dropping of additional candidates from the next ballot. If at the time of balloting for a particular office there is a sole nominee for that office, that person shall be declared elected.

If at the time of the first ballot there are more candidates for an office than positions available, the meeting shall go through the process of dropping candidates as described above. When this process has the number of candidates remaining equal to the vacant positions, such remaining candidates must still obtain more than 50 percent of the number of valid ballots cast in a subsequent vote to be declared elected.

13.10 No candidate shall be declared elected unless they receive more than 50 per cent of the number of valid ballots cast. Blank ballots and any ballots declared by the chairperson of the Nominating Committee to be spoiled, pursuant to rule 12.8, shall not be valid ballots. If at the time of balloting for a particular office there is a sole nominee for that office, that person shall be declared elected.

13.11 At any time prior to the conducting of a ballot any candidate may, by giving notice to the meeting, withdraw from any or all positions for which the candidate has been nominated.

13.12 In the elections for Members-at-Large, the first persons elected for the number of two-year vacancies shall be declared to be elected for two-year terms. Persons declared elected after all two-year terms have been filled shall be elected for one- year terms. If on any ballot more persons can be declared to be elected than there are two-year terms vacant, the one(s) with the highest number of votes shall be declared elected to two-year terms. If on any ballot more persons can be declared elected than there are one-year terms vacant, the one(s) with the highest number of votes shall be declared elected to one-year term(s).

13.13 When there is a tie vote for a single position, there shall be another ballot held. If the subsequent ballot results in another tie vote, then another ballot shall be held. This process shall continue until one candidate receives more votes than the other.

13.14 Ballots from Annual General Meeting elections will be automatically destroyed unless there is a motion to retain them.

14. Motion to amend standing rules

Debatable, amendable; but cannot be referred, postponed or tabled.

14.1 A motion to amend the Standing Rules of Order shall require a two-thirds majority unless notice of amendment has been given in Reports and Resolutions.

15. Matters not covered in standing rules

15.1 When the chair is required to make a ruling not covered by these rules, guidance shall be sought from Robert’s Rules of Order, Newly Revised.

NOTES

NOTES

Déclaration d’engagement pour la solidarité

Que la Déclaration d’engagement pour la solidarité suivante, guide la conduite des membres participant aux réunions de la FECB :

1. Nous croyons que la solidarité syndicale est fondée sur le principe de l’égalité des membres et de leur droit au respect mutuel.

2. Nous comprenons qu’un syndicat inclusif est un syndicat plus fort et nous nous engageons à accepter à la fois l’unité et la diversité.

3. Nous nous engageons à nous assurer que les membres des groupes en quête d’équité se fassent accueillir, inclure et traiter de manière équitable et respectueuse lors de toutes les réunions et de tous les événements de la Fédération.

4. Nous croyons que l’ensemble des membres a le droit de se sentir en sécurité et de se faire traiter avec dignité lors des réunions de la FECB.

5. Nous nous engageons à mener toutes les réunions de la Fédération dans un environnement libre de toutes formes de harcèlement, de discrimination et d’intolérance.

6. Nous nous engageons à accorder toute notre attention aux membres, aux personnes qui présentent et aux personnes invitées à nos réunions.

7. Nous valorisons les discussions dynamiques et la participation active. Nous encourageons les membres à partager leurs perspectives et à débattre de leurs positions, car grâce à ces débats, nous élaborons des politiques et des pratiques solides.

8. Nous apprécions que notre syndicat ait pour longue et solide tradition de défendre fermement ses opinions à l’interne ou à l’externe en tant qu’organisation.

9. Nous respectons nos processus démocratiques et comprenons qu’une fois que nos décisions sont prises, la position collective l’emporte.

Commitment to Solidarity

That the following Commitment to Solidarity guide the conduct of members participating in BCTF meetings:

1. We believe that union solidarity is based on the principle that all members are equal and deserve mutual respect.

2. We understand that an inclusive union is a stronger union, and commit to embracing both unity and diversity.

3. We commit to ensuring that members of equity-seeking groups are welcomed, fully included, and treated equitably and respectfully at all Federation meetings and events.

4. We believe that all members have the right to feel safe and be treated with dignity at BCTF meetings.

5. We commit to conducting all Federation meetings in an environment free from harassment, discrimination, and intolerance.

6. We undertake to give our full attention to members, presenters, and invited guests who are addressing our meetings.

7. We value vigorous discussion, welcome active participation, and encourage members to share perspectives and debate positions because through such debate we develop strong policies and practices.

8. We appreciate that our union has a long and spirited tradition standing up for firmly held views, and that we do this internally with each other and externally as a collective.

9. We respect our democratic processes and understand that, once our decisions are made, the collective position prevails.

Photo Rich Overgaard