Generative artificial intelligence (AI) tools are becoming part of everyday life. Increasingly, teachers are using AI platforms to seek advice on employment concerns, collective agreement language or potential grievances. While these tools can help organize information or draft basic communications, they are not reliable sources of labour relations advice or collective agreement interpretation. 

AI systems do not understand Alberta’s specific educational context, local bargaining history or the practical realities that shape how collective agreement language is applied. In some cases, AI tools may confidently provide information that is incomplete, incorrect or entirely fabricated. Members should exercise caution before relying on AI-generated advice about their employment. 

When in doubt, contact Teacher Employment Membership Support (TEMS) at 1-800-232-7208 for support and interpretation grounded in the actual collective agreement, bargaining history, legislation and arbitral principles. 
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Artificial intelligence (AI) tools, such as generative AI platforms and large language models (LLMs), are rapidly becoming part of daily life. These systems can summarize information, draft responses, answer questions and produce content in seconds. As workloads increase and time pressures mount, it is understandable that some teachers may turn to these tools for quick answers to employment concerns, collective agreement language or workplace disputes.p 2 Teacher Employment Membership Support (TEMS) staff are increasingly encountering situations in which members have used AI tools to seek “advice” on employment matters or to request an “interpretation” of collective agreement language. In some cases, members have relied on AI-generated responses when deciding whether to raise concerns with administration, file grievances or challenge employer decisions.

While AI tools may appear knowledgeable and authoritative, there are significant risks in relying on them for labour relations advice or for interpreting collective agreements.

Collective agreements are not interpreted in isolation. Their meaning is often shaped by bargaining history, arbitral jurisprudence, past practice, local conditions and the broader industrial relations context in which the language is used. AI systems lack this contextual understanding. Instead, they generate responses based on language patterns in the data they were trained on. As a result, an AI tool may produce an answer that sounds persuasive and confident yet is incomplete, inaccurate, misleading or entirely fabricated.

This issue is commonly called a hallucination. AI systems can fabricate arbitration decisions, misquote agreement language or incorrectly assert that certain rights or obligations exist when they do not. Because these responses are often polished and authoritative, inaccuracies may be difficult to identify without expertise in labour relations or collective agreement interpretation.

AI systems also struggle with nuance. A single word, a punctuation change or an interaction between clauses can significantly alter the meaning of collective agreement language. Interpretation often requires considering how multiple provisions work together and how the language has been applied in practice. AI tools frequently miss these relationships or fail to recognize contradictions within an agreement.

There are also significant confidentiality and privacy concerns. When members enter employment information, medical details or disciplinary matters into public AI systems or use them to draft grievances or correspondence, that information may leave the member’s control. Depending on the platform, the information entered may be stored, reviewed or used to further train the AI model. Members should assume that information entered into public AI tools is no longer private or confidential.

Unlike communications with ATA staff or legal counsel, conversations with AI systems are not protected by solicitor–client privilege or labour relations confidentiality protections.

This does not mean AI tools have no place in professional practice. AI may be useful for administrative or organizational tasks, such as
• summarizing lengthy documents,
• organizing timelines,
• drafting straightforward correspondence,
• generating meeting questions,
• improving grammar or readability or
• assisting with brainstorming.

However, AI-generated content should never be treated as authoritative advice on employment rights, collective agreement interpretation, discipline, evaluation, accommodation or grievance matters.

Collective agreement interpretation is often highly fact specific. What applies in one situation, school or division may not apply in another. Even language that appears straightforward can have a long history of interpretation or application that is not apparent from the text alone.

Members with questions about collective agreement interpretation, assignable or instructional time, evaluation, discipline, accommodations, leaves, supervision, grievances or other employment-related concerns are encouraged to contact TEMS directly at 1-800-232-7208 for advice and support.

When employment rights, professional obligations or collective agreement issues arise, members should rely on qualified human advice grounded in Alberta labour relations practice, the collective agreement and the specific facts of their situation.

To view previous Worth Knowing documents, please visit this link. 

Check your pay statement every month to ensure that your salary and deductions are correct, especially in light of the October 2025 labour action.

School divisions used various methods to calculate the strike’s impact on teacher pay. Members may have questions about what that means for their summer pay. For an overview of the summer pay calculator and a general Q&A, register for one of two “Summer Pay ‘Check’” webinars (June 16 at 5 PM or June 17 at 7 PM).

Pay is not simple. It is individual to each teacher and to each school division. Review your pay statement!

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A teacher’s annual salary is based on years of experience (as set out in the collective agreement) and years of education (as determined by the Teacher Qualifications Service). Teachers are paid according to the Education Act, which provides that teachers receive 1/200 of their annual salary for each day worked (with a few variations). Teachers are not paid for vacation periods or holidays (such as Christmas, spring break, Thanksgiving or summer). School division calendars determine which days teachers are expected to work. Teachers are paid for only those days. 

The provincewide teachers’ strike in October 2025 prompted a range of processes and practices among school divisions to address the financial impact. Unfortunately, neither Alberta Education and Childcare nor the Teachers’ Employer Bargaining Association (TEBA) provided guidance to school divisions on how pay would be calculated or how summer pay would be affected. As a result, school divisions were left to develop their own procedures, some of which have been confusing.

To help members better understand what their summer pay may look like, the Association has created the “Summer Pay ‘Check’” webinar. Members will learn more about

• the rules for calculating pay,
• how various school divisions have approached the financial implications of the strike on teacher pay and
• how members can use the Association’s strike impact calculator to confirm whether the proper deductions have been made to their July and August pay. Register for one of the following sessions:
• Tuesday, June 16, 2026, at 5 PM
• Wednesday, June 17, 2026, at 7 PM

Important Reminders

Teachers are advised to check their pay information each month.

At the start of each school year, confirm that education and experience are accurate and that the annual salary is correct (check the collective agreement). Review the deductions to ensure that they are correct.

Every subsequent month, review any changes to net pay. Remember that net pay will increase in the latter half of the calendar year as teachers reach the maximum annual deductions for the Canada Pension Plan (CPP) and employment insurance (EI). This also means that teachers will see a reduction in pay in January, as CPP and EI deductions resume.

​For advice and assistance, contact Teacher Employment Membership Support at 1-800-232-7208.

To view previous Worth Knowing documents, please visit this link. 

If you are travelling within or outside Canada, it is important to consider your travel insurance options. Emergency travel benefits are automatically in effect from the moment you cross the provincial or territorial border or, if travelling by airplane, when the airplane takes off. However, there are medical emergency exclusions (for example, medical tourism and travel after the 32nd week of pregnancy). For more information about ASEBP benefits, call 1-877-431-4786. For more information about Alberta Blue Cross travel insurance options, call 1-800-394-1965. 

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As part of the Extended Health Care plan, the Alberta School Employee Benefit Plan (ASEBP) offers comprehensive health and limited dental coverage for emergency expenses while you are travelling outside Alberta. These emergency travel benefits are automatically in effect from the moment you cross a provincial or territorial border or, if travelling by airplane, when the airplane takes off. They end when you cross back into Alberta or when your airplane lands at your originating airport.

ASEBP emergency travel benefits and exclusions of note:
• Coverage includes Canada-wide emergencies, including medical evacuation or transportation (such as air evacuation) for all travel outside your province of residence. Exception: travel for medical advice or treatment or, as a covered member, travelling to accompany someone else for medical advice or treatment.
• Coverage has a 183-day limit, with a 72-hour extension for medical reasons or for delays caused by a common carrier (airplane, bus, taxi, train), a traffic accident or the mechanical failure of a private vehicle (the 183 days align with the length of time p 3 Alberta residents can temporarily remain outside Canada or Alberta per trip while maintaining their provincial health care)
• Coverage excludes all claims in which the purpose of travel is seeking medical advice or treatment, including any claim arising during the trip, even if unrelated to the purpose of travel
• Coverage excludes all claims related to pregnancy or childbirth complications, including treatment for the newborn, if the medical emergency occurs after 32 weeks of gestation (even if the departure date was before 32 weeks of gestation)

Members covered by ASEBP can receive a 10 per cent discount on the Trip Cancellation and Interruption insurance offered by Alberta Blue Cross (ABC). This top-up coverage is optional, fully administered by ABC and complements ASEBP’s emergency travel benefit. It will reimburse you for eligible, nonrefundable expenses incurred if you or your travelling companion must cancel or interrupt the trip. Baggage loss coverage helps cover the cost of replacing your personal items if your baggage is delayed for more than 12 hours or is lost, stolen or damaged. Note: This insurance is an independent product offered through ABC and must be purchased before the trip.

What’s covered?

Your emergency travel benefits cover reasonable and customary costs for emergency services that exceed the amount paid by your provincial health care insurance plan, provided the attending, licensed health care provider certifies that the services were required for emergency treatment.

Note: The overall maximum per person per incident is $5 million.
For detailed information on what is covered, please click here.
For detailed information on what is not covered, please click here. 

 In the event of a medical emergency, immediately call the appropriate emergency access number to speak with a medical travel advisor. Where possible, contacting ASEBP before accessing outof-province medical services will facilitate coordination of invoicing and payment to the medical service provider. Please be prepared to provide your group and identification numbers— available on your ASEBP ID card or in the My ASEBP Mobile App—as well as your travel plan number (679).

• Toll-free in Canada and USA: 1-888-772-2583
• In all other countries, or if you have difficulties with the toll-free number, call collect at  1-403-225-4289

​If you have an over-age dependant studying abroad, visit Updating Over-age Dependant Information on the ASEBP website for information about how their emergency travel benefits may be affected.

Contact Teacher Employment Membership Support for advice and assistance at 1-800-232-7208. 

To view previous Worth Knowing documents, please visit this link. 

Resigning from a teaching contract can involve challenging considerations and decisions for teachers. The Education Act dictates timelines and processes which must be followed. Learn about your rights, obligations and any potential restrictions. Contact Teacher Employment Membership Support at 1-800-232-7208. 

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To view previous Worth Knowing documents, please visit this link.

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Looking for a change? This is the time of year when teachers start thinking about their options for the fall and, depending on their personal circumstances, when they might be considering resigning from their teaching contract. Whether the reason for resignation is to find employment in another school division or for retirement (if so, congratulations!), it is crucial to understand your rights and responsibilities.

Resignation is a tough decision. If you are uncertain, consider asking for a full-time unpaid leave of absence instead. Although unpaid leave is at the employer’s discretion, if approved, it can allow you to keep the option open for a possible return to your current school division. Be sure to inform your employer of your intention to take a leave. Using a leave of absence for reasons other than those originally stated when requesting it could lead to issues. It’s also advisable to maintain your benefits during this period to prevent gaps in income replacement insurance, such as Extended Disability Benefits, which are part of your benefits package. You might also want top 2 consider purchasing pensionable service from the Alberta Teachers’ Retirement Fund (ATRF); contact ATRF for details. If you choose to purchase pensionable service, do so promptly after returning from your leave, as delaying can significantly increase the cost. For specific information about unpaid leaves of absence, refer to your collective agreement or contact Teacher Employment Membership Support (TEMS) at 1-800-232-7208.

If you decide to resign, make sure to do so properly. If you are on a temporary, probationary or interim contract that ends on June 30, you do not need to formally resign if you plan to work until your contract naturally expires on that date. However, if you want to resign your contract early or, in the case of a continuing contract, resign at any time, ensure your resignation aligns with the relevant provisions of the Education Act (Act). Regardless of your contract type, if you choose to resign, you must provide 30 calendar days written notice to your school division. Note that this rule adjusts slightly near vacation periods. Section 217 of the Act states:
217(1) [. . .] a notice of termination of a contract of employment [. . .] must not be given by a board or a teacher
(a)  in the 30 days preceding, or
(b) during a vacation period of 14 or more days’ duration.

This means that if you want to end your contract near a vacation period, you must ensure that the school division receives your letter of resignation at least 30 days before the start of the vacation. However, in some cases, it might not be possible to give the required notice under the Act. If so, your school division may agree to accept your resignation by mutual consent. If they do not agree, please contact TEMS to discuss your options.

When you resign from your teaching contract, remember that your benefits will end when your employment does. Make sure you have made any necessary qualifying purchases and scheduled any essential appointments, such as dental, optometry, chiropractic, physiotherapy, and counselling and therapy appointments before your last day of work to cover eligible expenses. There might be a period after your employment ends, called a runoff period, during which you can still submit eligible expenses to your health or wellness spending account, provided they were incurred before your employment ended. Check with your benefits provider for more details.

If you plan to resign in order to work at another school division next year, it is advisable to make your last official day with your current division as late as possible to ensure coverage until your new teaching contract begins. For example, if your new contract starts on August 28, consider resigning officially on August 27. However, if you are resigning for retirement, it is more financially beneficial to make your resignation effective on the last operational day of the school year, enabling you to start collecting your pension in July. 

Please contact TEMS for advice and assistance at 1-800-232-7208. 

To view previous Worth Knowing documents, please visit this link.