  We’re continuing to host Member Information Meetings to ensure all teachers have the opportunity to understand the mediator’s recommended settlement. 👉 View the full meeting schedule here. To help you stay informed, we’ve also developed a Frequently Asked Questions page, which covers the following key areas of the mediator's report:
The ratification vote on the mediator’s recommended settlement will take place from May 2–5, 2025, with results to be announced on May 6. To ensure you can access your ballot, we must have your personal email address on file. So far, we’ve collected over 25,000 teacher emails—but if yours isn’t included, please add it now. 👉 Submit your personal email here. Thank you for staying informed and engaged in this important process.
Peter MacKay, Central Table Bargaining Committee (CTBC) Chair
Sean Brown, CTBC Chief Negotiator 
0 Comments
 Today, the ATA issued the following statement in response to members of Canadian Union of Public Employees (CUPE) locals 2545 and 2559 in Fort McMurray ratifying deals. “Teachers are hopeful that the settlement of the Fort McMurray agreements, along with the tentative deals reached in other jurisdictions, will prompt immediate action by remaining school boards to settle with their striking employees. The government’s interference in collective bargaining, together with its unwillingness to properly fund public education, led to this strike and delayed its resolution. This was entirely avoidable. These agreements, achieved through the sacrifice of workers in CUPE locals 2545 and 2559 over the last four months, will finally lift the heavy burden this labour action has placed on support workers, students and teachers, allowing a return to normalcy.” -ATA president Jason Schilling   The Alberta School Employee Benefit Plan’s (ASEBP) Employee and Family Assistance Plan (EFAP) is being rebranded from Inkblot by GreenShield to GreenShield Health. Effective March 17, 2025, the EFAP provider for those covered under ASEBP will be rebranded as GreenShield Health (formerly referred to as Inkblot). There are no changes to the existing programs and services; however, some enhancements will now be available. These include a mental health program built for kids, the first and only all-Indigenous virtual mental wellness clinic and digital cognitive behavioural therapy for anxiety and depression. ASEBP’s It Takes a Village website will be updated with new information and resources. On March 13, 2025, covered members and their dependents who are registered with Inkblot will receive a “migration” e-mail from Inkblot announcing the changes. Members (but not dependents) will also receive a welcome e-mail from GreenShield on March 17, 2025, which will include an organization code that is required for signing up. Members will also require their ASEBP ID number to sign up. Dependents will need the organization code but not the ASEBP ID to sign up. GreenShield has developed a reference outlining how you can register for a new EFAP account or migrate your EFAP account from Inkblot. If you have any questions or concerns, please reach out to a benefit specialist at [email protected] or call toll free at 1-877-431-4786. WORTH SHARING ASEBP is rebranding the Employee and Family Assistance Plan from Inkblot to GreenShield Health, which includes enhancements to the existing programs and services. Covered members under ASEBP can expect to receive an email on March 13 announcing the changes. #WeAreATA   The Canadian Union of Public Employees (CUPE) has been on strike in eight school divisions across the province. In some cases, such as Fort McMurray Public and Catholic, they began rolling strike action in mid-November 2024 and started their full strike on January 7, 2025. Edmonton Public, meanwhile, has been on full strike since January 13 and is approaching week nine of the strike. While CUPE continues to stand and fight for a living wage and reasonable settlement, the lack of classroom and school support is taking its toll on teachers. This impact is felt even more by those who have been out the longest and are dealing with the effects of the Ministerial Order injunction, which has led to the implementation of rotational schedules for in-person instruction. Teachers and school leaders are beyond exhausted. They are doing their best to deliver instruction while supporting teaching and learning conditions, but they are suffering under impossible circumstances. The Association acknowledges the need for support among its members. Although our capacity to influence negotiations with CUPE and school divisions is limited during these challenging times, it is important for members to be informed about the resources available to assist them. Each situation and each experience is unique, particularly for school leaders. Therefore, the primary support is to contact Teacher Employment Services (TES). Association staff are here to assist and listen. We take the privilege of speaking with members very seriously. All calls are confidential. We provide advice on collective agreement provisions and interpretations of clauses, which may be especially helpful for school leaders. TES is knowledgeable about benefit plans and your Employee and Family Assistance Program (EFAP) and is ready to help you access support. If you are unable to call, please review the resources below, which may help you. If you are in distress and suffering a mental health crisis, call or text 9-8-8. This number is available 24/7 in both English and French and is available anywhere in Canada. Your group health benefits, provided in your collective agreement, include resources such as psychological services and the EFAP.
WORTH SHARING CUPE has been on strike in eight school divisions across the province. They are fighting for a living wage and a reasonable settlement. However, the ongoing strike has resulted in significant classroom and school support shortages, particularly affecting teachers in more protracted strikes. Teachers and school leaders feel overwhelmed and struggle to provide their usual professional service under these challenging conditions. The Association is here to help all members. Reach out to Teacher Employment Services (TES). TES can provide confidential advice on collective agreement provisions, benefits and access to support, including through the Employee and Family Assistance Program. In the Edmonton area, call 1-800-232-7208, and in the Calgary area, call 1-800-332-1280. If you are in crisis, please call or text 9-8-8 for assistance. Help is available. Speak with someone today. #WeAreATA   Discretionary vs Nondiscretionary Leaves and CUPE Labour Action Collective agreements are designed to ensure fair and equitable provisions for all bargaining unit members. In a school setting, principals oversee operations as part of their management responsibilities under the Education Act, which states that they are responsible for “...the management of the school.” However, this does not mean they function as direct managers in a labour relations context. The absence of over 6,000 CUPE members, who are currently on strike across the province, significantly impacts classrooms, school offices and overall school operations. This has also intensified the already limited availability of substitute teachers. The Alberta Teachers’ Association has made it clear that CUPE members’ work should not be voluntarily taken on by contracted or substitute teachers. However, in reality, some teachers are being expected—or pressured—to absorb additional duties. As a result, some school divisions have reviewed leave requests, including previously approved leaves, in response to staffing shortages. In some cases, discretionary leaves have been cancelled due to operational concerns. In others, collective agreement language ties leave approval to substitute teacher availability, and the CUPE strike has exacerbated an already precarious system. The Role of School Leaders in Leave Decisions Some school divisions have shifted the responsibility of managing leave requests onto school leaders, including principals, vice-principals and assistant principals. While these individuals play an essential role in school operations, they are colleagues to teachers, not managers. When they decide whether a teacher can take leaves, it can create conflict between colleagues and undermine the collegiality that should be fostered in Alberta schools. Many collective agreements state that personal or discretionary leave must be approved by “the Superintendent or designate,” often placing the principal as the final decision-maker. However, delegation of authority should not force school leaders into a managerial role where they must determine whether a teacher can access their leave entitlements. Sick Leave is a Right, Not a Favor Unlike discretionary leave, sick leave does not require employer approval. While collective agreements may require medical documentation for extended absences or return-to-work clearances, it remains the teacher’s responsibility—not the employer’s—to determine whether they are well enough to attend work. Teachers should not feel guilty or be made to feel that they are letting their colleagues down by taking sick, bereavement or critical illness leave. Moreover, school leaders should not be placed in a position where they are expected to assess or challenge a teacher’s decision to take a sick leave, regardless of substitute shortages or the ongoing CUPE strike. If school leaders are encouraged to pressure teachers into attending work despite illness, they should contact Teacher Employment Services for support at 1-800-232-7208. The Consequences of Attending Work While Ill Teachers who report to work while unwell may struggle to meet the Teaching Quality Standard (TQS) and risk spreading illness to colleagues and students, further exacerbating staffing issues. Ignoring personal health concerns can also lead to more severe medical conditions and prolonged absences. Teachers who are sick or injured or who require medical appointments should not feel compelled to work. The collective agreement is clear: sick leave is an entitlement, not a privilege, and teachers have the right to use it under the conditions outlined in their agreement. WORTH SHARING The collective agreement provides entitlements and provisions for teachers. School leaders are colleagues, not managers. While they should inform decisions, as required by the language in specific clauses of the collective agreement, they should not be placed in the position of the final decider on entitlements for colleagues or pressured to have sick teachers attend school because of external factors, like substitute teacher shortages or another union’s labour action. School leaders who feel compelled by their employer to encourage colleagues to attend work when they are ill or injured should seek guidance and advice from the Association. Members with concerns should contact Teacher Employment Services. #WeAreATA  |
Updates from ATA ProvincialArchives
April 2025
Categories |
RSS Feed