It’s that time of year again: Alberta Teachers’ Retirement Fund (ATRF) annual plan member statements are being distributed. Employers have submitted their year-end data, and the ATRF has begun producing and mailing statements to plan members.

​For many teachers, one item on the statement is the commuted value (CV). The CV is shown if you are eligible—that is, if you are under age 55 and have more than five years of pensionable service.

​Given some recent online commentary, it is important to clarify what a CV is, what it is not and what recent changes do—and do not—mean.

​What Is a CV?
​A commuted value is the lump sum that would need to be set aside today, at current market interest rates, to fund your future pension payments.

The CV is offered only as a termination benefit, when a plan member’s employment ends and their participation in the plan ceases. It is available only if the member is under age 55 at termination.

​At that time, the member receives a termination benefit package outlining their options. One option may be to receive the CV as a one-time lump sum payment rather than a lifetime monthly pension.

​If a member elects the commuted value,
• they withdraw the full actuarial value of their pension benefit,
• they no longer have future entitlements under the ATRF plan, and
​• their future retirement income becomes dependent on how that lump sum is invested and drawn down.

​Each option carries different risks and features. Careful consideration is essential.

How Is the CV Calculated?
​The CV is calculated using the following factors:
• Age
• Pensionable service
• Pensionable salary
• Actuarial assumptions, including interest rates, inflation and mortality

​When determining CV, the ATRF follows the standards of practice established by the Canadian Institute of Actuaries.

Why Does the CV Change?
​The primary driver of changes in CV is interest rates:
​• When interest rates decline, more money must be set aside today to fund the same future pension. Thus, CVs increase.
​• When interest rates rise, less money needs to be set aside today. Thus, CVs decrease. In periods of substantial interest rate increases, a member’s CV may be lower than the prior year’s value—even if they have accumulated additional service. This change reflects current market interest rates, not a reduction in earned pension. 
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Does a Change in CV Affect My Pension?
No.
As long as your pension remains in the ATRF plan, changes to your CV do not affect your lifetime pension benefit.

​Your pension is determined by the following:
• Your highest five-year average pensionable salary
• Your pensionable years of service
​
Your pension is not determined by the CV, annual investment returns or short-term interest rate fluctuations.

​Your future retirement income depends on market performance only if you terminate and choose to withdraw the CV.

Does a Change in CV Indicate the Health of the Plan?
No.
​Changes in CV reflect interest rate movements. They are not indicators of plan health.

​Plan sustainability is maintained through
• long-term funding assumptions,
• prudent risk management and
• ongoing actuarial oversight.

Clarifying Misinformation: CV and AIMCo

​Misinformation online has suggested that recent changes in CV are connected to the Alberta Investment Management Corporation (AIMCo) or the 2021 Investment Management Agreement (IMA) between the ATRF and AIMCo.

​This is incorrect. CV calculations are governed by actuarial standards and driven primarily by market interest rates.
​They are not determined by AIMCo and are not affected by the IMA.

​The IMA ensures that
• the ATRF Board retains full authority over the strategic investment policy for plan assets,
• AIMCo is required to implement that policy,
• clear governance guardrails are in place and
• asset management is aligned with the best interests of ATRF plan members.

​The ATRF has publicly stated that the IMA documents a solid governance arrangement and establishes appropriate safeguards governing AIMCo’s management of plan assets.

​While teachers may have broader concerns about governance structures or public policy decisions, changes in CV are not connected to AIMCo or the IMA.

WORTH SHARING
• A commuted value (CV) is a termination option—not your pension.
• CV amounts fluctuate primarily because of interest rate changes.
• Changes in CV do not reduce your earned pension if it remains in the plan.
• CV changes are not indicators of plan health.
​• CV calculations are not connected to the Alberta Investment Management Corporation (AIMCo) or the 2021 Investment Management Agreement (IMA).

​If you are considering terminating your employment or electing a CV, review your Alberta Teachers’ Retirement Fund (ATRF) termination package carefully and consider seeking independent financial advice.

For general pension questions, contact Teacher Employment Membership Support (TEMS) or the ATRF directly. For questions about employment termination, contact TEMS at 1-800-2327208.

​Read the full Worth Knowing. #WeAreATA 

Extracurricular Activities - From October 26, 2025
​Extracurricular activities can be a great way to work with students in a noninstructional setting and a rewarding experience for teachers as they watch students develop new skills and have fun. For this and a host of other reasons, many teachers choose to help organize and facilitate extracurricular activities for students each school year. Although many teachers do so on a voluntary basis, sometimes they are pressured or directed to do so. What are a teacher’s obligations in such a situation?

​To determine a teacher’s obligations regarding mandated extracurricular activities, it is necessary to review several areas. One is the teacher’s individual contract of employment. Although many contracts are silent on extracurricular activities, some may include a clause stating that the teacher agrees to perform “any extracurricular duties as may be required by the Division, through its administrators, from time to time, and as may be reasonably required.” It is recommended that teachers review their individual contract of employment to see if such a clause exists.

​The second area concerns the Education Act. Even if a teacher’s individual contract of employment is silent on extracurricular activities, a principal has the authority to direct a teacher to perform certain tasks. This right of a principal is set out in section 197 of the Education Act:
​A principal of a school must . . .
(e) direct the management of the school.

​Although this is a general clause, it does give the principal the statutory right to direct teachers, which could include a directive to perform an extracurricular activity. However, such a directive is not without limits. Any such directive must be reasonable in the circumstances and cannot be contrary to any rights of a teacher under the collective agreement, which is the third area to review.

​Collective agreements across Alberta vary widely in their treatment of teachers’ rights and obligations regarding extracurricular activities. Some collective agreements include language that clearly articulates that a teacher’s involvement in such activities is strictly voluntary, while others state that the extent of staff involvement in extracurricular activities “shall be determined by the principal and the principal’s staff.” In some cases, although a division may state that extracurricular involvement is voluntary, the division also holds the belief that it is not without consequence. This likely refers to the “willingness” of an employer to grant discretionary requests, such as transfers, or the weight the employer places on teacher involvement with respect to possible promotions. However, extracurricular involvement cannot be used to access provisions in the collective agreement.

​Another important consideration in the collective agreement is the assignment of time. All collective agreements for public, Catholic and francophone teachers include a clause that limits the amount of time, called assignable time, that a classroom teacher can be assigned to perform tasks. If a teacher is directed to perform extracurricular activities, and the teacher’s collective agreement permits, such activities can be assigned to the teacher—but only to the extent allowed by any existing assignable time clause in the collective agreement and within a reasonable workday.

​It is important to note that teachers have always had the ability, within contractual limitations, to decide for themselves which extracurricular activities they are willing to take on. As a teacher progresses through their career, their ability to donate their time and talents may change. This may be the result of many factors, such as family commitments, the birth of a child or general workload. Teachers must find a balance that allows them to meet their commitments, both professional and personal. Give your best, not your all.

​Given the wide variation possible in teachers’ contracts of employment, the clauses in their collective agreements and potential directives from their principals, a teacher’s rights and obligations regarding extracurricular activities can be highly contextual. It is recommended that teachers call Teacher Employment Membership Support (TEMS) for advice specific to their individual circumstances.

WORTH SHARING
​Many teachers in Alberta choose to voluntarily organize and facilitate extracurricular activities for students, but what about when a teacher is directed to do so? The answer is specific to a teacher’s circumstances and can be found by reviewing their individual contract of employment and their collective agreement. For contextual advice, call Teacher Employment Membership Support (TEMS) at 1-800-232-7208.
​Read the full Worth Knowing. #WeAreATA 

​Alberta teachers are feeling stretched to the limit, and beyond, as they try to manage teaching and learning in classrooms and schools that continue to grow in complexity. Clarifying the nature of teaching duties can help teachers manage the responsibilities of the profession and balance the increasing demands on them.

Classroom teaching duties are all the professional tasks that teachers complete during the instruction of students, including
• conducting classes and presenting lessons,
• preparing lessons,
• requisitioning materials and equipment,
• evaluating and reporting on student progress and
• maintaining such classroom order as is necessary to promote a healthy learning climate.

​Section 196 of the Education Act (the act) forms the legislative basis for these duties.

​Education Act
196(1) A teacher while providing instruction or supervision must
(a) provide instruction competently to students;
(b) teach the courses and programs of study that are prescribed, approved or authorized pursuant to this Act;
(c) promote goals and standards applicable to the provision of education adopted or approved pursuant to this Act;
(d) encourage and foster learning in students;
(e) regularly assess students and periodically report the results of the assessment to the students, the students’ parents and the board;
(f) maintain, under the direction of the principal, order and discipline among the students while they are in the school or on the school grounds and while they are attending or participating in activities sponsored or approved by the board;
(g) subject to any applicable collective agreement and the teacher’s contract of employment, carry out the duties that are assigned to the teacher by the principal or the board. 
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(2)   At any time during the period of time that a teacher is under an obligation to the board to provide instruction or supervision or to carry out duties assigned to the teacher by a principal or the board, a teacher must, at the request of the board,
​(a) participate in curriculum development and field testing of new curriculum;
(b) develop, field test and mark provincial assessments; and
​(c) supervise student teachers.

​The act further implies an expectation that teachers carry out such general supervision of their students as may be required by law, by regulation or by agreement, in order to assist to a reasonable extent with the school program as agreed to by the staff. This expectation extends to cooperating with other teachers in the best interests of students and to acting as an engaged member of the school’s educational team.

While collective agreements set limits on Alberta teachers’ assignable and instructional time, many duties required to fulfil their obligations fall under professional time. In general, professional time is defined as the time that is directed by the teacher, including decisions about when and where duties are performed. Tasks that fall under professional time include the following:
• Marking
• Planning lessons and creating instructional materials
• Pursuing professional development, through reading, conferences and workshops
• Engaging in professional reflection
• Initiating contact with parents outside of assigned meetings and admin-directed contact
• Providing additional assistance to students 
• Collaborating with colleagues

​The working time for these functions is not regulated in collective agreements, but they are obligations of the profession under the Education Act.

WORTH SHARING Along with instructional time and assignable time, teachers have a professional responsibility for activities such as planning, preparation, marking and reporting. The work time for these functions is not regulated in collective agreements, but they are obligations of the profession under the Education Act. 

​If you have questions about assignable and instructional time, please contact Teacher Employment Membership Support and speak to one of our duty officers by calling 1-800-232-7208.   Read the full Worth Knowing. #WeAreATA 

​The Alberta Teachers’ Association’s (ATA) constitutional challenge to Bill 2: Back to School Act will be moving into its next key stage next week.

As outlined previously in the previous Worth Knowing on Bill 2, the legal challenge is proceeding on two tracks: 1. an application for an injunction to temporarily suspend the operation of Bill 2 and
2. a full hearing on the merits, where the court will determine the constitutionality of the legislation itself.

 Injunction Hearing: March 4–5, 2026
The injunction application will be heard before the Court of King’s Bench on March 4 and 5, 2026.

The purpose of this hearing is not to decide the entire constitutional case, but rather to determine whether Bill 2 should be suspended pending the broader legal challenge.

The court has tentatively indicated that a decision may be released by mid-March 2026. While timelines ultimately rest with the Court, members can expect clarity shortly after the hearing concludes.

What Happens If the Injunction Is Granted?
If the court grants the injunction and the Government of Alberta does not appeal, the legal effect would be to suspend Bill 2 and restore the parties to the positions they held immediately before the legislation came into force.

That would mean:
• The ATA holds the position that the Teachers’ Employer Bargaining Association lockout would not be in effect, as it had already been lifted prior to Bill 2 coming fully into force.
• Teachers would technically return to a lawful strike position under the Labour Relations Code.
• The government would also be able to implement further legislation, if it chose to do so, factoring in the judgment. However, a successful injunction would not automatically lead to the resumption of strike action. The Provincial Executive Council has already authorized legal counsel to advise the court and government counsel that, in the event of a successful injunction, the ATA would observe a three-week pause before taking any steps to cease providing professional services.This period would allow:

• meaningful attempts to reach a negotiated settlement acceptable to teachers, and
• consultation and feedback from members.

Further labour action may or may not occur. Any decisions would be deliberate, memberinformed, and consistent with the ATA’s statutory obligations.

What Happens If the Injunction Is Denied?

If the injunction is not granted, Bill 2 would remain in force pending the full hearing on the merits. The constitutional challenge would continue.

Hearing on the Merits 

Regardless of the outcome of the injunction application, the full constitutional hearing remains scheduled for the week of September 21, 2026. That hearing will determine whether Bill 2 violates teachers’ constitutional rights. As with most constitutional litigation, further appeals are possible, regardless of the outcome.

What This Means for Members

Next week’s hearing is an important procedural milestone, but it is not the final word on Bill 2.

​A decision is expected by mid-March. If successful, teachers would return to a lawful strike position—but no immediate labour action would occur, and a three-week period for negotiation and consultation would follow. If unsuccessful, the broader constitutional challenge would continue toward the September merits hearing.

Members will be updated promptly once the court releases its decision.

WORTH SHARING

The ATA’s injunction hearing on Bill 2 will take place March 4–5, 2026, with a decision expected by mid-March. If the injunction is granted and not appealed, teachers would return to a lawful strike position, but no immediate strike action would occur. The Provincial Executive Council has committed to a three-week pause to allow for settlement discussions and member consultation before any further labour decisions are made. Regardless of the outcome, the full constitutional challenge to Bill 2 remains scheduled for September 2026.

Members with questions can contact Teacher Employment Membership Support at 1-800-232-7208. Read the full Worth Knowing. #WeAreATA 

As of 2025 12 31, teachers and early childhood educators (ECEs) working in rural and remote communities are included in the Canada Student Loan Forgiveness program. This federal initiative aims to support the recruitment and retention of qualified professionals in underserved communities by reducing eligible educators' outstanding federal student loan debt.

To be eligible, teachers must be employed in an eligible rural or remote community, complete at least 10 consecutive months of employment and provide at least 400 hours of in-person services. Applicants must also hold a federal student loan in good standing and be appropriately certified or registered in their profession. The application for the Canada Student Loan Forgiveness program is available on the Government of Canada’s website. 

Eligible teachers may receive up to $30,000 in loan forgiveness over five years, applied only to the outstanding balance of their federal student loan. The annual forgiveness amounts for teachers increase each year, starting at $4,000 in year one and reaching $8,000 in year five. Early childhood educators (ECEs) may receive up to $15,000 over the same period.

For the purposes of this program, an eligible community is defined as a rural area or a population centre with a population of 30,000 people or fewer, based on census data. Eligibility can be confirmed using the Government of Canada’s postal code lookup tool.

Teachers may apply for loan forgiveness while in repayment, including during the six-month nonrepayment period following graduation or while pursuing further studies. Applications can be submitted once the 10-month consecutive employment requirement is met and must be filed within 90 days of becoming eligible. While paper applications are available, online applications are expected to be accessible by mid-March 2026.

Due to current regulatory requirements for the 10-month work period, some educators may not be eligible to apply until June 2026. Applications submitted earlier may be rejected on technical grounds. Members who receive a rejection are encouraged to notify the Canadian Teachers’ Federation at [email protected] so that these cases can be tracked and used to support ongoing advocacy for regulatory improvements. For questions regarding eligibility, the application process, and expected dates for loan forgiveness to be reflected in an individual’s outstanding loan balance, please contact the National Student Loan Service Centre.

WORTH SHARING
Teachers working in rural and remote communities may now qualify for significant federal student loan forgiveness, with up to $30,000 available over five years for eligible teachers. This program recognizes the challenges of recruiting and retaining educators in smaller and underserved communities and offers meaningful financial relief to those who choose to work there. While some eligibility and timing constraints remain, particularly the 10-month consecutive employment requirement, this is an important step forward. Teachers who believe they may qualify are encouraged to review the criteria carefully, confirm whether their community is eligible and apply as soon as they are able. 

More information on the program is available on the Government of Canada’s website.

Read the full Worth Knowing.
Questions? Contact Teacher Employment Services at 1-800-232-7208. #WeAreATA