This consolidation is unofficial and is for reference only.

For the official version of the regulations, consult the original documents on file with the Office of the Registrar of Regulations , or refer to the Royal Gazette

Part II .

Regulations are amended frequently.

Please check the list of Regulations by Act to see if there are any recent amendments to these regulations filed with our office that are not yet included in this consolidation.

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Public School Administrators Employment Relations Regulations

made under Sections 14 and 26 of the

Public School Administrators Employment Relations Act

S.N.S. 2018, c. 1,

Schedule B

O.I.C. 2018-209 (effective August 1, 2018), N.S. Reg. 146/2018

amended to O.I.C. 2024-101 (effective March 12, 2024), N.S. Reg. 67/2024

Table of Contents

Please note: this table of contents is provided for convenience of reference and does not form part of the regulations.

Click here to go to the text of the regulations .

Citation

Definitions

Temporary return to classroom at administrator’s request

Temporary return to classroom at employer’s direction

Association membership during temporary return to classroom

Salary

Salary for administrators other than senior staff

Placement and changes in job assignment

Step increases through salary ranges

Economic adjustment

Salary for administrator who is senior staff

Loss of salary or service

Deferred salary leave plan

Travel expenses

Benefit Plans

Insurance

Union Life and AD&D Policy

NSTU Total Care Policy

Optional extended dental benefits

Long term disability insurance premiums

Deduction of contributions and premiums

Contributions and premiums during temporary assignment

Notification of family or marital status change

Personal liability insurance

Insurance for transporting students

Indemnity

Additional benefits provided by Association

Leave

Leave entitlement

Pregnancy leave allowance

Parental leave allowance

Schedule A: Salary Pay Plans

Citation

1 These regulations may be cited as the Public School Administrators Employment

Relations Regulations .

Definitions

2 In these regulations,

“Act” means the Public School Administrators Employment Relations Act ;

“compensation framework guidelines” means the Compensation Framework for

Non-Union Employees approved by the Treasury and Policy Board;

“Conseil” means the Conseil scolaire acadien provincial established by the

Education (CSAP) Act ;

“employer”, in relation to a regional executive director, means the Minister and, in

relation to any other administrator, means the education entity employing the

administrator;

“principal” means the principal of a public school under the jurisdiction of a

regional centre under the Education Act or appointed by the Conseil under the

Education (CSAP) Act ;

“school academic year” means the school academic year established by subsection

8(1) of the Education Act ;

“senior staff”, in relation to a regional centre for education, means senior staff as

defined in the Ministerial Education Act Regulations made under the Education

Act and, in relation to the Conseil, means senior staff as defined in the Ministerial

Education (CSAP) Act Regulations made under the Education (CSAP) Act ;

“superintendent” means the superintendent of the Conseil under the Education

(CSAP) Act .

Temporary return to classroom at administrator’s request

(1) In this Section, “temporary return”, in relation to an administrator, means a

temporary return of the administrator to a classroom teaching position at the

administrator’s request under subsection (2).

(2) An administrator may request the approval of the employer to return to a

classroom teaching position on a temporary basis for a period of no longer than 2

years.

(3) A temporary return may be extended to a period longer than 2 years if both the

administrator and the employer agree to the extension.

(4) An administrator whose request for a temporary return is approved by the

employer must receive a salary for the first year of the temporary return of at least

the amount the administrator would have received had the administrator not

returned to a classroom teaching position.

(5) Subject to subsection (6), at the conclusion of a temporary return an administrator

must return to the assignment the administrator held immediately before the

temporary return, unless any of the following occurs:

(

a) the administrator provides notice in writing to the employer of the

administrator’s election to return to a classroom position on a permanent

basis in accordance with subsection 22(3) of the Act;

(

b) the employer reassigns the administrator to a classroom teaching position

under

Section 16 of the Act;

(

c) the administrator is assigned to another position as determined by the

employer after consultation with the administrator.

(6) If the temporary return of an administrator who makes an election in accordance

with subsection 22(3) of the Act concludes on a date earlier than the last day of the

school academic year in which the election is made, the employer may direct the

administrator to return to or take up 1 of the following until the date the election

takes effect in accordance with subsection 22(5) of the Act:

(

a) the position the administrator held with the employer immediately before

the temporary return;

(

b) a classroom teaching position;

(

c) another position, as determined by the employer after consultation with the

Administrator.

Temporary return to classroom at employer’s direction

4 An administrator who is assigned by the employer to a classroom teaching position on a

temporary basis other than as requested by the administrator under

Section 3 must

receive a salary for at least the first year of the temporary assignment of at least the salary

the administrator would have received had the temporary assignment not been made.

Association membership during temporary return to classroom

5 For greater certainty, during the temporary return of an administrator to a classroom

teaching position, the administrator remains an administrator and a member of the

Association and must pay any required membership fees to the Association in

accordance with the Act and the Association’s bylaws.

Salary

Salary for administrators other than senior staff

(1) Effective on the date set out in

Schedule A, an administrator other than senior staff

of an education entity must be paid a salary as set out in Sections 7, 8 and 9 and in

accordance with

Schedule A and the compensation framework guidelines.

(2) If the salary of an administrator other than senior staff on the date set out in

Schedule A exceeds the corresponding salary applicable to a position determined

in accordance with

Schedule A and the compensation framework guidelines, the

administrator’s salary will remain the same, so long as they remain in that position,

until the salary applicable to the position is greater than the administrator’s salary

as of the date set out in

Schedule A.

(3) An administrator’s salary must not decrease below the salary paid before the date

set out in

Schedule A, except when there is a change in the administrator’s job

assignment as set out in

Section 7.

Placement and changes in job assignment

7 The salary of an administrator other than senior staff upon hiring or job change as set out

in

Schedule A is as set out in the compensation framework guidelines.

Step increases through salary ranges

8 Administrators other than senior staff may receive a step increase in the salary bands in

Schedule A on August 1st of each year as set out in the compensation framework

guidelines.

Economic adjustment

9 The salaries in

Schedule A may be increased in accordance with an increase required by

an enactment, economic adjustments approved by the Treasury and Policy Board or as

directed by the Treasury and Policy Board.

Salary for administrator who is senior staff

9A

(1) An administrator who is a member of senior staff of a regional centre for

education is entitled to compensation calculated in accordance with Sections 70 to

73 of the Governor in Council Education Act Regulations made under the

Education Act .

(2) An administrator who is a member of senior staff of the Conseil is entitled to

compensation calculated in accordance with Sections 69A to 69E of the

Ministerial Education (CSAP) Act Regulations made under the Education (CSAP)

Act.

Loss of salary or service

10 An administrator must not suffer a loss of salary or service accrual for any period of

leave or absence if a unionized teacher engaged by the administrator’s education entity

would not suffer a loss of salary or service accrual for the equivalent leave or absence

under the terms of a professional agreement.

Deferred salary leave plan

11 An administrator employed on a permanent basis may enter into an agreement with the

employer for a deferred salary leave plan for a 6-month or 1-year pre-paid leave of

absence.

Travel expenses

12 The employer must reimburse an administrator for kilometres travelled in the

performance of the administrator’s duties in accordance with the Kilometrage Rates,

Monthly Allowances and Transportation Allowances Regulations made under the Civil

Service Act .

Benefit Plans

Insurance

13 In accordance with the Act and the Teaching Profession Act , an administrator is entitled

changes, in benefit plans, services and programs established, sponsored or otherwise

provided for the benefit of unionized teachers, including all of the following:

(

a) Union Life and AD&D Policy;

(

b) NSTU Total Care Policy;

(

c) Extended Benefits (Dental) provisions of the NSTU Total Care Policy;

(

d) Long Term Disability Insurance Policy;

(

e) any other benefit plan, service or program established, sponsored or

otherwise provided for the benefit of unionized teacher by the Union or the

employer.

Union Life and AD&D Policy

14 The employer must pay 100% of the monthly premium for the existing Union Life and

AD&D Policy for coverage in the amount of $50 000 for each administrator.

NSTU Total Care Policy

15 The employer must pay 100% of the monthly premium of the existing NSTU Total Care

Policy for each administrator who holds the single or family policy.

Optional extended dental benefits

(1) An administrator may elect or decline to add Extended Benefits (Dental)

provisions to their NSTU Total Care Policy.

(2) The employer must pay 65% of the monthly premium for an Administrator who

has elected to add the Extended Benefits (Dental) provisions to their NSTU Total

Care Policy.

(3) An administrator is entitled to only the approved benefits under the Extended

Benefits (Dental) provisions of the NSTU Total Care Policy to which a unionized

teacher is entitled under a professional agreement.

Long term disability insurance premiums

(1) Except as provided in subsection (2), the employer must pay 50% of the monthly

premium of the NSTU Long Term Disability Policy for each administrator who

obtains the policy.

(2) If the employer was obligated to pay 70% of the monthly premium of the NSTU

Long Term Disability Policy for an administrator immediately before the effective

date of these regulations, the employer must pay 70% of the monthly premium for

the administrator.

Deduction of contributions and premiums

18 On receipt of written authorization from an administrator to deduct any of the following

amounts, the employer must deduct the amount from the salary of the administrator and

remit the amount deducted to the appropriate authority:

(

a) the administrator’s portion of contributions and premiums in respect of a

benefit plan referred to in these regulations;

(

b) payments due to the Teachers Plus Credit Union;

(

c) Canada Savings Bonds payments.

Contributions and premiums during temporary assignment

19 The contributions and premiums payable by an administrator under a benefit plan during

a temporary assignment or temporary return to a classroom teaching position must be

calculated based on the salary the employee is receiving during the temporary

assignment or return.

Notification of family or marital status change

20 For the purpose of determining the contributions and premiums for an administrator

under a benefit plan, an administrator must immediately notify the employer and the

Association of any material change in their marital or family status.

Personal liability insurance

(1) An education entity must obtain personal liability insurance coverage for an

administrator while the administrator is acting as an agent of the education entity

and within the scope of the administrator’s responsibilities.

(2) A personal liability insurance policy must provide an administrator with coverage

insurance coverage provided by an education entity for unionized teachers.

Insurance for transporting students

22 An administrator must be included under an education entity’s insurance policy

providing protection for teachers and administrators using a personal vehicle to transport

students with the approval of the education entity.

Indemnity

(1) The employer must indemnify an administrator from a civil action or other

proceeding brought against the administrator that arises from the administrator’s

lawful performance of their duties or a duty that the administrator, acting in good

faith, reasonably believed to be lawful.

(2) The indemnity in subsection (1) includes the legal costs actually and reasonably

equivalent to those that apply to the employer’s indemnity of a unionized teacher

in equivalent circumstances.

(3) Subsection (1) does not apply in respect of any of the following:

(

a) a criminal proceeding brought against the administrator, unless the

employer agrees in advance to pay some or all of the legal costs associated

with the proceeding;

(

b) any action or proceeding between the employer and the administrator in

respect of the administrator’s employment;

(

c) costs or expenses associated with an appeal by the administrator of a

decision in relation to a proceeding or action, unless the costs or expenses

were undertaken with the prior approval of the employer.

Additional benefits provided by Association

24 In addition to the benefits referred to in these regulations, an administrator is entitled to

any benefits and services provided by the Association, at the expense of the Association

or the administrator, in accordance with the bylaws.

Leave

Leave entitlement

(1) An administrator is entitled to periods of leave with or without pay for the same

by the same education entity, with necessary changes.

(2) For greater certainty, an administrator is entitled to the following categories of

accordance with subsection (1):

(

a) pregnancy leave;

(

b) adoption leave;

(

c) parental leave;

(

d) leave for birth of a child for a non-birth parent;

(

e) leave for injury on duty;

(

f) compassionate care leave;

(

g) sick leave;

(

h) bereavement leave;

(

i) leave of absence without pay up to one year;

(

j) education leave;

(

k) leave to attend retirement seminars;

(

l) other or special leave, as applicable to a unionized teacher employed by the

same education entity as the administrator.

Pregnancy leave allowance

(1) The employer must pay the following allowance to an administrator taking

pregnancy leave in accordance with these regulations:

(a) 75% of the administrator’s weekly pay rate for the 1-week employment

other income received by the administrator during that waiting period;

(

b) for up to 5 consecutive weeks after the 1-week employment insurance

waiting period, an amount equal to the difference between the

administrator’s weekly employment insurance benefit and 93% of the

administrator’s weekly pay rate.

(2) An administrator is entitled to payment of the pregnancy allowance on terms and

conditions equivalent to those that apply to a unionized teacher entitled to a

pregnancy allowance under a professional agreement.

Parental leave allowance

(1) The employer must pay the following allowance to an administrator on parental or

adoption leave in accordance with these regulations:

(a) 75% of the administrator’s weekly pay rate for the 1-week employment

other income received by the administrator during that waiting period;

(

b) for up to 10 consecutive weeks after the 1-week employment insurance

waiting period, an amount equal to the difference between the

administrator’s weekly employment insurance benefit and 93% of the

administrator’s weekly pay rate.

(2) An administrator is entitled to payment of the parental allowance on terms and

conditions equivalent to those that apply to a unionized teacher entitled to a

parental allowance under a professional agreement.

________________________________________________________________

Schedule A: Salary Pay Plans

Effective July 31, 2024

Band

Minimum Biweekly

Maximum Biweekly

Position

80%

100%

$3,482.78

$4,353.48

Vice Principal, Principal,

Coordinator

$3,827.57

$4,784.46

Vice Principal, Principal,

Coordinator, Subsystem

Supervisor

$4,103.14

$5,128.93

Principal, Coordinator,

Subsystem Supervisor

$4,398.59

$5,498.24

Principal, Coordinator,

Subsystem Supervisor

$4,715.28

$5,894.10

Coordinator, Director

$5,054.78

$6,318.48

Director

$5,418.70

$6,773.38

Director

Effective August 1, 2024

Band

Minimum Biweekly

Maximum Biweekly

Position

80%

100%

$3,587.26

$4,484.08

Vice Principal, Principal,

Coordinator

$3,942.39

$4,927.99

Vice Principal, Principal,

Coordinator, Subsystem

Supervisor

$4,226.24

$5,282.80

Principal, Coordinator,

Subsystem Supervisor

$4,530.55

$5,663.19

Principal, Coordinator,

Subsystem Supervisor

$4,856.74

$6,070.92

Coordinator, Director

$5,206.42

$6,508.03

Director

$5,581.26

$6,976.58

Director

Effective August 1, 2025

Band

Minimum Biweekly

Maximum Biweekly

Position

80%

100%

$3,659.01

$4,573.76

Vice Principal, Principal,

Coordinator

$4,021.24

$5,026.55

Vice Principal, Principal,

Coordinator, Subsystem

Supervisor

$4,310.77

$5,388.46

Principal, Coordinator,

Subsystem Supervisor

$4,621.16

$5,776.45

Principal, Coordinator,

Subsystem Supervisor

$4,953.87

$6,192.34

Coordinator, Director

$5,310.55

$6,638.19

Director

$5,692.89

$7,116.11

Director

Legislative History

Reference Tables

Public School Administrators Employment Relations

Regulations

N.S. Reg. 146/2018

Public School Administrators Employment Relations

Act

Note: The

information in these tables does not form part of the regulations and is

compiled by the Office of the Registrar of Regulations for reference only.

Source Law

The current consolidation of the Public School Administrators Employment Relations Regulations made

under the Public School Administrators Employment

Relations Act includes all of the following regulations:

N.S.

Regulation

In force

date*

How in force

Royal Gazette

Part II Issue

146/2018

Aug 1, 2018

date specified

Aug 17, 2018

165/2019

Oct 15, 2019

date made

Nov 8, 2019

36/2021

Feb 4, 2021

date made

Feb 26, 2021

164/2021

Dec 14, 2021

date specified

Dec 31, 2021

116/2023

Jun 22, 2023

date specified

Jul 14, 2023

67/2024

Mar 12, 2024

date specified

Mar 22, 2024

The following regulations are not yet in force and are

not included in the current consolidation:

N.S.

Regulation

In force

date*

How in force

Royal Gazette

Part II Issue

*See subsection 3(6) of the Regulations Act for

rules about in force dates of regulations.

Amendments by Provision

ad. = added

am. = amended

fc. = fee change

ra. = reassigned

rep. = repealed

rs . = repealed and substituted

Provision affected

How affected

2, defn . of “compensation framework guidelines” .....................................

ad. 116/2023

2, defn . of “senior staff” ...................

am. 116/2023

3(4) ...................................................

am. 116/2023

4 ........................................................

am. 116/2023

6 ........................................................

rs . 116/2023

. 6(1) .................................................

am. 164/2021

. 6(2) .................................................

rep. 164/2021

7 ........................................................

rs . 116/2023

. 7(1) .................................................

am. 164/2021

. 7(2) .................................................

rep. 164/2021

8-9 .....................................................

rs . 116/2023

9A .....................................................

ad. 116/2023

Schedule A

Schedule A .......................................

rs . 116/2023, 67/2024

. 2 ......................................................

am. 164/2021

Schedule A1

Schedule A1 .....................................

rs . 165/2019, 36/2021,

164/2021; rep. 116/2023

Schedule A2

Schedule A2 .....................................

rep. 165/2019 ;

ad. 36/2021; rep.

164/2021

Schedule A3

Schedule A3 .....................................

ad. 36/2021; rep. 164/2021

Schedule B

Schedule B ........................................

ad. 164/2021; rep. 116/2023

Schedule B1

Schedule B1 ......................................

rs . 36/2021; rep. 164/2021

Schedule B2

Schedule B2 ......................................

rs . 36/2021; rep. 164/2021

Schedule B3

Schedule B3 ......................................

ad. 36/2021; rep. 164/2021

Note that changes to headings are not

included in the above table.

Editorial Notes and Corrections:

Note

Effective

date

Repealed and Superseded:

N.S.

Regulation

Title

In force

date

Repealed

date

Note: Only

regulations that are specifically repealed and replaced appear in this

table. It may not reflect the entire

history of regulations on this subject matter.