Strategic Human Resources and Employee Relations provides member boards with a range of services and supports related to unionized and non-unionized employees, including:
- Lead or support school divisions in Local Implementation and Negotiations Committee (LINC) and Support Staff agreements
- Preparation for bargaining provides research, analysis, advice, comparison data and strategic direction
- Interpretation, application and implementation of collective agreement language, including assistance with grievances, arbitration and conciliation
- Support to the committee responsible for provincial teacher bargaining
- Provide information and advice on a range of human resources matters such as duty to accommodate, discipline, harassment complaints, performance management, etc.
- Provide assistance on issues concerning The Education Act, 1995, Labour Relations Board inquiries, Labour Standards Act, Workers’ Compensation Act, and other pertinent provincial and federal legislation
Phone: (306) 569-0750
April Blondeau ext. 148
Member Board Collective Agreements
- Support Staff Agreements
- Local Teacher Agreements
- Provincial Collective Bargaining Agreement – effective Sept. 1, 2013 to Aug. 31, 2017
- Duty to Accommodate Guide for School Divisions and Saskatchewan Teachers’ Federation Members: A Collaborative Project
- Duty to Accommodate Presentation
- Duty to Accommodate Case Study
- A Guide to Writing Job Descriptions
- Attendance Management Guide
Provincial Comparisons of Collective Agreements
The comparisons of collective agreements data contains collective bargaining agreement information and data that has been summarized by the Strategic Human Resources and Employee Relations staff.
The data contained in the Provincial Comparisons of Collective Agreements is for the exclusive use of the Saskatchewan School Boards Association, its members and affiliates. It is not to be shared with anyone outside of the membership or affiliates without the permission of the Saskatchewan School Boards Association.
These reports are not to be considered legal documents and are intended to serve as summary data of specific collective agreement provisions only. The reports should not be used as a substitute for specialized employee relations or legal counsel.
When analyzing the data contained in these reports, keep in mind that data is intended to be a summary of specific collective agreement provisions and does not characterize the entire collective bargaining agreement as a whole.
If you have a specific request for comparison data, contact senior consultant April Blondeau.