2025 BCTF AGM Reports and Resolutions

AGM March 15–18, 2025

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.

2025 REPORTS AND RESOLUTIONS

Teachers’ Federation

109th Annual General Meeting

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 Annual General Meeting. 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.

Annual General Meeting 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 16. Resolutions have been numbered 101 to 158, and “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

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. 26), 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. 178) 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 14, 2025, to deal with any resolutions submitted for consideration as “late.”

New resolutions

These are covered fully in 6.D (p. 178) 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 1

Part 2

Part 3

Report

Part 4

Part 5

2025–26 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 2025 Annual General Meeting:

Recommendation 1

That the following be the 2025–26 Leadership Priorities:

1. Assert the value of public education for all and collaborate with partners in public campaigns of support.

2. Strategically engage BCTF members to connect, participate in advocacy, develop professionally, build labour and community solidarity, and take action provincially and through locals.

3. Bargain improvements to teacher working conditions which make teaching in BC more attractive and sustainable.

Supporting statement

Public education is transformative and has a crucial role in shaping a just and equitable society. The strength of our public education system directly impacts students, teachers, and the wider community. By actively participating in campaigns that advocate for public education, we not only defend the rights of students but also ensure the sustainability and growth of a system that benefits everyone. Engaging members and community in advocacy, professional development, and solidarity is vital to build a strong and united movement. Through a thoughtful strategy, we can empower members to take action, foster a sense of community and shared purpose, and ensure that every member has the opportunity to contribute meaningfully. Whether it is at the provincial or local level, this engagement fosters the collective action needed to drive meaningful change.

Whether we are still bargaining or implementing a new collective agreement, ensuring members’ working conditions are conducive to long-term success is paramount to addressing the teacher shortage and wellness of members. By advocating for improved conditions, we make teaching in BC more attractive, sustainable, and fulfilling. This, in turn, helps retain experienced teachers and attract new people to the profession, all while supporting a learning environment that nurtures both educators and students.

Together, these priorities for the 2025–26 year reflect a comprehensive and strategic approach to strengthening the union and public education, advocating for the needs of teachers, and ensuring a thriving, equitable system for future generations of students and teachers. By prioritizing advocacy, engagement, and bargaining for better working conditions, we can ensure that the Federation remains a leader in education, advocating for an environment where members, students, and their families can thrive.

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 17.2 be amended as follows:

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 requirements will be as prescribed in the Salary Indemnity Plan Regulations set in accordance with By-law 8.7. Special funds, other than the Salary Indemnity Fund, will be governed by regulations or procedures determined by the Executive Committee.

Supporting statement

This recommendation includes two small housekeeping changes noticed on filing of the bylaw last year. It takes requirement from singular to plural in the second sentence and adds the word by to the last sentence. There is no change in intended meaning.

Recommendation 3

That By-law 7.2 be amended as follows:

The Judicial Council shall be composed of a two chairpersons, who shall be elected by the Representative Assembly, and an additional 18 members, all of whom shall be elected by the Representative Assembly. At least one of the chairpersons and nine of the additional members shall be designated for members from an equity-deserving group, with a minimum of six being Aboriginal, Indigenous, Black, or persons of colour. All members of the Judicial Council shall be voting active members of the Federation entitled to vote, and must receive a majority of the votes cast by the Representative Assembly. When a Judicial Council member resigns from or otherwise leaves the Judicial Council, the

member’s appointment to the Judicial Council may continue solely for the purpose of completing ongoing proceedings.

Supporting statement

This recommendation seeks to increase the diversity and representation of members on the Judicial Council. Greater diversity can help to mitigate institutional and procedural biases, as well as ensure that elements of the councils’ work, such as screening and hearing panels, better reflect the diversity of the Federation membership. Current annual file numbers do not appear to warrant an increase in the total size of the council at this time, as that may result in elected council members not participating on a file during their term. Instead, this recommendation seeks to ensure that the council contains a minimum number of members from equity-deserving groups. This recommendation comes together with a corresponding procedure recommendation, which provides that the newly designated seats will be phased in at three of the six seats to be elected each year, in alignment with the existing term schedule and intent to maintain a balance of experience on the council.

101. Surrey

That the Federation investigate holding ratification votes when there is a single candidate for a Full-Time Table Officer election with a report back to the 2026 Annual General Meeting.

Supporting statement

The purpose of this motion is to ensure that union members have a formal mechanism to express their support or concerns regarding candidates, even in instances where there is only one nominee for a position. The rationale behind this resolution is rooted in the principles of transparency, member engagement, and democratic process, which are cornerstones of a healthy and effective union.

A ratification vote empowers union members to have a voice in the election process, which is essential for maintaining active participation. Even in the absence of opposition, it is crucial to ensure that the nominee has the broad support of the membership. A ratification vote provides a clear

and democratic endorsement, reinforcing that the chosen individual represents the will of the union as a whole.

102. Abbotsford

That the Federation investigate an amendment of the Members’ Guide procedures including Procedure 25.B.02—3.b. with a view to recommend changes to having the President, First Vice-President, and Second Vice-President be elected to threeyear terms by the Annual General Meeting, with a report back to the 2025 Spring Representative Assembly.

Supporting statement

This recommendation seeks to expand and define the number of years that a BCTF released officer can serve in any one position on the Executive Committee. This change to a multi-year term would provide a balance between experience and renewal, and help to maintain a strong, dynamic union. Much like other organizations, such as the Canadian Teachers’ Federation and the BC Federation of Labour, to which the Federation is closely connected, we too would acquire the benefits found in having multi-year terms for our released officers. At minimum, a three-year term would allow a released officer the opportunity to commit to the aspirational goals and plans they envisioned and concern themselves less with seeking re-election. For members not already living in the Lower Mainland, a decision to move one’s entire life for 12 months is a daunting decision and likely creates barriers that prevent many from stepping forward. A three-year commitment may make the transition more palatable. Adopting a multi-year structure would also expand the opportunities at our annual general meetings to then address crucial business unfettered by yearly election cycles.

103. Abbotsford

That the Federation investigate an amendment of the Members’ Guide procedures including Procedure 25.B.02— 3.b. with a view to recommend changes to having the President, First Vice-President, and Second Vice-President be elected by

way of a membership-wide electronic vote, with a report back to the 2025 Spring Representative Assembly.

Supporting statement

The intent of this motion is to find a way to remove barriers to participation in our electoral procedures and advocates that opportunities for decision-making should be disseminated to the greatest number of members possible. This is because empowering members to take resolute and thoughtful action will create an equitable and inclusive union in which the structures, processes, and culture ensure that all members can count on access, agency, and a sense of belonging. We speak often of member engagement, which seems more and more an ethereal concept than an achievable goal for many members. Removing the barriers that prevent their participation in selecting the leadership of their union will provide them with the strength and ability to take resolute and thoughtful action and become more fully engaged, something which will build a stronger, more resilient, and united union. Exercising democratic rights in the selection of released officers is perhaps the first of many items that should become a right for all members.

ANNUAL GENERAL MEETING

104. Burnaby

That the Standing Rules of Order 1.5 of the Annual General Meeting be amended as follows:

No speaker shall, without the consent of the delegates, speak more than once or for longer two three minutes on each motion, main or secondary, except for the mover of the motion, who shall have the right to speak for three 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.

Supporting statement

Recent annual general meetings have had a lot of unfinished business. Shortening the speaking

time will allow more speakers, more motions, and encourage members to be concise and engaging.

BARGAINING

Recommendation 4

That Policy 3.I.01—1. and 2. be amended to add the following:

1.e. A learning environment free from bullying, violence, discrimination, and harassment.

2.g. A working environment free from bullying, violence, discrimination, and harassment.

Supporting statement

Policy 3.I.01 outlines the Federation’s position on the conditions required to foster effective teaching and learning conditions. The proposed amendments include additional language to reference a safe and respectful environment in which to teach and learn.

105. Prince Rupert

Executive Committee advice—That this resolution be referred to the Bargaining Conference. That the Federation advocate for changes to the medical plan to include homeopathic testing.

Supporting statement

Doctors are hard to find and, in an effort to stay healthy, people are seeking other options. Homeopathic treatments are in increasing demand, but the testing process is an expensive barrier for many to overcome. By covering testing under the teachers’ medical plans, they will be able to access solutions to their health challenges without extensive out-of-pocket costs.

106. Vancouver Elementary and Adult Educators

That the Federation create a new policy in the Members’ Guide which ensures that:

1. All union proposals brought to local bargaining tables, throughout the province, which are thereafter rejected by that local employer on the basis of being part of the provincial split of issues,

be forwarded by the local union, along with statements, to the BCTF Executive Committee.

2. Information garnered from this exercise shall be used to inform ongoing and future bargaining by highlighting local concerns and learning from knowledge and policy development done at the local level.

3. The BCTF Executive Committee shall make a report at each bargaining round on the trends and learnings gathered from these rejected proposals and present that report to:

a. the Provincial Bargaining Team in each round of bargaining.

b. the BCTF Annual General Meeting.

c. the Bargaining Conference.

Supporting statement

The local bargaining team dedicated significant time and effort to developing proposals, and it is important for the BCTF Executive Committee and the Provincial Bargaining Team to review those proposals classified as provincial and incorporate them into the provincial bargaining process.

107. Surrey

That the Federation investigate and report back to the 2026 Winter Representative Assembly, the increasing workload and deteriorating working conditions of specialist teachers working with students with disabilities and diverse abilities, especially positions such as learning support teachers that is a merger of more than one type of learning specialist position.

Supporting statement

Numbers are rising in special education programming and many students who require these services are not diagnosed. With the waitlists being so long, it can take up to three or more years to actually get a designation. Administrative paperwork and teaching loads keep increasing, but the ratios of special education teachers are not increasing. Many teachers are burnt out, leaving special education teachers going on stress/medical leaves, or leaving the teaching profession all together.

108. Vancouver Elementary and Adult Educators

That the Federation embark on a robust campaign to promote strike preparedness among all BCTF members. Such a program to include:

1. Support for the development of local policies to create permanent strike-ready structures.

2. Update the strike manual with strategies, learning from recent successful strike actions around North America and beyond, which engage and bolster community support for strike action.

3. Produce and distribute messaging to all members about the history of striking in BC and how the use of this fundamental worker’s right underlies all the meaningful gains we have ever seen in this profession.

4. Produce and distribute a strike preparedness checklist to members which informs them of actions they can take to increase personal strike preparedness.

Supporting statement

Given the current situation in schools, where members are facing high levels of stress and burnout due to an overwhelming workload and teacher shortage, it’s crucial that we apply pressure on BCPSEA/employers to drive progress at the bargaining table. Members need to recognize that using a strike as part of a strategic approach will ultimately benefit them in the long term.

109. Kootenay Columbia

Executive Committee advice—That this resolution be referred to the Bargaining Conference. That the Federation bargains an amendment to the current remedy calculation formula to a more onerous one to discourage employers from utilizing remedy as a perfunctory management tool to avoid in building timetables and addressing oversize classes, and to also negotiate including payment of remedy for oversize classes in September.

Supporting statement

We believe our employer is utilizing remedy instead of “best efforts” in building timetables and in addressing oversize classes, and that bargaining a more onerous remedy calculation may help discourage employers from this practice. Our members have also requested us to request the Federation to bargain for payment of remedy in September for any oversize classes.

110. Sunshine Coast

Executive Committee advice—That this resolution be referred to the Bargaining Conference. That the Federation advocate for paid leave for employees to participate in cultural and religious events not already recognized by provincial and federal statutory holidays.

Supporting statement

Many locals across the province have limited leaves available to teachers and we are unable to bargain these locally, as a result, we need the support of the Federation to make sure that leaves are added to our collective agreement that meet the needs of our members. Many of the leaves we currently have were bargained locally back before equity was something that was widely considered. In order to support diversity in our teaching population, we need to recognize that there are many holidays that are important to members’ culture and families besides the traditional western holidays supported in our calendar of provincial and federal statutory holidays. We need to make sure that teachers have access to paid days and do not have to experience a loss of pay in order to practice their culture with their families. We call on the Federation to advocate for these leaves at both the provincial and federal levels.

CANADIAN TEACHERS’ FEDERATION

111. Burnaby

That the Federation dissolve its membership in the Canadian Teachers’ Federation.

Supporting statement

The Canadian Teachers’ Federation (CTF) is a national organization that has no bearing on

provincial matters of K–12 and adult education. The BCTF spends over $1 million a year to maintain membership in this organization and incurs further costs for CTF conferences and events. The CTF as a national body has taken conservative positions on federal issues, such as corporal punishment, which is a form of violence the BCTF vehemently opposes. The BCTF’s support and advocacy of truth and reconciliation, anti-racism, and equity do not align with the CTF. Aside from politics, our membership dues and associated costs are excessive. Those funds should be redirected to supporting teachers and advocates that promote shared goals.

112. Surrey

That the Federation discontinue its membership in the Canadian Teachers’ Federation no later than July 2026.

Supporting statement

Membership in the Canadian Teachers’ Federation (CTF) cost Federation members nearly $1 million for the 2023–24 school year. BC teachers see very little return on their investment in the CTF. The average member does not know what the CTF is or what it does. Given that public education falls under the jurisdiction of provincial governments, a lobbying organization at a national level does little to further the goals of our union.

113. Nanaimo

That the Federation end its membership in the Canadian Teachers’ Federation.

Supporting statement

The values of the Canadian Teachers’ Federation (CTF) do not always align with the progressive values of the BCTF. Education issues in Canada are bargained at the local and provincial level, not at the national level. Therefore, membership in the CTF holds mainly symbolic value and provides networking opportunities and some degree of coordination between provincial unions, something that can and should be done without the undue cost to members. Instead, dues paid to the BCTF could be targeted to support national initiatives.

CTF-related expenses will be reported on at the 2025 Winter Representative Assembly but are expected to be very high. Since rejoining in 2016, the BCTF negotiated a 10-year schedule for fee increases, meaning that in the 2025–26 school year, fees will increase. Given that costs outweigh the benefits of membership in the CTF, we respectfully bring this motion to end BCTF membership in the CTF.

CERTIFICATION AND TEACHERS’ COUNCIL

114. Surrey

That the Federation advocate, through the BC Teachers’ Council, to broaden teaching practicum opportunities to include specialized subject areas such as alternative education or specialty programs.

Supporting statement

Our education system is becoming increasingly diverse, with students having a variety of needs and learning styles. Programs such as alternative education, specialized support services, and unique program offerings (e.g., Inter-A Program) require teachers who are specifically trained to meet these needs. Broadening practicum opportunities to include these areas ensures that new teachers are better prepared to work with all students in different learning environments, thus promoting equity in education and improving outcomes for underserved student populations.

EDUCATION FINANCE

Recommendation 5

That Policy 8.A.55 be amended as follows: That costs incurred by taxpayers for university or vocational training for their dependants should be deductible for income tax purposes. That costs incurred by a postsecondary student for their studies should be deductible for income tax purposes by that student and/or their caregivers/parents.

Supporting statement

This is one of the oldest policies still in the Members’ Guide. It has not been updated since it was first adopted in 1957.

115. Greater Victoria

That the Federation, in accordance with Policy 8.A.51—1.d., invigorate their campaign to eliminate funding to private schools with the focus on Group 2 schools.

Supporting statement

This resolution calls for a renewed effort to eliminate public funding for private schools, with a strategic focus on the schools in Group 2—schools often charging yearly tuition of over $30,000, such as Brentwood College, St. George’s School, and St. Michaels University School. These elite prep schools receive millions of dollars of public funding, while also receiving property tax exemptions and offering tax breaks on donations and tuition. Campaigning to eliminate funding to private schools aligns with the BCTF’s mission to promote fairness, inclusion, and accessibility in education. Every child, regardless of their family’s income, should have equal access to quality education within the public system. Public schools are inclusive, diverse, and serve the entire community, while private schools reinforce social inequality. Public education in BC is not receiving the resources required to provide the education BC kids deserve. By continuing to fund private schools, the government is diverting crucial resources away from the public system. Four out of five British Columbians oppose the funding of these elite Group 2 schools. A bargaining year is the perfect time to draw attention to this inequity and redirect public attention to the unmet needs of the public system.

EDUCATION POLICY

Recommendation 6

That Policy 9.A.09—2. be deleted.

Supporting statement

Policy 9.A.09—2. states: Section 182(2) of the School Act on Minister’s Orders should be

rescinded as it is undemocratic and erodes the professional autonomy of teachers.

The proposed deletion of Policy 9.A.09—2. is necessary since Section 182(2) of the School Act no longer exists. That section of the School Act gave broad powers to the Minister, including the nature of education programs in schools and the education program and teaching resources guides used, as well as developing a process to assess the effectiveness of education programs. A new version of the School Act came into effect in 1996.

116. Vancouver Elementary and Adult Educators

That the Federation review and strengthen the Foundation Skills Assessment Protocol Agreement between the BCTF and BCPSEA.

Supporting statement

In Vancouver, senior management is requiring us to provide them with a comprehensive list of Grade 4 and 7 teachers with the exact date and time they intend to send out the withdrawal letter to parents. This has not been our standard practice and has created a significant workload increase for released officers. In the past, we would inform the superintendent of our participation in the anti-Foundation Skills Assessment campaign and staff representatives, as a courtesy, would inform principals four hours prior to handing out the withdrawal letters to parents.

117. Vancouver Elementary and Adult Educators

That the Federation examine the impacts of the Distinctions-Based Approach Primer on the public education system.

Supporting statement

The federal government has implemented a “distinctions-based” approach when dealing with issues impacting Indigenous communities. However, after reviewing the document, several organizations have raised concerns. For instance, the Native Women’s Association of Canada and Kairos Canada have criticized it for overlooking gender equality and other significant flaws. Kairos, in their study, argues that this document serves

as an extension of the Indian Act, perpetuating the exclusion and marginalization of women. We are concerned that Indigenous teachers in public education have not been consulted, and given the current implementation of this primer, it seems their experience, knowledge, and perspectives will be disregarded and excluded from provincial- and district-level discussions.

118. Vancouver Elementary and Adult Educators

That the Federation revitalize and strengthen the anti-Foundation Skills Assessment campaign.

Supporting statement

Vancouver Elementary has, for many years, participated in the anti-Foundation Skills Assessment campaign and has had great results with families opting out of this assessment. Teachers are familiar with the campaign and expect to send letters home to parents each year. Much has been done to inform parents of the harms of standardized tests, but it may be time to highlight some of the more damaging aspects and misinformation surrounding this tool.

119. Vancouver Elementary and Adult Educators

That the Federation approach the Ministry of Education and Child Care to raise concerns regarding the timing, content, relevance, and supposed supports the Foundation Skills Assessment is intended to provide to schools and report back to the 2025 Fall Representative Assembly.

Supporting statement

The Foundation Skills Assessment is intended to be a year-end assessment and yet we see it being administered earlier and earlier each year, to the point of it now being done at the beginning of October when teachers are still getting to know their students and setting routines. The content we know does not reflect the diverse nature of our students and shows little relevance to their lived experience in a learning environment.

FINANCE

Recommendation 7

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 2024–25 2025–26 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, and its allocation be amended as follows:

1.259% to the General Operating Fund

0.310% to the Collective Bargaining Defence Fund

0.07966% to the Public Education Defence Fund

0.01528% to the Provincial Bargaining Fund 0.027% to the W.R. Long Memorial International Solidarity Fund. Except that the fee for active members who are teachers teaching on call shall be 1.590%.

Supporting statement

This is an overall status quo fee recommendation with a slight reallocation within the Public Education Defence Fund (PEDF) and the Provincial Bargaining Fund (PBF). 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 and, given the uncertainty of when bargaining will be concluded and the results of the bargaining process, it is being recommended to keep the overall fee unchanged.

2. For the PEDF, it is anticipated that the needs of a public advertising campaign will continue even if bargaining of the next collective agreement is completed prior to the expiry of the current agreement on July 1, 2025. That being said, the PEDF balance continues to build a surplus as the revenues are higher than the fund’s expenses. The fund balance is also projected to be at an all-time high by the end of fiscal 2024–25 at just under $7 million. The recommendation is to decrease the fee by 0.013% from 0.079% to 0.066%. Even with this fee reduction, the revenues are expected to be higher than the fund’s expenses. With this

change, it is anticipated the PEDF balance by the end of fiscal 2025–26 will be $7.1 million. This fund balance represents approximately three times the average expenditures in the last few years that will allow for flexibility of unanticipated needs.

3. The decrease in the PEDF fee of 0.013% is being recommended to be reallocated to the PBF, increasing the fee from 0.015% to 0.025%. Currently, the fee of 0.015% is set less than the fund’s expenses during bargaining years. By increasing the fee allocation, it will help build the fund balance. If the fee is set as recommended to 0.025%, the PBF balance is projected to be approximately $4.0 million by end of fiscal 2025–26. This represents approximately two times the average annual expenses of the last few years during bargaining periods. Although expenses during bargaining periods are relatively predictable, having such a balance will allow for unanticipated expenditures.

4. No change is being recommended for the General Operating Fund (GOF). A status quo fee of 1.259% is anticipated to generate a slight surplus to allow for some flexibility of some additional planned or unanticipated costs. It will also allow funds to be transferred to other GOF-related funds like the GOF Facilities Capital Fund to meet their needs.

5. No change is being recommended to the Collective Bargaining Defence Fund (CBDF). A status quo fee of 0.310% is expected to allow the CBDF to reach its $115 million goal by the end of fiscal 2025–26.

6. No change is being recommended to the 0.027% fee to the W.R. Long International Solidarity Fund. Such a fee is anticipated to meet its annual needs.

7. The teachers teaching on call (TTOC) fee is recommended to remain at 1.590%. However, it is noted that TTOCs substantially receive all services covered by this fee, the same as any other active member. A detailed report will be given by the Treasurer and Chief Financial Officer.

Recommendation 8

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

That Procedure 10.B.18—2.–4. be amended as follows:

2. That for the 20254–265 membership year, the fee for affiliate members, under Bylaw 1.2, be $100.

3. That for the 20254–265 membership year, the fee for associate members under Bylaw 1.3, shall be $100.

4. That for the 20254–265 membership year, a member who is on leave of absence either without pay or on deferred salary leave, remains a voting member, without payment of fees.

Supporting statement

This recommendation maintains a status quo fee for these categories. Since there were no changes from the previous year, the Finance Committee is making this recommendation as one motion.

120. Comox

That the Federation fully fund local presidents in every local and sublocal in the province.

Supporting statement

The Federation has been steadfast in supporting locals, largely through the grant system. However, the current grant system has many flaws and needs to be changed. The first step is for the Federation to cover the cost of a president in every local and sublocal to ensure work is supported while changes are developed. This would help maintain financial stability for locals and greater equity in the Federations financial support. There are many issues with the current grant system. The first is that many of the grants are focused on release time to provide various services and support projects in locals. This works for locals who have access to teachers’ teaching on call (TTOCs) to provide the release, but is far less useful in locals where there are TTOC shortages. Another issue is that many of the grants are centred around reimbursement of funds spent. These are accessible to locals who already have the existing

capital to carry out the work and can afford to wait for reimbursement, but any local whose finances are tight (and are probably most in need of grants to do work) cannot access them because of a lack of reserve funds. Additionally, there is the issue of time. Locals who have multiple people in their offices can task the work of filling out the grant proposals, keeping track of the outlays, and filling in the finished submission with requisite receipts and details without impacting the day-to-day representation of members. In smaller locals this becomes a massive task that can make applying for grants a burden that pulls the president from other important duties. Finally, any grant system where only 40% of the grants are being accessed needs to be examined. Providing the full presidential salary in each local and sublocal is the first step toward creating a streamlined process for the Federation to continue their financial support of all locals, helping them with their advocacy and representation.

121. McBride-Valemount

That the Federation investigate grant options for member-organized groups to support the mental health, ethical practice, and wellbeing of all members, with a report back to the 2026 Winter Representative Assembly.

Supporting statement

The proposed motion addresses the urgent need for equitable, community-driven support tailored to the diverse mental health and well-being needs of BCTF members. Teachers, school counsellors, and associated professionals within the BCTF are regularly exposed to potential trauma, including vicarious trauma and secondary traumatic stress. These exposures, along with challenging workplace conditions more generally (e.g., violence in schools), leave members vulnerable to burnout, compassion fatigue, and other health challenges. It is important to provide choice and respect the professional judgment of members in determining what works best for their wellbeing. A grant system for supports as proposed would offer a significant step toward addressing burnout, compassion fatigue, and the emotional demands of supporting students and colleagues in an increasingly complex educational landscape.

Research and clinical practice affirm that mental health and well-being are deeply personal and multifaceted, requiring a variety of approaches to meet the unique needs of individuals. This initiative seeks to address these limitations by creating opportunities for groups where participants co-create the agenda and determine their own pathways to well-being. This model respects autonomy and empowers members to choose supports that align with their unique challenges, values, settings, and preferences. The emphasis on relational and self-determined support reflects Indigenous ways of being, which prioritize interconnectedness, holistic care, and the power of community in fostering healing and resilience. Such an approach honours the diversity of members and member settings in British Columbia and ensures that mental health supports are inclusive and responsive to a wide range of experiences and contexts. By exploring grant options to fund these types of groups, this proposal seeks to enhance accessibility and equity by addressing systemic barriers that limit the availability of diverse mental health supports.

122. Prince Rupert

That the Federation increase the pet dependent care amount from $50 a day, to $100 a day per animal, to more closely reflect what it costs to board an animal.

Supporting statement

For two dogs to stay overnight at the Doggy Hotel and Spa in Prince Rupert, it costs $210, including tax. House sitting is close to the same cost, depending on if anyone is available. If the amount on the receipt does not meet the maximum amount, the Federation would only be responsible for reimbursing the amount spent. However, for those with limited options and high costs in remote communities, it would stop members from needing to cover this cost themselves.

GOALS OF THE BCTF

123. Comox

That a leadership priority for the Federation in the 2025–26 school year be to address the issue of violence and safety in our schools.

Supporting statement

Violence in our schools is increasing. At the beginning of this year in Comox, there were 26 incident reports filed that contained either near misses, threats, or violent acts against teachers. This problem is draining teachers, leading to increased sick leave, medical leave, referrals to the Salary Indemnity Plan and Health and Wellness Program, and decisions to leave the profession. As we push for the government to take actions around recruitment and retention, we need to do the same ourselves with the first step being the recognition and acknowledgment that the violence in our schools is a growing issue that needs to be recognized as such, and be a central priority of the Federation.

HEALTH, WELFARE, AND SAFETY OF TEACHERS

124. Coquitlam

That Procedure 13.C.02—19.4.b. be amended as follows:

The benefit payable in a month shall be reduced by the sum of: 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. Any permanent disability benefits from Workers’ Compensation will not be offset.

Supporting statement

This resolution seeks to ensure that members who are in receipt of a permanent disability benefit from WorkSafeBC (WCB) can keep this benefit while not losing any Salary Indemnity Plan (SIP) support. Current practice is to reduce SIP payments depending on how much the member is receiving from WCB, this is referred to as an offset. As stated in the October 22, 2024, report to the Fall Representative Assembly, the cost to the SIP fund to not offset WCB benefits is approximately $600,000 on an annual basis. Given that annual payouts are roughly $45 million, the cost of not offsetting WCB benefits is marginal at 1.33%. The report further stated that: SIP only offsets those WCB benefits because of a permanent disability

if they are related to the injury or illness they are receiving SIP benefits for. Therefore, if a claimant had an earlier injury, not related to their claim, and was receiving a permanent disability award from WCB, this would not be offset. This resolution seeks to ensure that members injured at work do not experience a reduced SIP payment in such circumstances.

125. Comox

That the Federation take immediate action to address the growing issue of dysregulated students and the safety concerns that arise from having these students unsupported in classrooms. This should include advocating for districts to have clear health and safety plans for members and working with other agencies in connection with these concerns, including, but not limited to WorksafeBC, the Ministry of Education and Child Care, the Ministry of Children and Family Development, and the Representative for Children and Youth.

Supporting statement

Certain conditions have become a regular part of school life in recent years. Teachers being sworn at, hallway chaos, and a lack of supports are now all common place that at one time were rarities. However, the increase in dysregulated students and the safety issues they present cannot be a situation that is desensitised. These events are having an impact on students and staff alike. Students are experiencing trauma from attacks, and regularly have their learning interrupted as classes are cleared in an attempt to spare them from injury. Teachers are experiencing the same trauma, have their work interrupted, and have the additional burden of stress placed on them as they try to provide a safe environment, often taking the brunt of attacks when they occur. Slips, trips, and spills have been replaced with spits, hits, and bites as safety concerns. This is damaging to our education system and to our profession. It is the obligation of the Federation to act.

126. Cariboo-Chilcotin

That Salary Indemnity Plan 17.2 (b) be amended as follows: which will provide a gross income of at least 60% 80% of the predisability 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.

Supporting statement

This resolution seeks to address the undue hardship placed on members who end up dealing with a disability that prevents them from returning to teaching. The idea that members are being asked to give up a career that they spent their lives to that point investing themselves in, is already difficult, but having a policy that accepts a reduction in potential earnings of almost half their pre-disability income makes a stressful situation even worse. In some cases, members are pushing themselves back into the classroom before they are ready, ending up with further injury and finding themselves off work again anyway. The cost of living is already outpacing wages in almost every sector. We need policies in our plan to reflect that reality.

127. Vancouver Elementary and Adult Educators

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

Supporting statement

Vancouver Elementary and Adult Educators members have benefited from the short-term BCTF Salary Indemnity Plan. Members live with chronic illness, and have been able to work at reduced FTE due to this program. The reduced work hours have lengthened the time (number of years) that they have been able to work. The major problems with the current set-up are the limited number of days (120) that are accessible through short-term, and that long-term requires the member to reduce their workload to 50% or less to

qualify. Members would gladly continue to work at 60% or 80% for years if it was possible.

128. Central Coast

That Salary Indemnity Plan Regulation 9.1 be amended as follows:

To qualify for benefits under this section of the plan a member must be presented by a) illness, or b) injury, or c) be required by the local medical institution to leave their home community in order to give birth thereby preventing them from performing their normal employment duties.

Supporting statement

This is self-explanatory. In a few communities in BC, the medical institutions force/require birthing mothers to quit their employment early and leave their community solely because they are pregnant and the medical service needed to give birth is not provided. When these members are unable to access Salary Indemnity Plan (SIP) benefits under these conditions, they become the victims of discrimination based on sex and medical issues— i.e., no accommodation given by SIP.

This is a very small number of members in a small number of locals. The proposed expansion to SIP Regulation 9.1 would be minimal. Most members can access maternity leave at any time, not so the birthing mother (a BCTF member) who resides and works in the communities where giving birth is not an option, and SIP is not currently an option. This creates an imbalance to the maternity leave available to other BCTF birthing mothers. (I.e. taking maternity leave prior to the birth itself).

129. Vancouver Elementary and Adult Educators

That the Federation be encouraged to review, in consultation with the Salary Indemnity Plan Board of Trustees, Canada Life’s procedures and practices for the medical adjudication of long-term claims, with a report back to the 2025 Fall Representative Assembly, with recommendations for either reform of practices or reconsideration of Canada Life’s contract should their services be found lacking.

Supporting statement

The process of obtaining and keeping long-term disability benefits shouldn’t be a nightmare for our members, but it can be. Many members have been misled, lied to, and had vital income benefits terminated based on a single sham medical appointment. In Ontario, a doctor practicing without a medical license, was hired by Canada Life to conduct medical exams which had the result of terminating benefits. A colleague in Vancouver has spent $12,000 to appeal a sham medical exam wherein the doctor concluded the member wasn’t suffering from either of their two primary medical diagnoses without conducting the most basic standard symptom inventories for either condition. This, while the member’s income benefits have been terminated. The member’s symptoms have been exacerbated, and treatment appointments have had to be suspended for months while they await the result of their appeal. This is not how we should be supporting our most vulnerable members who are struggling with disabling illnesses and injuries. In effect, this member, and surely many others, are being treated as if they are assumed guilty of fraud until proven innocent.

130. Central Coast

That, the eligibility portion of the Salary Indemnity Plan include the time birthing people must leave their home communities to access birthing care, when leaving their home communities is:

1. required by the local health care providers (a letter to this effect provided).

2. all other Salary Indemnity Plan eligibility has been met (i.e., run out of sick days).

Supporting statement

Currently the Salary Indemnity Plan (SIP) covers all practitioner-documented injury and illness-related times off once sick days have been used up. The time following a birth falls under the maternity/pregnancy leave provisions. In some areas of the province, birthing services are not available. When birthing services are too far away, pregnant members are told they must relocate to areas of the province that have birthing services. In some instances, they must leave their home

communities a month in advance, even if their pregnancy is/are not high risk. When a pregnant member must do this in order to access medical services, and their only diagnosis is pregnancy, which is not considered an illness or an injury, they are currently not entitled to access SIP. This puts birthing in a grey area, whereas it requires medical care but is not an illness or an injury and coverage for the member is in limbo. This proposed expansion to SIP would only include the birthing members from communities where they must leave their community to access care, (specifically to give birth) and so it would only be a small expansion to the use of SIP; however, it would make a significant difference in some members’ lives at a particularly vulnerable time.

INDUCTION CEREMONIES, AWARDS

Recommendation 9

That Policy 15.01 be revised as follows: That the BCTF’s position be that the provincial government establish and expand the availability go on record as favoring, wherever possible, either in our own association or in the communities of which we are citizens, the establishment and expansion of loans, loan forgiveness programs, tuition waivers, bursaries, and scholarships for the recruitment to the teaching profession of the best possible teacher candidates students, to the end that a high standard of teaching may be maintained in all regions of this province.

Supporting statement

This policy was first adopted by the 1956 AGM and has not been updated since. In the current context of the recruitment and retention crisis in this province, it is timely to update this policy. Also, the current policy has wording that implies that the BCTF would be providing the things listed in the policy—when really it is government and the employer that should be doing so.

Recommendation 10

That Procedure 15.02 be revised as follows: That all locals be encouraged to hold an annual induction ceremony or welcoming event for new members and provide a copy of the BCTF Code of Ethics to members in attendance shall hold annual induction ceremonies, preferably early in the new school year. All new contract teachers and new teachers on call shall be inducted into the teaching profession. All new teachers shall accept the BCTF Code of Ethics. If an individual is unable to attend the induction ceremony, other arrangements shall be made for their acceptance of the Code of Ethics.

Supporting statement

Induction ceremonies are not having the uptake that they did in the past, and fewer locals hold regular induction ceremonies. Socials and other informal events for new members usually garner more participants and can also be used as opportunities to introduce the BCTF Code of Ethics—but without the formal “acceptance” of the BCTF Code of Ethics as it was done in the past, as it could be a very off-putting first union experience for a new member.

Recommendation 11

That Procedure 15.04 be revised as follows:

That each local shall have locals be encouraged to have an Executive Committee member responsible for induction ceremonies and initiation engagement of new members.

Supporting statement

Engagement can take a variety of forms, and this recommendation is not proscriptive in terms of how engagement must occur. The intent of the recommendation is to move away from the formal approach of induction ceremonies, toward a wider understanding of the multitude of ways locals may welcome new members.

Recommendation 12

That Procedure 15.06 be amended as follows: That locals shall make certain that each new member contract teacher and new teachers

on call receives a copy of the BCTF Code of Ethics, and notification of membership in the BCTF.

Supporting statement

It’s important for new members to have a copy of the Code of Ethics as well as the opportunity to learn about it. This recommendation updates the language and ensures that all new members are aware of the Code of Ethics.

MINISTRY OF EDUCATION AND CHILD CARE

131. Cariboo-Chilcotin

That the Federation lobby the Ministry of Education and Child Care for improvements to the monthly allowances available to rural students who require homestays in order to attend school in larger communities.

Supporting statement

There are many small, remote, communities in our province where students find they must travel to a larger centre in order to complete school. This can be to provide them access to team sports or band, to name only a couple sought after extra curriculars, but also to ensure they have equitable access to courses that may shape the path they take after graduation. It is generally agreed that there is not enough financial support provided to these students and their families to allow for this access to education to occur, making it impossible for some to afford these options when so much of the cost is out-of-pocket. The Ministry of Education and Child Care needs to do more to ensure that public education truly is accessible to all students in British Columbia, regardless of geography.

132. Vancouver Elementary and Adult Educators

That the Federation work with the Ministry of Education and Child Care and school boards to develop a plan to address misogyny, sexism, and transphobia directed at members from parents/guardians, with a report back on progress by the 2025 Fall Representative Assembly.

Supporting statement

In interactions with parents/guardians, women and trans educators often face more hostility or sexist comments compared to men. This is an equity issue as female/trans educators are at an increased likelihood of experiencing this stressor. The Federation must address and solve this issue by working with the Ministry of Education and Child Care and school boards to develop a plan to communicate with parents/guardians about it.

133. Vancouver Elementary and Adult Educators

That the Federation advocate directly with the Minister of Education and Child Care and Minister of Post-Secondary Education and Future Skills for reform allowing practicum students to receive a wage or financial compensation for work carried out during their practicum, and report back on progress by the 2026 Spring Representative Assembly.

Supporting statement

The teaching profession faces a province-wide shortage. Expanding teacher training programs is one solution but addressing the financial sacrifices of unpaid practicums could also boost recruitment. In the building trades, paid apprenticeship models exist where wages are earned as people work toward full certifications. This also already exists in the public sector, where nurses in training can at some points of their education, earn up to $25 an hour. Adopting a similar approach in teaching would reduce barriers for economically disadvantaged individuals, making the profession more accessible. In today’s economy, going a year without income reflects a certain degree of economic privilege. Paid practicums would attract more diverse candidates and provide increased financial stability during a teacher’s first year. This support would ease new teachers’ financial burdens, reduce burnout, and improve retention, not to mention allow teacher candidates to focus on learning to become an effective teacher, rather than worrying about how their rent will be paid. To address the recruitment and retention crisis, our union must show solidarity with teachers at all career stages, from B.Ed. to retirement.

134. Coquitlam

That the Federation advocate with the Ministry of Education and Child Care and post-secondary institutions to re-instate language requirements for graduation and/ or admission with recognition for credit for English language learners or additional languages that students already speak.

Supporting statement

Teachers of modern languages in secondary schools are concerned to see the removal of Grade 11 language courses from BC post secondary institutions’ admission requirements. Not only does this reduction impact their class enrolment, reducing the need for language teachers, but it also removes valuable learning opportunities for students to gain the many benefits of learning an additional language. In seeking to protect the specialist jobs for language teachers, we hope to see the Federation engage in conversations to undo this change and return to including languages as admission requirements and potentially for Grade 12 graduation.

ORGANIZATION OF THE BCTF

Recommendation 13

That the Federation create a designated BCTF Executive Committee Member-atLarge position, self-identifying as having a disability/being disabled.

Supporting statement

This recommendation was carried by the 2025 Winter Representative Assembly. Should the 2025 AGM support and carry the intent of this recommendation, by-law language changes to provide for this position would need to then be developed and brought forward to the 2026 Annual General Meeting from the Executive Committee.

135. Burnaby

That the Annual General Meeting encourage the Executive Committee to terminate the Anti-Racism and Anti-Oppression Office.

Supporting statement

The Anti-Racism and Anti-Oppression Office was created in response to years of grassroots activism by Black, Indigenous, and people of colour (BIPOC) teachers who demonstrated through several avenues, the myriads of ways in which our union structures perpetuate racism and is a barrier to anti-racism. However, the creation of the office was not a request articulated by BIPOC members. An office that operates under the direction and purview of the BCTF Executive Committee and the BCTF Executive Director means that there is a lack of a mechanism of accountability, making it the antithesis of anti-oppressive values. Members continue to face racism within their locals and the Federation without an appropriate or meaningful process to file a complaint and a clear process in which harm is addressed and structural changes are made, making the office defunct and a costly expense providing no benefit to BCTF members. The dollars spent in the office should be redirected to support members and locals.

136. Coquitlam

That the Federation investigate options for improving the availability of clinical supervision, with a report back to the 2025 Fall Representative Assembly, in order to ensure school counsellors in British Columbia have equitable access to clinical supervision. Such options should:

1. facilitate access to clinical supervision for school counsellors.

2. establish an online database of approved clinical supervisors who are also current or former BCTF members.

3. align with the provincial standards required for the registered clinical counsellor designation under the new regulations for psychotherapy in BC.

Supporting statement

A model of prevention: Clinical supervision equips school counsellors with tools to proactively address student mental health needs, reducing reliance on reactive, crisis-based interventions. This preventive approach improves student outcomes and enhances overall school wellness. There are existing pathways to support members

through the peer support and internal mediation services. Clinical supervision for school counsellors is an opportunity to expand these services to provide meaningful, necessary support to school counsellors in a responsive, proactive, and preventative manner.

Counsellor wellness and retention: Clinical supervision is essential for addressing the mental health needs of school counsellors themselves, who face high rates of burnout due to the emotional intensity of their work. The absence of accessible clinical supervision has repeatedly been identified as a key factor contributing to school counsellor attrition. This will help with counsellor retention as well as school counsellor wellness and mental health.

Regulation and professional standards: Clinical supervision is essential for professional credibility and adherence to best practices in the counselling profession. Many BCTF school counsellors are Registered Clinical Counsellors (RCCs). All school counsellors are clinical counsellors by virtue of their master’s level education. Accessing clinical supervision, an ethical obligation for all mental health professionals, can facilitate pathways for school counsellors to secure the RCC designation if they so choose. This support is essential due to recent changes in legislation and regulation, and the repeated attacks on the qualifications and professionalism of school counsellors.

Persistent member advocacy: Feedback from school counselling members of the BCTF and BC School Counsellors’ Association has consistently highlighted the lack of access to clinical supervision as a significant gap. Members report that this absence hinders their professional development, impinges upon their professional autonomy regarding the right to access clinical supervision to be supported in their clinical decision-making, and negatively impacts their ability to provide ethical and effective student support.

Impact on workload: Effective clinical supervision enhances counsellors’ capacity to support complex student needs, directly contributing to the

sustained mental health and well-being of school populations. Clinical supervision can help with the management of these complex workloads.

137. Coquitlam

That the Federation investigate alternative venues for the BCTF Annual General Meeting, with a report back to the 2025 Fall Representative Assembly.

Supporting statement

This resolution seeks to confirm that current practice is the most fiscally responsible option for running the BCTF Annual General Meeting. Some of our members have questioned if there are alternatives to hosting this event in Vancouver or Victoria that would result in reducing costs to the Federation. Vancouver and Victoria are increasingly becoming travel destinations and costs continue to increase. We are interested in either confirming that current practice is the best use of members’ dues, or if an alternative venue is viable.

138. Prince George

That the Annual General Meeting encourage the Executive Committee to continue with the Women in Leadership initiative for an additional three-year term and put a call out to include new participants.

Supporting statement

The Women in Leadership (WIL) initiative has been instrumental in advancing gender equity within the Federation by fostering opportunities for women to learn about bargaining and leadership more broadly. This program has directly contributed to an increase in women leaders at all levels, including the BCTF Executive Committee, local and provincial bargaining teams, and local leadership. By continuing this initiative, we ensure that these vital pathways remain open and accessible. WIL connects members with transformative opportunities, such as the Summer Leadership Conference and the Federation Leadership Institute, providing the skills, knowledge, and networks necessary for leadership roles many would not otherwise access. Despite progress, women, especially those who

face intersectional oppression (such as women of colour, 2SLGBTQIA+ women, and women with disabilities) still face systemic barriers to leadership, both within our Federation and beyond. WIL actively addresses these inequities by offering mentorship, training, and support to navigate these challenges. This initiative is not just a program, it is an investment in the strength and future of our Federation. By extending WIL for another three years and inviting new participants, we reaffirm our commitment to equity, diversity, and strong, representative leadership.

POLITICAL ACTION

Recommendation 14

That Policy 27.05 be deleted.

Supporting statement

This recommendation is to delete this policy as it references a specific point in time from 2002 and is no longer required. The Royal Commission on the Future of Health Care in Canada, also known as the Romanow Report, was a committee study led by Roy Romanow on the future of health care in Canada. It was delivered in November 2002. Romanow recommended sweeping changes to ensure the long-term sustainability of Canada’s health care system.

Other Federation policy, such as Policy 34.63, contains the Federation’s policy position in support of public health care in Canada and remains for guidance in this area.

27.05 —1. That the British Columbia Teachers’ Federation call upon the provincial and federal governments to immediately implement the Romanow report.

2. That BCTF members be encouraged to join thousands of Canadians in signing the petition in support of the full implementation of the Romanow report.

139. Greater Victoria

That the Federation produce educational materials to support our fossil fuel divestment plan including but not limited to a brochure, a School Union Representative

Training workshop, curriculum materials/ lesson plans, and an MLA lobbying toolkit.

Supporting statement

The 2023 BCTF Annual General Meeting passed the following motion:

That the Federation develop a plan for full divestment from fossil fuel companies in the BC Teachers’ Pension Plan by 2028, consistent with the fiduciary obligations of the board. In the report on progress presented to last year’s Annual General Meeting, it was acknowledged that in all phases of the plan, attention, awareness, and member education would be vital. Indeed, as we do not have decision-making authority, and must convince the pension trustees and/or provincial government through pressure, it is key that our members understand the issues well so that we can generate pressure from below to demand change.

140. Greater Victoria

That, in order to facilitate decarbonization, the Federation engage the Government of BC in discussions regarding the need to create a statutory and regulatory framework for the consideration of sustainability risks and impacts by those exercising fiduciary and trust obligations.

Supporting statement

The 2023 BCTF Annual General Meeting passed the following motion:

That the Federation develop a plan for full divestment from fossil fuel companies in the BC Teachers’ Pension Plan by 2028, consistent with the fiduciary obligations of the board.

The governance of the Teachers’ Pension Plan is currently a barrier to decarbonization through a simple vote of our pension trustees. Both the structure of the plan and the perceived obligations of trustees, as well as the investment schema set up through BC Investment Management Corporation, make it difficult for teachers to democratically influence investment decisions. This motion provides direction to the Federation on one avenue to achieve our decarbonization goals through pushing for legislative change.

141. Nanaimo

That the Federation publicly support and participate in the international Boycott, Divestment, and Sanctions (BDS) campaign to end Israeli apartheid and oppression of the people of Palestine, cease doing business with suppliers named in the BDS campaign, and form a committee to investigate and report to members on the BDS campaign divestment options within Federation funds, including the union defence funds and pension investments through the BC Investment Management Corporation.

Supporting statement

Since 2005, Palestinian trade unions and federations, including our colleagues in the General Union of Palestinian Teachers, have called for international solidarity in supporting the BDS campaign, which applies economic pressure on Israeli companies, investments, and business partners abroad. The BDS campaign actively focuses on public funds and public employers whose investments support the oppression of the Palestinian people.

The BDS campaign is a global movement made up of church groups, academic associations, and unions, including our colleagues in College and University Workers United and Union is Le Syndicat de L’Enseignement Central Québec Teachers’ Association, and co-unionists in CUPE BC, Manitoba, and Ontario—and is effectively challenging international support for Israeli apartheid in historical parallels to the previous struggle to end apartheid in South Africa.

BDS tactics constitute non-violent political action to bring about positive social change and have precedent in human rights and civil rights struggles throughout modern history—for example, the exploitation of workers, unsafe working conditions, animal cruelty, South African apartheid, and transphobic legislation.

142. Burnaby

That the Federation organize a campaign to educate all BC MPs about our support for the Truth and Reconciliation Commission Call to

Action 6. And further, that the Federation forward a motion to the next Canadian Teachers’ Federation Annual General Meeting: That the Canadian Teachers’ Federation support immediate action on the part of the federal government to enact the Truth and Reconciliation Commission Call to Action 6.

Supporting statement

The education calls to action (Truth and Reconciliation Commission Calls to Action (6–12) include number 6, which says: We call upon the Government of Canada to repeal Section 43 of the Criminal Code of Canada. Section 43 of the Code which says: “Every school teacher, parent, or person standing in the place of a parent is justified in using force by way of correction toward a pupil or child, as the case may be, who is under his care, if the force does not exceed what is reasonable under the circumstances.” Criminal Code, Section 43 (current version) attempts to remove this have been made several times, including in the 1990s by former Burnaby MP Svend Robinson and most recently in 2022 by New Westminster MP Peter Julian, whose Bill C-273—an act to amend the Criminal Code (Corinne’s Quest and the protection of children) has been in second reading in the house since May 19, 2022—(over two years).

Eileen Dailly a former Burnaby member and NDP Education Minister at the time, outlawed corporal punishment for BC teachers in 1973—many years earlier than any province. Most of us here have not faced it and our practice has developed in a way that doesn’t rely on violence as neither students nor teachers. As teachers, we should encourage all parties and our own organizations to fulfill this call to action. Importantly, good Samaritan rules still protect teachers who interrupt a fight or intervene in harm/self-harm of students.

143. Burnaby

That the Federation ask its trustees and representatives to the BC Teachers’ Pension Plan and the BC Investment Management Corporation to divest from companies listed on the United Nation’s database of companies complicit with human rights violations in Gaza, and the rest of Palestine, and Israel.

Supporting statement

Currently, the BC Investment Management Corporation is invested in five companies that are listed on this United Nation’s (UN) database. This step should be one in a number of steps needed to ensure that our pension is socially and fiscally responsible. We know that investing in war and environmental destruction does not benefit teachers—not now, and not when we are retired. UN database information: www. justpeaceadvocates.ca/bci-investments-incompanies-complicit-with-international-lawviolations

144. Burnaby

That locals be encouraged to host/sponsor activities, such as calling members who live in the local’s riding(s), leafletting, door knocking, and “getting out the vote,” to elect local, provincial, and federal politicians that are supportive of public education.

Supporting statement

We benefit when elected officials at all levels are supportive of public education (and so do our students, their families, and all school staff). It’s also important to encourage our members to be politically active and engaged. These actions are ones that are not currently included in the Political Action section of the Members’ Guide, but would be beneficial to do in times of campaigning and elections.

145. Surrey

That the Federation engage in a media campaign to guarantee a minimum of one full-time school counsellor per school site.

Supporting statement

School counselling is one of the few free forms of counselling available to young people in BC and one of the only forms that they can initiate themselves. It is incredibly important that we demonstrate to the public the lack of funding support dedicated to school counsellors and that many counsellors are in schools on a part-time basis. In recent years, the incidence of mental health needs, as well as suicidal ideation, selfharm, and general low mood has increased

exponentially. We need to demonstrate to the public the severity of the mental health crisis that we are in. School counsellors are having to operate via triage in order to service our most critical students and are not given the opportunity to service all students who ask for support. Children have a right to mental health support and school counsellors are one of the few people who can directly do that for students.

146.Prince Rupert

That the Federation advocate for the Government of Canada to withdraw from the Canada-United States Safe Third Country Agreement or remove the designation that the United States is a Safe Country under the Agreement.

Supporting statement

The Safe Third Country Agreement provides that persons seeking refugee protection must make a claim in the first of the two countries they arrive in. As well, a safe country designation is generally meant to mean no persecution, no torture or inhuman or degrading treatment, or no threat of violence to the person. Considering the president-elect’s ongoing declarations and plans to implement mass deportation schemes and other laws that are discriminatory and will remove rights from potentially millions of people, putting vulnerable people at risk, both as American citizens and refugees entering the United States, the Canadian government’s Safe Third Country Agreement makes it illegal for refugees to pass through the USA to seek asylum in Canada and makes it illegal for persecuted Americans to seek asylum from their government as well. Canada cannot continue to enable the atrocious actions of the American Government.

147.Prince

Rupert

That the Federation advocate for the Government of Canada to reverse its decision to slash immigration targets in 2025.

Supporting statement

Canada’s decision to slash its immigration targets in 2025 onward are the result of a strawman argument that blames newcomers for the current

and ongoing housing crisis, a means by which we can scapegoat a potentially vulnerable population for the greed of housing speculators, builders, and the disinterest of governments in providing adequate and affordable housing options. The federal government got out of the housing business starting in the 1980s and allowed prices to rise. By blaming immigrants, they are abdicating their responsibility to provide affordable housing and seeking to avoid doing something.

148.Sunshine Coast

That the Federation advocate for and hold accountable the government’s election promise of an education assistant (EA) in every classroom by prioritizing support in primary classrooms and advocating for these EAs in addition to the existing needs-based assigning of EAs.

Supporting statement

The NDP made a promise of an education assistant in every classroom during their election campaign that we expect them to keep. In many districts with poor class-size/composition language, this would be a game changer, specifically in primary classrooms where students often don’t have designations yet. We want the Federation to hold the NDP government accountable for their promises and advocate for this change while prioritizing primary classrooms which are often in compliance with remedy but high in needs as testing is often not available until later on. This change should also not come at the cost to pre-existing and necessary supports already in place.

149.Vancouver Secondary

That the Federation continuously lobby the BC government to adopt a province-wide Sanctuary School Policy in public schools, encourage locals to ask their districts to adopt local policies that will ensure that all children have access to public education, regardless of their immigration status or that of their families, and provide locals with presentation materials to support these efforts.

Supporting statement

The BCTF Executive Committee passed a motion in March 2014 and the Representative Assembly passed motions in June 2016 and in March 2023 in favour of the Sanctuary School Policy (SSP). The SSP is a school district registration policy that implements the intention of the BC School Act in which all school age children who are ordinarily resident in the school district, including those with precarious immigration status or no immigration status in Canada, are entitled to admission in schools and their private information is protected from third parties, particularly the Canada Border Services Agency. Section 82 of the School Act mandates the provision of free education to every school age student if they and their guardian are “ordinarily resident” in British Columbia, and the Immigration and Refugee Protection Act is clear that children in Canada, regardless of citizenship or immigration status, are entitled to study with the need for authorization. A September 2022 bulletin from the deputy minister is clear that “Districts should not be putting up unnecessary barriers for undocumented families, particularly onerous requests for documentation that might prevent a family from enrolling their child.” However, many school districts still deny ordinarily resident students access to free public education to which they are entitled because of unnecessarily strict requirements for specific documents that families with precarious immigration status do not have. Currently, there are seven districts that have adopted or created the SSP.

PROFESSIONAL ETHICS, RIGHTS, AND STANDARDS

Recommendation 15

That Procedure 31.C.12—1. be amended as follows:

The Representative Assembly shall elect at large and maintain an 18-member Judicial Council to implement the Code of Ethics. In addition to the 18 members, the Representative Assembly shall elect a two Judicial Council chairpersons whose terms shall be three years. At least one of the chairpersons and nine of the additional members shall be designated for members

from an equity-deserving group, with a minimum of six being Aboriginal, Indigenous, Black, or persons of colour. Initially council members’ terms shall be staggered, i.e., six three-year terms, six two-year terms and six one-year terms. In subsequent elections, Terms for vacancies shall be set to maintain a balance of experience. There shall be no limit on the number of terms for which election to the Judicial Council may be sought but no term shall be more than three years. Initial designated terms shall be implemented three spaces per year to ensure a staggered rotation.

Supporting statement

This recommendation is the procedure to follow the recommended by-law change to By-law 7.2. It provides further guidance that the initial designated positions shall be implemented in a staggered rotation during initial implementation.

PROVINCIAL SPECIALIST ASSOCIATIONS

150.Vancouver Elementary and Adult Educators

That the Federation adopt a schedule for the October Province-Wide Professional Development Day, that rotates from one year to the next, the day on which the professional development day occurs, in order to allow greater participation from members who work part-time.

Supporting statement

In our local policy handbook professional development/professional issues section, it states that: schools be encouraged to make use of flexible professional development days, and that, in those schools with part-time teachers, staff committee consider moving the two flexible professional development dates to Tuesday, Wednesday, or Thursday in order to accommodate part-time teachers’ access to professional development. We would like to see this policy extended to the BCTF. Currently, the province-wide professional development day occurs annually on the third Friday of October. This is a day when provincial

specialist associations often host their large conferences, and there are many opportunities available to BCTF members on this day that are not available at other times in the year. Teachers, regardless of their FTE, generate funds to be used for professional development. However, the current schedule for the October Professional Development Day unfairly excludes part-time teachers who don’t work on Fridays, year after year. The goal of professional development days is to allow teachers the chance to grow in their practice, and this can occur on any day of the week and is not exclusive to Fridays. The goal of professional development days is not to create long weekends for our students and their families.

PUBLICATIONS OF THE BCTF

Recommendation 16

That Procedure 36.24 be deleted.

Supporting statement

This procedure, from 1977, is outdated and no longer required as other guiding BCTF procedure (namely Procedure 41.06) provides for genderneutral language in all BCTF publications.

36.24—That whenever the third person singular pronoun occurs in present and future BCTF-funded publications, and when the pronoun may refer to both sexes, both male and female forms of the pronoun shall be used.

RESEARCH

151. Sunshine Coast

That the Federation research, with a report back to all members, the reality of the fullinclusion model as it pertains to student wellness, student success, dismantling of alternative programming, availability of workers to properly support the model, and the impact on teacher workload and wellness.

Supporting statement

We are seeing a push in many districts across the province to use a full-inclusion model which is resulting in a loss of specialized alternative

programs and little to no observed student success. While research models suggest that models such as the University Design for Learning and Response to Intervention in Education increase student success, teachers are not observing those changes in classrooms likely due to a shortage of both teachers and education assistants in classrooms across the province. This contributes to an increase in teacher workload (especially for support teachers) resulting in teachers burning out or choosing to leave the profession. Having good quality information supported by research on what is actually happening in our underfunded schools is important to locals as we continue to advocate for support in classrooms across the province. Inclusion without the essential support is not inclusion at all.

152. Vancouver Elementary and Adult Educators

That the Federation research and report back to the 2026 Winter Representative Assembly with proposed recommendations on future actions pertaining to:

1. the application of WorkSafeBC’s definition of workplace violence.

2. WorkSafeBC’s approach to:

a. the concepts of psychological health and safety and psychological injury, specifically within the context of K–12 education setting.

b. its mental health strategy.

3. the difference between the current policies, processes, and procedures for dealing with violence within the public health sector and those within the public education sector.

Supporting statement

There is an increasing number of violent incidents happening in classrooms and schools that the employer considers as not fitting WorkSafeBC’s (WBC) definition of workplace violence: The attempted or actual exercise by a person, other than a worker, of any physical force so as to cause injury to a worker and includes any threatening statement or behaviour which gives a worker reasonable cause to believe that they are at risk of injury. In Vancouver, for example,

the employer lists student behaviours such as yelling/screaming, name calling, spitting, smashing objects, bolting, and flailing as not typically considered workplace violence if they are considered as the students’ “baseline behaviour.” Further, WBC definition of psychological injury references a glossary of terms developed by the Canadian Institute for Public Safety Research and Treatment, which itself acknowledges that, the Glossary may not yet reflect unanimous consensus... because in some cases there is significant debate about definitions. The vagueness around definitions of injury, condition, and disorder impacts whether and how WBC claims are accepted. What is clear is that many members are suffering from daily exposure to screaming, violent utterances, and sudden escalation of aggressive behaviours. Similar to the public education context, violence in public health settings is also rising concurrently. The object of this resolution is to find out more about how this issue is dealt within the public health system, in order to help inform future actions that the BCTF can take to advocate for improved definitions and processes for our members facing rapidly changing working conditions.

SOCIAL JUSTICE

153.Surrey

That the Federation:

1. incorporate anti-Palestinian racism into its anti-racism policies.

2. work with the Ministry of Education and Child Care and school boards to acknowledge anti-Palestinian racism and incorporate it into their anti-racism policies including codes of conduct.

3. commit to addressing anti-Palestinian racism and protecting students and members from it.

Supporting statement

Anti-Palestinian racism (APR) has been a prevalent but hidden issue in our society for decades, and cases of it occurring in our schools have increased dramatically since late last year with no acknowledgment of it from the Federation. It is a form of racism distinct from Islamophobia

(as many Palestinians are not Muslim) and antiArab racism (as there are prejudices, stereotypes, and rhetoric that apply specifically to Palestinians and not other Arab groups). Students and BCTF members have been targeted violently and relentlessly for teaching about almost anything to do with Palestine and Palestinians. The Federation has a duty to not only acknowledge that this APR is a systemic problem, but to also protect students and members from it.

154.Surrey

That the Federation adopt and use the Jerusalem Declaration of Anti-Semitism.

Supporting statement

Anti-Semitism is a form of prejudice and discrimination that we’ve unfortunately seen on the rise, especially in western countries. However, it is important for our union to use an appropriate definition of it as we’ve also seen a deeply concerning rise of educators, and the Federation itself, being falsely accused of anti-Semitism for genuine discussion or education about Palestine and/or Israel. The Jerusalem Definition of antiSemitism (JDA), which was created by several scholars, including Jewish and Muslim, provides an exceptionally clear and robust definition with concrete examples and little room for interpretation. Additionally, the JDA gives specific information about when discussion/criticism about Israel and Zionism can become anti-Semitic. Adopting this definition will help the Federation protect its educators from targeting and false accusations and will give teachers much needed protection to address the topic of Palestine, Israel, and Zionism ethically, confidentially, and with balance.

155.Surrey

That a new policy be added to section 41.C. of the Members’ Guide: That the Federation support freedom of expression and gender identity by advocating for the elimination of dress codes for both staff and students.

Supporting statement

Dress codes are disproportionately used to target women and other marginalized identities. This is inconsistent with the values of our union and our collective value of creating safe and inclusive learning environments for our students. The existence of dress codes exists to uphold historically sexist, racist, fatphobic, and queerphobic structures as well as colonial and western standards of dress. Furthermore, concerns around student and staff dress handled by school and district dress codes represent a duplication of existing codes of conduct for students and staff.

156.Sunshine Coast

That the Federation join with many other organizations throughout the province in endorsing the province-wide Sue Big Oil campaign by allowing its logo to be posted, as an endorser, on the provincial campaign website: www.suebigoil.ca/about.

Supporting statement

As global warming and extreme weather events increase, we in BC are witnessing devastating fires, floods, droughts, and heat domes that require very costly adaptation and mitigation. BCTF members, students, and families are all directly impacted by this devastation. Currently, the extraordinary costs of the remediation fall entirely, and unfairly, on the shoulders of taxpayers. The fossil fuel industry has known for decades that their product and actions would cause the damage we are currently experiencing. Indeed, internal memos and reports from oil giants such as Shell and Exxon reveal not only the depth of their science-based knowledge but their explicit efforts to discredit climate science and undermine climate action. Big oil continues to make record profits and it is high time they are held accountable for paying their fair share for the billions of dollars of damage being caused by climate change and allowing government money to go where it is needed. This campaign is not unlike the class action suits on tobacco companies once they could no longer deny that they had known all along the damage smoking would do to people. The province-wide Sue Big Oil campaign calls on local governments to come together in holding the fossil fuel industry

to account for its fair share of climate-related costs. With West Coast Environmental Law as the secretariat, the campaign asks local governments to:

• set aside one dollar per person toward a community fund to sue Big Oil.

• join with other local governments to file a class-action lawsuit to recover at fair share of our climate costs.

• co-operate with First Nations peoples in doing so.

To date, the following municipalities have signed on to the campaign: Burnaby, Cumberland, District of Sechelt, Port Moody, Qualicum, Slocan, Squamish, Town of Gibsons, and View Royal. One of the ways grassroots movements like Sue Big Oil gain momentum and support is through endorsements. Here are just a few of the organizations who have already endorsed this campaign:

• Capilano Student Union

• Indian Chiefs Canadian Association of Physicians for the Environment

• Parents4Climate

• SFU 350

• Sunshine Coast Teachers’ Association

• The Council of Canadians Union of BC

• UVic Environmental Law Club

• West Coast Climate Action Network

• West Kootenay Climate Hub.

We call on the Federation to join in endorsing this campaign as part of our commitment to the BCTF Leadership Priorities for 2024–25, specifically to: work within the Federation and collaborate with education partners, other unions, and the broader community to advance justice, truth and reconciliation, anti-racism, and anti-oppression in the face of environmental, social, and political forces

157.Vancouver Elementary and Adult Educators

That the members of the Committee for Action on Social Justice Action Group—Status of Women, meet to discuss how the Ministry of Education and Child Care, the Federation, and school boards can improve their support

of members experiencing unmanaged perimenopause and menopause symptoms that affect them at work and their ability to work their desired full-time equivalent.

Supporting statement

In part due to social stigma, many members do not have access to fact-based information on perimenopause and menopause symptoms and treatments. According to the Menopause Foundation of Canada, one in four women will suffer from severe symptoms and 10% will stop working. Supporting this resolution will help support equity and teacher retention.

TEACHER EDUCATION

158.qathet

That the Federation lobby for the expansion of the Teacher Qualification Service category criteria to include Red Seal trades credentials relevant to secondary public education as an additional layer of education equivalent to that of a Teacher Qualification Service integrated program.

Supporting statement

Trades credentials should be recognized by the Teacher Qualification Service (TQS) for four key reasons:

1. To formally acknowledge that vocational education can offer substantial value to educators, commensurate to other forms of study. By recognizing Red Seal certification, this would encourage these highly valued tradespeople to enter the teaching profession after obtaining teacher certification.

2. To improve recruitment and retention of specialist teachers. Currently, many trades teachers are nearing retirement and there are few entering the teaching profession due to the onerous and costly processes involved in meeting current qualification requirements. Prospective teachers in technology education, culinary arts, hair styling, and others are commonly deterred from entering the profession partly due to the lack of credential recognition. The lack of recognition for trades credentials and the learning involved in

their acquisition has long been a significant point of contention among trade qualified teachers. This is most sorely felt by teachers who teach in fields immediately tied to their areas of vocational expertise, and those who are encouraged to promote trades pathways to students while the public education system fails to recognize their credentials. Some programs even require that teachers possess these credentials, yet they remain unrecognized by the TQS.

3. To facilitate the fair compensation of teachers who have completed additional education beyond that required to earn a five-year Bachelor of Education. Salary is an issue due to placement on the scale that does not recognize professional Red Seal training and the enhanced value that such training provides.

4. To address the inequity of failing to recognize vocational credentials. The lack of recognition for the vocational credentials of teachers is unfair. It reflects the common perception that tradespeople hold a low occupational status, and the long history of consigning knowledge and ways of knowing tied to physical labour and the body to an inferior position relative to academic studies and occupations. Many teachers enjoy favourable TQS assessment of their additional credentials. Why not tradespeople?

Report of the Executive Committee

An extensive report on the work done by the Executive Committee (EC) in implementing the priorities of the 2024 Annual General Meeting (AGM) and actions taken on decisions of the 2024 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 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.

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 2024 Annual General Meeting within the committee’s terms of reference.

2. Use equity lenses in committee discussions to continue removing barriers to equitable access within the union.

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

4. Support members’ understanding and engagement in bargaining that centres Indigenous ontologies.

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

6. Advise on advancing the Truth and Reconciliation Commission’s Calls to Action, supporting understanding of Canada’s colonial policies and genocidal practices and the intergenerational effects of colonization, and strategies to continue decolonizing in schools and unions.

7. Support locals to implement the Indigenous Mentorship Program Grant.

Report

The Aboriginal Education Advisory Committee (AEAC), consisting of nine members representing diverse local communities across British Columbia, is pivotal in advising the EC on Aboriginal education policies and facilitating vital communication between members and the Federation.

The Federation is committed to the Truth and Reconciliation Commission’s 94 Calls to Action and the United Nations Declaration on the Rights of Indigenous Peoples. In alignment with these commitments, several new workshops have been introduced. Notable offerings include the Indigenous-Focused Graduate Requirement,

Decolonizing our Practice, and the Canadian Geographic Indigenous Floor Map, which enhance the opportunities for improving Aboriginal education.

Last summer, various initiatives associated with the Red Dress Project were launched to honour the memories of missing and murdered Indigenous women and girls. These initiatives showcase the dedicated and compassionate efforts of teachers and students alike. Further, the Federation collaborated with the Legacy of Hope Foundation to present the impactful exhibit BiGiwen: Coming Home, Truth Telling from the 60s Scoop, highlighting crucial narratives in Indigenous history.

Teachers and students throughout the province continue to engage with the Project of Heart, which illuminates the hidden history of the Indian residential school. With 45,000 copies of the resource distributed and over 90,000 online impressions, its relevance in educational settings remains significant and ongoing.

In addition to these initiatives, the Federation is actively addressing the harmful impacts of the Foundation Skills Assessment testing and advocating for employment equity for Aboriginal educators. Through these combined efforts, the Federation aims to create a more inclusive and responsive educational environment that honours and respects Indigenous histories and perspectives.

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 EC 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 2024–25

Jessica Bell, Coquitlam

Susan Chang, Mission

Denise Hendry, Kamloops Thompson

Jenna Hopper, Kootenay Lake

Lelaine Jules, Comox

Coreen Loe, Fort Nelson

MaryDawn MacWatt, Cowichan Valley

Claire Shannon-Akiwenzie, Vancouver Elementary and Adult Educators

Keane Tait, Nisga’a

Rick Kumar, Executive Committee liaison

On the committee 2023–24

Brian Coleman, Langley

Allison Hotti, Surrey

Lyndsay Lockhart, Sooke

Stephanie Muldoe, Upper Skeena

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 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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Support members’ understanding of and engagement in bargaining.

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

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

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

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

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 also met with representatives from the Ministry of Education and Child Care to explore a variety of issues of importance to adult education.

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 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, including encouraging locals to include an adult education representative on their executives.

Adult Education Advisory Committee 2024–25

Robert French, Nicola Valley

James Hanson, qathet

Jason Karpuk, Kamloops Thomson

Julie Kelly, Delta

Rob McGowan, Vancouver Elementary and Adult Educators

Tamiko Nicholson, Abbotsford Meaghan Storey, Greater Victoria Hallan Mtatiro, Executive Committee liaison

On the committee 2023–24

Kimberley Henneberry Glover, Maple Ridge

Anna Mendham, Surrey

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 por tion 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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Advise on strategies to improve French teacher recruitment and retention.

4. Support members’ understanding of and engagement in bargaining.

5. Advance the cause of education in French 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 French as a first or working language (FFWL) members.

6. Support greater representation of our FFWL members by developing support and training for French education local chairs and/or representatives.

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

8. 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 and assessment.

Priorités du Comité consultatif

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

2. Soutenir et promouvoir les priorités de leadership adoptées lors de l’Assemblée générale annuelle de 2024 dans le cadre des termes de référence du comité.

3. Utiliser les lentilles d’équité afin de poursuivre la décolonisation des structures existantes, d’éliminer les obstacles à l’accès équitable au syndicat et de promouvoir la vérité et la réconciliation au sein des écoles et syndicats.

4. Offrir des stratégies pour améliorer le recrutement et la rétention du personnel enseignant en français.

5. Soutenir la compréhension et l’engagement des membres dans les négociations, par le biais des réseaux et structures existant∙e∙s de la Fédération.

6. 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).

7. Favoriser une plus grande représentation de nos membres FLTP en élaborant un soutien et une formation pour les présidences des syndicats locaux et/ou représentant∙e∙s de l’éducation en français.

8. 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.

9. Continuer d’appuyer le travail de la Fédération visant à maintenir les ressources, les services, le mentorat du personnel enseignant et les occasions de développement professionnel pour les membres FLTP afin de soutenir les programmes d’études en français de la maternelle à la 12e année ainsi que leur évaluation.

Report

During the 2023–24 year, the Advisory Committee on French Programs and Services (ACFPS) supported virtual and in-person spaces for members to network with French as a first or working language (FFWL) members across the province, especially those with limited access to meet and/or connect with colleagues who also teach the same subject/grade. The committee members facilitated conversations and responded by integrating their feedback across the events that they support, including zone meetings, Summer Leadership Conference, and the BCTF French Coalition. The ACFPS is building on the momentum of their work toward achieving BCTF and committee priorities by:

1. supporting the Federation’s work and leadership priorities by advocating for FFWL members working in K–12 French programs across local, zonal, and provincial opportunities for French education local chairs (FELC) and FFWL teachers.

2. reaching out to FELC and FFWL members in determining provincial bargaining priorities that ACFPS representatives then presented at the Bargaining Conference.

3. building respectful and reciprocal relationships to address the specific needs of FFWL teachers in ways that honour both their linguistic and cultural diversities and those of their larger learning communities.

4. actively working to promote accessibility and content for French-speaking members with respect to the BCTF website and increase the number of French language online and material resources available, including BCTF posters and classroom resources.

5. using the BCTF Aboriginal and social justice lenses to continue decolonizing existing structures and removing barriers to equitable access to participation within the union.

6. continuing FFWL representation in Teacher

magazine in their article on Advocating for Equitable French Language Education in BC, outlining the committee’s work on organizing and hosting a coalition of French education partners in supporting FFWL members. 7. supporting online meetups for the Rassemblement des membres d’expression francophone and hosting spaces for Frenchspeaking members during events for new and early career members, such as the new teachers’ zoom gatherings.

Rapport

Au cours de l’année 2023–24, le Comité consultatif des programmes et services en français (CCPSF) a appuyé la mise en place d’espaces virtuels et en personne pour permettre aux membres de faire du réseautage dans toute la province avec les membres dont le français est la langue première ou la langue de travail (FLTP), en particulier pour ceux qui ont un accès limité pour faire des rencontres et/ou pour entrer en contact avec des collègues qui enseignent également la même matière ou dans le même niveau. Les membres du Comité ont facilité les conversations et ont répondu en intégrant leurs commentaires dans les événements qu’ils soutiennent, y compris les réunions de zones, la Conférence d’été sur le leadership de la FECB et la Coalition du français de la FECB. L’ACFPS s’appuie sur son travail pour atteindre les priorités de la FECB et du Comité:

1. soutenir le travail et les priorités de leadership adoptées par la Fédération en défendant les intérêts des membres FLTP qui travaillent dans les programmes en français de la maternelle à la 12e année dans le cadre d’opportunités à l’échelon local, provincial et des zones pour les membres assumant la présidence des sections locales de l’éducation en français (PLEF) et les membres enseignants FLTP.

2. contacter les membres PLEF et FLTP pour déterminer les priorités provinciales à négocier pour que les représentants du CCPSF les présentent ensuite à la Conférence sur les négociations de la FECB.

3. établir des relations respectueuses et réciproques pour répondre aux besoins spécifiques des membres enseignant FLTP de manière à respecter leur diversité linguistique et culturelle ainsi que celle de leurs communautés d’apprentissage.

4. travailler de manière proactive à promouvoir l’accessibilité et le contenu du site Internet de la FECB aux membres francophones et augmenter le nombre de ressources en ligne et matérielles disponibles en français, y compris les affiches de la FECB et les ressources pour la salle de classe.

5. faire appel à la Lentille autochtone et à la Lentille de justice sociale de la FECB pour continuer à décoloniser les structures existantes et à éliminer les obstacles entravant l’accès équitable à la participation au sein du syndicat.

6. Continuer à représenter les membres FLTP en publiant un article dans le magazine Teacher, intitulé « Advocating for Equitable French Language Education in BC » (« Préconiser un enseignement en français équitable en Colombie-Britannique »), qui décrit le travail du Comité sur l’organisation et l’accueil d’une coalition de partenaires de l’éducation en français visant à soutenir les membres FLTP.

7. soutenir les rencontres en ligne pour le Rassemblement des membres d’expression francophone et prévoir des espaces de rencontre pour les membres francophones lors d’événements adressés aux nouveaux membres et aux membres en début de carrière, tels que les rencontres Zoom organisées pour les nouveaux membres enseignants.

Committee on French Programs and Services 2024–25

Sonja Gowda, Peace River South

Jocelyne Lepine, Nechako

Kayleigh MacMillan, Coquitlam

Astérie Ndikumana, Nicola Valley

Patrice Oscienny, Fernie

Nicholas Renaud, Langley

Elizabeth Rush, SEPF

Katherine Trepanier, Executive Committee liaison

On the committee 2023–24

Daniella Melanson, Upper Skeena

COMMITTEE FOR ACTION ON SOCIAL JUSTICE

Terms of Reference

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

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 2024 Annual General Meeting in the context of the committee’s terms of reference and each action group’s focus.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Advise on strategies to improve recruitment and retention of teachers from equity-seeking groups.

4. Support members’ understanding of and engagement in bargaining.

5. Advise on strategies to combat hate and oppression in schools and communities.

6. Support locals to create action plans that engage members in social justice work with students and their communities.

7. Develop 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.

8. Advise on social justice policy trends in school districts and implementation of provincial social justice policies in school districts.

9. Advise on strategies to combat the deleterious impact of neoliberal policies on public education.

Report

The 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 and the biannual Social Justice Conference in 2023–24, 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. Purposefully sharing stories and experiences with one another has cultivated a greater connection and understanding of their varied perspectives and world views. This work was deepened through the skillful and intentional facilitation training sessions for the three CASJ chairs done by Sam Bradd.

In September, 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 consensus decisionmaking processes, with a dedicated session on working with the Fist to Five model and intensive chairperson training working within a consensus 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 on 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 EC 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 April. 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 continued to amplify the campaign.

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

• Social Justice Film Night—Members of CASJ hosted a film night during the Summer Leadership Conference, where we screened The Magnitude of all Things, followed by a conversation with the film’s director, awardwinning Jennifer Abbott.

• Youth Climate Corp—Members of CASJ helped host a social justice dinner with Seth Klein, the Executive Director of the Climate Emergency Unit, and Abbey Piazza the Executive Director of Youth Climate Corp during the AGM.

• 2024 BCTF Social Justice Conference “Summer Camp” (Evans Lake, BC)—Including speaking at the following workshops:

• 2SLGBTQIA+ inclusion

• Talking about Palestine in Schools

• Anti-Oppression—Crossroads Chronicles

• Traditional Squamish weaving

• Squamish territory tours

• Educating for Eco-Justice

• Teaching Inclusive Sexual Health

• Youth-led Climate Campaign and Program— Youth Climate Corp

• Climate resilience.

On the committee 2024–25

2SLGBTQIA+ Action Group

Christina Billingham, Chilliwack

Juliet Brown, Burnaby

Amanda Culver, Sooke

Emily Macpherson, Peace River North

On the committee 2023–24

Elliot Fox-Povey, Cowichan Valley

Lexa Perl, Gold Trail

Trevana Spilchen, Delta

Anti-Racism Action Group

Ann Alexander, Surrey

Terry-Ann Gunter, Gold Trail

Catherine Hendry, Prince George

Sharmila Miller, Maple Ridge

On the committee 2023–24

Nimfa Casson, Vancouver Island North

Cory Redl, Terrace

Disability Justice Action Group

Louise Gonsalvez, Fernie

Natalie Raedwulf Pogue, Campbell River

Heather Sallows, Sea to Sky

Erin Woodford, Kootenay Lake

On the committee 2023–24

Al Friesen, Surrey

Economic Justice Action Group

Toby Lemay, Cowichan Valley

Brandon Mulholland, Burnaby

Chrisoula Poulos, Vancouver Elementary and Adult Educators

Melissa Reeves, Vernon

On the committee 2023–24

Marcus Tse, Nelson

Environmental Justice Action Group

Tara Ehrcke, Greater Victoria

Aaron Korbacher, Nelson

Lindsay Lockhart, Sooke

Sarah Newton, Revelstoke

On the committee 2023–24

Ditta Cross, Burnaby

Peace and Global Education Action Group

Nazli Izmirli, Richmond

Kimberly Jung, North Vancouver

Catherine Quanstrom, Bulkey Valley

Christopher Rolle, Vancouver Island West

On the committee 2023–24

Bridget McGuire, Windermere

Shailly Sareen, Nanaimo

Status of Women Action Group

Angela Marcakis, Surrey

Regie Plana-Alcuaz, Surrey

Tzara Skalnik, Surrey

Judy Yuen, Richmond

On the committee 2023–24

Serena Mohammed, Richmond

Sheena Seymour, Upper Skeena

Jelana Bighorn, 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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

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. Advise on a plan for full divestment from fossil fuel companies in all the Federation’s funds and holdings consistent with the fiduciary obligations of the Federation.

7. Report back to the Executive Committee the investigation of the effects of a minimum local fee for locals to fully receive certain BCTF local grants based on a percentage of average salary rather than a flat dollar amount.

8. Support the transition of the Finance Committee’s role with the Salary Indemnity Plan’s investments and the Audit Committee’s role with the Salary Indemnity Plan’s finances to the BCTF Salary Indemnity Plan’s Board of Trustees on January 1, 2025.

Report

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 RA. The EC, 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 1.259% (2023— 1.319%) and the fund had a surplus of $4.6 million in fiscal 2024, compared to a surplus of $4.7 million in fiscal 2023. In fiscal 2024, there was a decrease of $6,000 in employee future benefit liability re-measurement, compared to a decrease of $6.8 million employee future benefit liability re-measurement in fiscal 2023. In addition, the GOF had a net transfer $11.9 million to other funds compared to a net transfer of $4.5 million in the prior year. As a result, the GOF’s fund balance at June 30, 2024, decreased to $28.2 million, compared to $35.5 million at June 30, 2023.

GOF Contingency Fund

The GOF Contingency Fund (CF) was newly established in fiscal 2024, and in conjunction with the GOF Emergent Issues Fund replaces the Contingency Fund. The purpose of the GOF CF is to set aside a reserve of funds to cover unforeseen significant expenditures. It is anticipated to be used for unexpected expenditures (or financial circumstances) that are outside the range of the operating budget and cannot be funded from the existing programs in the GOF. Expenses from the GOF CF are made in accordance with policies and procedures approved by the RA. Transfers to the fund from the GOF are planned, in advance, and approved by the RA. During the year ended June 30, 2024, there was a transfer of approximately $4.3 million of which $2.2 million was from the GOF to the GOF CF and $2.1 million from the Contingency Fund to the GOF CF. The Contingency Fund was wound up in fiscal 2024 and the entire balance was transferred to the GOF CF. The fund incurred approximately $31,000 in expenses in fiscal 2024. In 2023, the Contingency Fund did not incur any related unforeseen significant expenditures. The fund balance as of June 30, 2024, was $4.5 million.

GOF Emergent Issues Fund

The GOF Emergent Issues Fund (EIF) was newly established in fiscal 2024 and in conjunction with the GOF CF replaces the Contingency Fund. The

purpose of the GOF EIF is to ensure the Federation has the ability to meet emergent items that could not have been anticipated when setting the annual budget. Expenses from the GOF EIF are made in accordance with policies and procedures approved by the RA. Transfers to the fund from the GOF are planned, in advance, and approved by the RA. During the year ended June 30, 2024, there was a transfer of approximately $500,000 from the GOF to the GOF EIF. The fund incurred approximately $103,000 in expenses in fiscal 2024. In fiscal 2023 the Contingency Fund incurred $14,000 in emergent items, more specifically donations. The fund balance as of June 30, 2024, was $415,000.

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. During the year ended June 30, 2024, there was a transfer of approximately $500,000 (2023—$700,000) from the GOF to the GOF Facilities Capital Fund (FCF). The GOF FCF reimbursed the GOF approximately $425,000 (2023—$253,000) made by the GOF for capital related payments made during the year. As a result, the fund balance at June 30, 2024, increased to $1.5 million compared to $1.3 million at June 30, 2023.

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, 2024, there was a transfer of $10 million (2023—$5 million) from the GOF to the NonPension Post-Employment Benefit Fund (NPPEBF.)

The NPPEBF reimbursed the GOF approximately $847,000 (2023—$933,000) made by the GOF for non-pension post-employment payments made during the year. The fund had a balance of $33.9

million at June 30, 2024, compared to $22.8 million at June 30, 2023.

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 had a fee allocation of 0.310% (2023—0.220%) and ended the year with a surplus of $15.8 million compared to a surplus of $12.2 million in the prior year. During fiscal 2024, the fund incurred approximately $152,000 (2023—$145,000) in expenses. The fund balance at June 30, 2024, increased to $93.1 million, compared to $77.3 million at June 30, 2023.

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 0.015% (2023—0.050%) and the fund ended the year with a deficit of $1.1 million, compared to a surplus of $1.2 million in the prior year. During fiscal 2024, the fund had increased expenses for bargaining-related activities taking place. The fund balance at June 30, 2024, decreased to $4.4 million, compared to $5.6 million at June 30, 2023.

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 0.079% (2023—0.074%) and had a surplus of $689,000 compared to a surplus of approximately $1.4 million in the prior year. The fund balance at June 30, 2024, increased to $6.3 million, compared to $5.6 million at June 30, 2023.

William R. Long Memorial Fund

The purpose of the fund is to be used in developing countries to:

• build partnerships with teacher organizations.

• promote universal quality education.

• foster equality, mutual respect, and reciprocal growth.

• support self-determination and empowerment.

• develop understanding of global interdependence.

• strengthen teacher union links and cooperation.

The William R. Long Memorial Fund (W.R. Long Fund) had a fee allocation of 0.027% (2023— 0.027%). In fiscal 2024, the W.R. Long Fund had a surplus of $127,000 compared to $47,000 in the prior year. The fund balance at June 30, 2024, increased to $761,000, compared to $634,000 at June 30, 2023.

Salary Indemnity Fund (SIF)

The Salary Indemnity Fund (SIF) is a legal notfor-profit trust which is controlled by the BCTF. The SIF is designed to meet the short-term and long-term obligations of the Salary Indemnity Plan (SIP), which provides income benefits to members disabled from employment as a result of illness or accident. The net assets of the fund increased by $25.4 million compared to the increase of $21.1 million in the prior year for a total net asset of $339 million at June 30, 2024, compared to $313.7 million at June 30, 2023. Total claims paid during the year were $59.5 million which is higher than the $54.9 million in the prior year. At June 30, 2024, the SIF benefit obligation was $245.8 million compared to $229.3 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 $93.2 million at June 30, 2024, compared to $84.4 million at June 30, 2023. During the year ended June 30, 2024, the Federation has, through a general meeting, approved a transition of the SIF to a newly established independent trust fund, the BCTF SIP Board of Trustees. The BCTF SIP Board of Trustees is to be established effective January 1, 2025.

Activities and actions undertaken by the Finance Committee in the 2023−24 fiscal year

During 2023–24, the Finance Committee engaged in a number of major activities including:

• recommending an alternative method of calculating the President’s Release Time Grant that is more sustainable and, a more simplified calculation that captures the grant’s current principles.

• recommending that the Audit Committee conduct a request for proposal process for an auditor in the fall, for the purposes of recommending an auditor for the fiscal 2025 year-end period financial statements.

• updating the list of grants that a local is eligible to receive a full grant if the minimum local fee threshold is met.

• investigating the effects of a minimum local fee based on percentage of average salary for the BCTF grant purposes, rather than the current flat fee amount.

• onboarding of the investment manager for the new renewable energy infrastructure investment mandate for the SIF.

• investigating a plan for the Federation’s funds to divest from investments in fossil fuel companies by engaging with a consultant.

• monitoring of the various investment funds and making recommendations to the asset mixes.

• recommending changes to the general principles of transportation policy under Procedure 10.I.06.

• recommending changes to the Teachers Teaching on Call Appreciation and Outreach Grant.

• supporting the transition of the Finance Committee’s role with the SIP’s investments and the Audit Committee’s role with the SIP’s finances to the BCTF SIP’s Board of Trustees on January 1, 2025.

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 EC for approval. As well, the committee recommended to the AGM the appointment of the Federation’s auditors.

Finance Committee 2024–25

Robin Brenner, Langley

Randy Chau, Peace River South

Jessa Clark, North Okanagan-Shuswap

Tara Elliot, Fernie

Ishar Litt, Kamloops Thompson, Representative Assembly representative

Dana Neidig, Surrey, Income Security Committee representative

Steve Querenjung, Haida Gwaii, Representative Assembly representative

Marilyn Ricketts-Lindsay, Executive Committee liaison

On the committee 2023–24

Stéphane Bélanger, SEPF

Pauline Veto, 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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Advise on health and safety issues related to teacher recruitment and retention.

4. Support members’ understanding of and engagement in bargaining.

5. Promote and raise the profile of health and safety in the membership to support the implementation of training and safe work practices.

6. Support locals with the implementation and review of violence prevention programs, with reporting of workplace risks, hazards, and incidents, and to ensure that joint occupational health and safety committees are functioning effectively, and to ensure that members and worker representatives are aware of their health and safety rights.

7. Advise on advocacy to ensure that all workers receive health and safety orientation and training annually.

8. Advise on advocacy for mental health and well-being supports for members.

9. Promote awareness of health and wellness initiatives such as the BCTF Health and Wellness Program and other local supports.

Report

The 2023–24 Health and Safety Advisory Committee (HSAC) saw a few membership changes, which presented opportunities for new members to participate. HSAC contributed to developing and promoting training to our members, specifically with violence in the workplace, indoor air quality in our schools, and basic health and safety knowledge applicable to all members. The committee members facilitated health and safety sessions at our zone meetings, the Summer Leadership Conference, and presented at the Bargaining Conference. HSAC has and will continue to work with the Committee for Action on Social Justice, providing recommendations to the EC that support goals and ideas from both committees.

Health and safety partnerships

Through HSAC, the BCTF continues its partnership with the BC Labour Heritage Centre’s Day of Mourning BC Schools Project and has offered support for the BC Lung Foundation’s Healthy Indoor Environments Program, advocating for radon testing at our school sites. HSAC has renewed its collaboration 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 15 health and safety 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, updating each one to deliver health and safety content and information through an intersectional lens. Four of our most requested workshops have been revised, and the plan is to have all health and safety workshops revised and ready for the Facilitators’ Institute Training and the Summer Leadership Conference, both to be held in August 2025.

Health and Safety Advisory Committee

2024–25

Linda van Barneveld, Terrace

Michelle Chapman, Prince George

Darren Companion, Greater Victoria

Larry Dureski, Cranbrook

Sabha Ghani, Burnaby

Cindy Hewitt, Alberni

Christina Kempenaar, Sooke

Shane Kennedy, Coquitlam

Karin Krueger, New Westminster

Mariah Franzmann, Executive Committee liaison

On the committee 2023–24

Anna Donaldson, Cariboo-Chilcotin

Gavin Slade-Kerr, Surrey

INCOME SECURITY ADVISORY COMMITTEE

Terms of Reference

Composition: Five members

Advise the Executive Committee on:

1. changes in policies and procedures of the Salary Indemnity Plan.

2. income security funds administered by the BCTF including an annual statement of anticipated revenue, expenditure, and cash flow for the Salary Indemnity Fund.

3. Participate on the BCTF Finance Committee on matters related to the Salary Indemnity Fund.

4. Participate on the BCTF Audit Committee.

5. Participate on the BCTF/BCSTA Group Life Insurance Committee.

6. Act as an appeal panel with respect to decisions of the administrator of any income security plan under the direct control of the BCTF.

7. 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.

8. 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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Continue to review quality of services to members.

4. Monitor and provide advice regarding the mandate and scope of the BCTF Health and Wellness Program, including Well Teacher Groups and Starling Minds.

5. Support the Federation’s transition to BCTF Salary Indemnity Plan Board of Trustees.

Report

The Income Security Committee (ISC) met five times in 2024. 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

• acting as the appeal body to which members may appeal decisions of the SIP Administrator or HW 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 at its annual meeting in April 2024.

In 2024, the ISC heard 31 appeals from members.

Salary Indemnity Plan

For 2023–24, when all the data is collected, we expect to see an increase in both short-term and long-term claimants, with a corresponding

increase in the short-term and long-term claims paid.

Year ending June 30

*The number of claimants and claims paid data changes year-to-year as members have up to one year to file an SIP claim and may appeal to the ISC for an extension. For example, the 2024 totals will rise by about 30% from the current totals.

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 (WCB), accommodation employment, pensions, Insurance Corporation of British Columbia (ICBC), and disability insurance. Without the offsets, the gross amount due to members in 2023–24 was $49.82 million, up from $47.71 million in 2022–23. The two largest offsets were CPP/QPP at $5.6 million and accommodation employment at $4.04 million.

Overall, plan liabilities increased slightly from $229.3 million to $245.8 million. Meanwhile, plan assets increased from $313.9 million to $339.7 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 $84.6 million at June 30, 2023, to $93.9 million at June 30, 2024. The SIP surplus is now 38.2% of plan liabilities, compared to last year’s surplus of 36.9%. The surplus increased in 2023–24 because of favourable investment returns. The valuation shows that over the past five years, the cost of the short-term component has

averaged 0.57% of salaries (up by 0.01%) and the cost of the long-term component has averaged 1.58% of salaries (up by 0.02%). The total is equal to 2.15% of salaries, which is up from 2.12% for the previous year.

In June 2003, the EC passed a motion, which determined that the annual increase to long-term disability (LTD) benefits would be the year-overyear 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, 2024, rose from 147.49 to 152.28. That translated into a 3.25% increase in the annual average of the BC CPI year-over-year. The BCTF EC approved the 3.25% increase to LTD benefits effective July 1, 2024, per SIP Regulation 19.6.

Below are the increases approved to LTD benefits by the BCTF EC over the last five years:

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 met for an AGM in April 2024 to review the plan’s financial results and to determine the premiums which need to be paid.

The Insurance Committee reviewed the 12-month period from September 1, 2022, to August 31, 2023. Manulife paid $2,258,500 in life insurance to the beneficiaries of 13 members who passed away.

Overall, the total plan balance as of August 31, 2023, was approximately $16.8 million, up from $16.1 million in the prior year.

At the April 2024 AGM, the Insurance Committee agreed to maintain a 20% 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 7, 2025.

Income Security Committee 2024–25

JW Cho, Richmond

BCTF Health and Wellness Program

The HW Program continues to be well utilized by members. The program received 1,493 referrals for the 2023–24 fiscal year, up from 1,281 in 2022–23. 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

Danielle Chaison, Nanaimo, BCTF/BCSTA Group Life Insurance Committee representative 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 Chairperson

Dana Neidig, Surrey, Chair, Finance Committee representative

Clint Johnston, Executive Committee Liaison

As per a motion from the 2024 BCTF AGM, the ISC will disband on December 31, 2024.

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 Retirement Savings Plans (RRSPs).

5. Monitor and report on the environmental, social, governance, and climate action practices of the Teachers’ Pension Plan.

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. Suppor t and promote the leadership priorities adopted by the 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Advise on and participate in communication and education about:

a. the Teachers’ Pension Plan, including initiatives that reach out to and include early career members.

b. the impor tance of the pension plan as a significant part of members’ salary benefits package.

c. suppor ting and defending defined benefit pension plans.

d. the environmental, social, governance, and climate action practices of the Teachers’ Pension Plan, BC Pension Corporation, and BC Investment Management Corporation among plan members.

e. strategies to support the economic welfare of the plan and to address current and future challenges.

4. Participate in development of a fossil fuel divestment plan as per the 2023 Annual General Meeting decision.

Report

The Pensions Committee met three times in 2024. The committee meetings included the following actions:

• 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 2024 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 three 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 Teachers’ Pension Plan, 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 EC.

• 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 2024, members of TPPAC engaged in two days of specialized training sessions related to pension matters. These included education sessions on trustee duties and obligations, gender and retirement insights, BC Pension Corporation communication strategies, and divestment of fossil fuel investments in pension funds.

Pensions Committee members 2024–25

Trustees (4): Liz Baverstock (BCTF), Al Cornes (BCRTA), Chung Yan Ip (BCTF), Leslie Roosa (BCTF)

BCTF (6): Glen Hansman, Joanne Hapke, Kristie Oxley, David Peterson (from July 2024), Amritt Paula Sidhu (from July 2024), Elaine Ting

BCRTA (2): Elizabeth MacKenzie, Judy Stewart (from July 2024)

Clint Johnston, Executive Committee liaison

Carole Gordon, Executive Committee liaison

Robin Tosczak, Executive Committee liaison

On the committee 2023–24

BCTF: Randy Chau, Kathy Johnson

BCRTA: Linda Watson

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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Advise on professional issues related to teacher recruitment and retention.

4. Support members’ understanding of and engagement in bargaining.

5. Advise on the issues related to the concepts of professional development, in-service, and training through an intersectional lens of decolonization, anti-oppression, and antiracism.

6. Advise on current education policy and proposed changes or initiatives.

7. 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.

8. Protect and strengthen teachers’ professional autonomy and teacher-led professional development by supporting professional development chairpersons and refining tools to support professionalism.

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.

• Promoted the Teacher Inquiry Program as a PD at the Summer Leadership Conference, zone meetings, and the PSA Day.

• Participated in discussions with the BCTF Information, Research, and International Solidarity Division and rightsholders regarding the future of inclusive education.

• Participated and facilitated in zone meetings, Facilitators’ Institute Training, and the Summer Leadership Conference.

• Participated in and gave advice regarding Ministry of Education and Child Care initiatives, including assessment and reporting, artificial intelligence, and inclusive education.

• Revised the PD School Union Representative Training workshop: Role and Function of the PD Representative.

• Participated and presented priorities at the Bargaining Conference.

• Participated in the Trinational Conference in Defense of Public Education.

• Supported PD chairs in locals with networking opportunities.

• Supported early and new career teachers with PD opportunities.

• Advocated with the Ministry of Education and Child Care to update its inclusive education manual of policies, procedures, and guidelines.

Professional Issues Advisory Committee

2024–25

Runa Bjarnason-Wilson, Golden

Erin Coleman, Surrey

Adrienne Demers, Fernie

Jessica Dmytruk, Peace River North

Dennis Mousseau, Mount Arrowsmith

Lena Palermo, Greater Victoria

Stephen Price, West Vancouver

Ruth Wadsworth, Saanich

Yuri Watanabe, Richmond

Chris Perrier-Evely, Executive Committee Liaison

On the committee 2024–25

Jonathan Dyck, qathet

Tammy Le, Surrey

Dave McCristall, Coquitlam

Ilda Turcotte, Greater Victoria Colleen Wall, Revelstoke

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.

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 2024 Annual General Meeting in the context of the council’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

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

4. Support members’ understanding of and engagement in bargaining.

5. Support the development of PSA leadership organizational capacity.

6. Support the enhancement of PSA services to members, including offering resources and digital and in-person opportunities throughout the province.

7. Create communication opportunities for partnership and collaboration around PSAs, their chapters, and local professional development chairpersons.

Report

The following is a brief representative selection of the activities and actions undertaken by BCTF provincial specialist associations (PSAs) during the 2024 calendar year:

• For the October 2024 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 site.

• 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)

Sophie Bergeron, Association Provinciale des Professeurs de l’Immersion et du ProgrammeFrancophone BC (APPIPC)

Sarah Brooks, Teachers of Inclusive Education BC (TIEBC)

Jennifer Chobotiuk, Learning Assistance Teachers’ Association (LATA)

Tianay de Andrade, BC Alternate Education Association (BCAEA)

Rebeka delaMorandiere, BC Teachers of English to Speakers of Other Languages (BCTESOL)

Madeline de Shield, BC Dance Educators’ Association (BCDEA)

Melissa Edstrom, Teachers of Home Economics Specialist Association (THESA)

Heather Elliot, BC Technology Education Association (BCTEA)

Janine Fraser, BC Primary Teachers’ Association (BCPTA)

Kyla Hadden, BC Teachers of English Language Arts (BCTELA)

Norberta Heinrichs, BC School Counsellors’ Association (BCSCA)

Chris Hunter, BC Association of Mathematics Teachers (BCAMT)

Janet Irvine, BC Music Educators’ Association (BCMEA)

Nicole Jarvis, BC Early Career Teachers’ Association (BCECTA)

Christine Knight, Association of BC Drama Educators (ABCDE)

Trish Kolber, BC Association of Teachers of Modern Languages (BCATML)

Tammy Le, BC Teacher-Librarians’ Association (BCTLA)

Dawn Lessoway, BC Montessori Teachers PSA (BCMTPSA)

Preet Lidder, Anti-Oppression Educators Collective (AOEC)

Dale Martelli, BC Social Studies Teachers’ Association (BCSSTA)

Dave McCristall, Computer-Using Educators of BC (CUEBC)

Josh Ogilvie, Physical Health Education British Columbia (PHEBC)

Nicole Porter, BC Art Teachers’ Association (BCATA)

Kristina Preston, Provincial Intermediate and Middle Years Teachers’ Association (myPITA)

Trevor Randle, BC Culinary Arts Specialist Association (BCCASA)

Martin Runge, BC Business Education Association (BCBEA)

Patricia Summers, Specialist Association of Gifted Educators of BC (SAGEBC)

Nick Townley, Environmental Educators’ Provincial Specialist Association (EEPSA)

Clint Johnston, Executive Committee liaison

Carole Gordon, Executive Committee liaison

Robin Tosczak, Executive Committee liaison

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 2024 Annual General Meeting in the context of the advisory board’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Feature diverse member voices from across the province.

4. Highlight the issues related to teacher recruitment and retention and solutions to make teaching in BC accessible, attractive, and sustainable.

5. Support members’ understanding of bargaining structures, history, and current progress.

6. 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.

7. Include stories that discuss health, safety, and wellness issues affecting members, to reduce stigma, and emphasize that teacher well-being is foundational to a strong public education system.

8. Raise awareness and support initiatives for climate justice.

9. Promote professional development opportunities including resources, workshops, and professional learning opportunities.

Report

The Teacher Magazine Advisory Board met twice in 2024 to review recent issues and discuss plans for upcoming issues. The advisory board worked collaboratively to come up with ideas for lesson plans, articles, and themed editions for upcoming issues of the magazine.

Teacher Magazine Advisory Board 2024–25

Nandini Aggarwal, Surrey

Alexa Bennett-Fox, North Vancouver

Robyn Ladner, Vernon

Mahima Lamba, Delta

Kristin Singbeil, Nanaimo

Clint Johnston, Executive Committee liaison

Carole Gordon, Executive Committee liaison

Robin Tosczak, Executive Committee liaison

On the committee 2023–24

Shelley Balfour, Cranbrook

Jennifer Fox, Prince George

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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and

3. Advise on strategies to improve TTOC recruitment and retention.

4. Support members’ understanding of and engagement in bargaining.

5. Advise on strategies and support locals to raise the profile and recognition of TTOCs.

6. Advise on strategies and support locals to engage TTOCs in their locals, PSAs, the bargaining processes, and the decision-making bodies of the Federation as a whole.

7. Advise on strategies to respond to the needs of and protect TTOCs’ health and safety.

Report

Activities and actions for the 2024–25 calendar year

The Teachers Teaching on Call Advisory Committee’s (TTOCAC) work 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 supported by their union.

2024 Summer Leadership Conference

The TTOCAC members facilitated training sessions for new and experienced local TTOC contacts. The discrete sessions focused on strategies to enhance support for TTOCs within their locals, emphasizing the importance of active engagement and establishing TTOC networks to foster communication and collaboration. Participants explored ways to work effectively with local executive committees to raise awareness of TTOC-related issues, such as callouts, redeployment, and advocating for job retention and sick-day entitlements. The training also included discussions on comparing local collective agreement language related to TTOCs to inform bargaining strategies. It examined the implications of a recent arbitration win, highlighting how TTOCs can access sick days. These sessions equipped participants with practical tools and insights to strengthen their advocacy and support systems for TTOCs in their locals.

Communication with TTOC representatives/ chairpersons

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 2024 fall and 2025 spring zone meetings.

2024–25 zone meetings

TTOCAC members planned and facilitated the discrete sessions at two zone meetings for the 2024–25 year. The focus has been on bargaining. Through their work with TTOC contacts at zone meetings, the advisory committee members worked on developing a strong communications network for TTOCs both locally and 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 Breakfast at the 2025 BCTF AGM

TTOCAC members plan and host an annual breakfast on the Sunday during the BCTF AGM for TTOC delegates attending. The TTOCAC members, who attend as part of their local delegation to the AGM, hosts this breakfast. BCTF EC members and those running for a position on the BCTF EC are invited to attend the breakfast.

2025 TTOC Appreciation Week

TTOCAC members worked with BCTF administrative staff to develop this week’s communications, guidelines, and promotional materials. The first week in May was chosen as the most appropriate time to hold this event, which has become an annual celebration for TTOCs. The fourth annual celebration honouring TTOCs will occur during the first full week of May 2025.

Involvement in the 2025 New Teachers’ Conference

Members of the advisory committee will staff an information table and support the conference coordinators at the January and May new teachers’ conferences. They will also introduce new teachers to the BCTF and discuss health and safety issues concerning TTOCs. Committee members also attended the conference, using their time to hear from new teachers and network with conference attendees.

Teachers Teaching on Call Advisory Committee 2024–25

Kelly Dosen, North Okanagan-Shuswap

Paul Falardeau, Vancouver Secondary Balwinder Grewal, Surrey

Doug Kearney, Comox

Carla Lowther, Peace River North

Chris McQuaid, Greater Victoria

Kara Mitchell, Maple Ridge

Jodi Thompson, Fernie

Raphaela Tuchscherer, Fernie

Brenda Celesta, Executive Committee liaison

On the committee 2023–24

Julie Bond, Fraser-Cascade

Dianne Hunt, Mackenzie

Hallan Mtatiro, Surrey

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 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.

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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

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

4. Support members’ understanding of and engagement in bargaining.

5. Advise on strategies to achieve improvements to working and learning conditions.

6. Advise on member engagement, capacity building, and local support in relation to bargaining structures and implementation, melding, enforcement, and defense of collective agreements.

Report

The committee engaged in three regularly scheduled meetings in September, January, and June 2024.

Committee members planned and facilitated training for WLC representative/bargaining chairpersons for the spring and fall 2024 zone meetings. Topics included:

• engaging members in local bargaining

• review of the Collective Bargaining Handbook

• review of local bargaining capacity kit

• exploring the local bargaining workspace

• writing strong contract language

• creating a local bargaining plan

• joint meeting between teachers teaching on call and bargaining chairpersons.

Committee members also provided plenary sessions at zone meetings for all participants on preparing for the provincial election and preparing for local bargaining, including timelines for communication.

Committee members planned and facilitated a Bargaining Collaboration Day in April 2024 which provided opportunities for members to review and discuss resolutions and advisory committee reports to the Bargaining Conference and supported engagement and preparation for the Bargaining Conference through conversations across locals about provincial bargaining resolutions.

Committee members participated in bargaining training in February 2023. They attended core workshops on table strategy and writing contract language as well as a variety of elective sessions to prepare for local bargaining. In addition, they facilitated the bargaining simulations.

Committee members planned and delivered two days of training for bargaining chairpersons who attended the Summer Leadership Conference in 2024. Discrete session topics included:

• Bargaining 101

• Know your Collective Agreement

• Addressing the teacher shortage in bargaining

• Reframing success in local bargaining.

Working and Learning Conditions/Bargaining Advisory Committee 2024–25

Kevin Amboe, Surrey

Doug Brown, North Okanagan-Shuswap

Anna Donaldson, Cariboo-Chilcotin

Tara Elliot, Fernie

Andre Kozak, New Westminster

Mary Lawrence, Prince George

Preet Lidder, Burnaby

Janise Nikolic, Mission

Don Peterson, Saanich

Amrit Sanghe, Surrey

Winona Waldron, Executive Committee liaison

On the committee 2023–24

Sara Campitelli, qathet

Carl Janze, Vancouver Secondary

Ryan McCarty, Mission

Shanee Prasad, Burnaby

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 2024 Annual General Meeting in the context of the committee’s terms of reference.

2. Use equity lenses to continue decolonizing existing structures, remove barriers to equitable access within the union, and advance truth and reconciliation in schools and unions.

3. Provide international solidarity that strengthens teacher unions in their ability to support teachers and public education.

4. Engage members in international solidarity through dialogue, exchange, and other opportunities with international partners.

5. 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.

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 2024-25 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 being 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 www 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 to Cuba given the ongoing US embargo, funding a program of union skills training and professional development in Bolivia, supporting the operation of the Paulo Freire Institute in Brazil, supporting the Mexican Section of the Trinational Coalition, and assisting the Namibian Teachers’ Union to provide mental health supports to teachers.

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. In November 2024, BCTF members had the opportunity to join colleagues from the US, Mexico, and Puerto Rico at the 16th Trinational Conference in Defense of Public Education. The conference, with the theme The Right to Defend our Rights was an opportunity to analyze key issues and identify practical actions to strengthen public education across North America. Members have also continued to learn from and exchange with teachers in Cuba, and the International Solidarity Committee has hosted workshops highlighting the key role of international solidarity in the union.

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 AGM 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

Members of the W.R. Long Memorial

International Solidarity Committee—2024–25

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

Report of the Representative Assembly

The Representative Assembly (RA) held three regular meetings in 2024: January 28–29, May 24–25, and November 1–2, 2024.

The RA consists of local representatives (LRs) chosen based on the formula outlined in Procedure 25.B.02 (p. 102–103) 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 2024 RAs.

Winter meeting—January 28–29, 2024

• agreed to analyze class scheduling systems

• agreed to develop and promote a climate resilience training

• agreed to develop a School Union Representative Training on trustee advocacy/ intervening in trustee elections

• agreed to increase advocacy for mental health supports

• agreed to investigate the success of the Indigenous language course implementation

• agreed to investigate the workload for teachers due to district assessments

• agreed to provide a fossil fuels divestment report to the 2024 AGM

• agreed to send an additional 15 members to the Public Education Conference

• agreed to set up an Indigenous Mentorship Program Workshop

• agreed to support locals with climate-related provisions

• agreed to support that teachers be provided with the option to have preparation time spread evenly throughout the year

• agreed to work with the Ministry of Education and Child Care to make oral history resources available

• agreed to a minimum local fee for BCTF grant purposes

• amended Representative Assembly Rules of Order 10.9

• deleted Procedure 25.G.40

• elected an EC Member-At-Large

• elected delegates and alternates to the Canadian Teachers’ Federation AGM

• recommended to the AGM that Procedure 10.B.18—2.–6. be amended

• recommended to the AGM that Procedure 10.B.18—2.–6. be amended if By-law 1 was amended

• recommended to the AGM the 2024–25 membership fee

• referred motions on the following topics to the EC with a report back to an RA:

- provide full and equal access to governance meetings

- advocate for a fully funded system that offers essential support and resources for students with special needs

- create a task force to investigate funding models on specialist programs at the intermediate/middle school level

- partner with parent groups to ensure that inclusion is fully supported and funded.

Spring meeting—May 24–25, 2024

• agreed to examine approaches to completing Salary Indemnity Plan and Health and Wellness Program paperwork

• agreed to investigate the carbon footprint of BCTF meetings

• agreed to investigate the standard practices and standards of teacherages across the province

• agreed to investigate ways to increase diversity of local representation at representative assemblies

• agreed to offer cultural safety and humility training

• agreed to provide guidance on communications about violent incidents

• amended Procedure 15.12

• created a new procedure for local officer replacement

• deleted Policy 17.01

• deleted Procedure 17.18

• endorsed the Arms Embargo Now campaign

• endorsed the Youth Climate Corps campaign

• encouraged each local to create an Indigenous resource representative role

• encouraged each local to elect teachers’ teaching on call as AGM delegates

• elected delegates to BCFED Executive Council, Finance Committee, health and safety representatives, Judicial Council, Nominating Chairperson and alternate, RA Agenda Committee, RA chairpersons, and RA ombudspersons

• recommended to the EC to form a Climate Action Advisory Committee

• referred the following motion to the EC with a report back to an RA:

- create a grant to provide 50% release for local vice-presidents

- create a physical and digital card with a quick reference for reporting incidents of violence at school sites.

• replaced Policy 9.H.25.

Fall meeting—November 1–2, 2024

• agreed to advocate for EV chargers at worksites

• agreed to advocate for model language on the sharing of letters of permission

• agreed to advocate for the sharing of Teacher Regulation Branch communications

• agreed to develop a campaign for members about long COVID

• agreed to encourage locals to begin reviewing the names of schools in their local

• agreed to highlight and condemn district assessments

• agreed to improve requests for special

computer and technology grants

• agreed to investigate challenges and gaps with providing facilitator training

• agreed to investigate e-learning solutions development

• agreed to investigate SOGI-integrated curriculum

• agreed to lobby the federal government to increase the allocation of targeted funding for indigenous students

• agreed to pressure the employer to have the FSA withdrawal letter and protocol agreement approved by June 1

• agreed to provide closed captions at main BCTF events whenever possible

• agreed to provide resources for provincial election campaigns

• agreed to renew calls for the Minister of Education and Child Care to decolonize Section 5 of B.C. Reg. 265/98

• agreed to write a letter to the Minister of Education and Child Care repudiating the ministerial Order directing School District 61 to develop a safety plan in accordance with the administrative directive

• amended Procedure 6.16

• deleted Procedures 36.24, 25.D.20, 27.34

• elected a member to the RA Agenda Committee

• referred the following motions to the EC with a report back to an RA:

- advocate about the implications of alternate calendar and delivery methods

- that members nor students be compelled to participate in patriotic exercises at school

- amend Policy 9.W.09.

• replaced the wording of Policy 8.A.13 and 9.H.27—1.

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 (p. 12–13 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

Carole Gordon, Central Okanagan Jillian Maguire, Vancouver Secondary

For First Vice-President—one to be elected

Elmar Nabbe, Vancouver Island West Robin Tosczak, Greater Victoria

For Second Vice-President—one to be elected

Jatinder Bir, Surrey

Winona Waldron, Greater Victoria

Members-at-Large

Non-designated—five to be elected

Michael Aldridge, Comox

Violette Baillargeon, Surrey

Shannon Bowsfield, Mission

Joanna Cornthwaite, Nanaimo

Adrienne Demers, Fernie

Mary Lawrence, Prince George

Frano Marsic, Richmond

Andrew McFayden, Prince George

David Peterson, Nechako

VOTING RIGHTS OF THE AGM

By-law 8.2 (p. 15 of the Members’ Guide) specifies that the voting body at the Annual General Meeting (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. 15–16 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 (RA) at BCTF expense. Their voting card is therefore issued by the BCTF office.

By-law 8.3 (p. 15–16 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 LR(s) at a general meeting.

2. A local must elect its AGM delegates at a general meeting.

3. By-law 6.7 (p. 14 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 RA 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. 15–16 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 voting 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 two-thirds 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. Two-thirds 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

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

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.

3. 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.

4. 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 voting 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.

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 Bylaw 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-at-Large 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 oneyear 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 oneyear 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

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.