 WORTH KNOWING Intimate Partner Violence Intimate partner violence (IPV), also known as spousal or domestic violence, is a global issue that affects millions of individuals worldwide. It encompasses a wide range of harmful behaviours, including physical, emotional, psychological, sexual and economic abuse, inflicted by a current or former intimate partner or spouse. The harm caused by IPV often extends beyond immediate injuries, leaving long-lasting scars on survivors’ mental health, sense of security and overall well-being. IPV is a complex issue that does not discriminate based on gender, age or background. It can affect individuals of all demographics, highlighting the need for a nuanced understanding of it. This understanding should acknowledge how systemic inequalities and intersecting identities can influence individuals’ experiences of and responses to violence. The reach of IPV extends beyond physical space. While it often occurs within the perceived privacy of homes, it also manifests in public settings and, increasingly, through digital platforms. Online abuse, such as cyberstalking, harassment and the nonconsensual sharing of intimate images, has become an alarming dimension of IPV in the digital age. These forms of abuse blur the lines between public and private spheres, always leaving survivors vulnerable to harm and further complicating their path to safety and justice. Efforts to address IPV must recognize its complexity and intersectionality. This understanding is crucial for designing effective interventions that include legal protection, access to safe housing, trauma-informed support services, public education to challenge cultural norms that perpetuate violence, and resources tailored to the unique needs of diverse communities. IPV can occur in a variety of relationship contexts and is not limited to traditional or narrowly defined partnerships. It can occur within marriages, common-law unions or dating relationships, highlighting its prevalence across diverse relational dynamics. IPV does not discriminate based on gender identity, sexual orientation or relationship structure; any individual can be affected. It can arise at any relationship stage, whether during its early phases, throughout its duration or even after the relationship has ended. Additionally, IPV is not contingent on partners living together or being sexually intimate, underscoring that the risk of harm exists in a wide range of circumstances and relationship arrangements. This breadth demonstrates the pervasive nature of IPV and reinforces the need for inclusive approaches to prevent it and provide support for all survivors. It also encompasses a wide range of harmful behaviours, often used to exert control and instill fear. Forms of IPV include coercive control, where an abuser dominates a partner’s life through manipulation and threats, and criminal harassment or stalking, involving obsessive, unwanted behaviours like monitoring or following. Emotional and psychological abuse erodes self-esteem, while financial abuse restricts access to money or resources, creating dependence. Physical abuse involves direct harm, while reproductive coercion manipulates reproductive choices. Sexual violence, spiritual abuse and technology-facilitated violence, such as cyberstalking or nonconsensual image sharing, further highlight the multifaceted nature of IPV. If you are experiencing IPV, support is available. Talk to someone you trust, such as a friend, family member or counsellor. You can also contact the police or local victim services unit for shelter, legal help or emotional support. If you witness IPV, you can help by contacting the victim and offering resources, reporting the incident to authorities or seeking advice from someone you trust to provide safe and effective support. Together, we can work to address IPV and create safer communities. Resources are available to support those affected by intimate partner violence:
Intimate partner violence (IPV) refers to harm or violence caused by a former or current intimate partner or spouse. IPV may include various forms of control, coercion, violence or abuse. If you or someone you know is experiencing IPV, support and resources are available. If you have questions about the resources available through your group health benefits, contact your benefits provider or call Teacher Employment Services for advice. In the Edmonton area, call 1‑800‑232‑7208, and in the Calgary area, call 1-800-332-1280. #WeAreATA   All teachers represented by the Alberta Teachers’ Association (Association) in public, separate and francophone schools are covered by the same instructional and assignable time language in their collective agreements. There is a maximum of 1,200 hours of assignable time, with 916 of those hours being the maximum instructional time in a school year. Teachers may have more instructional or assigned time (such as supervision or parent–teacher meetings) in one semester or term than in another. However, the total assignable time (including total instructional time) must not exceed 1,200 hours by the end of the year. The Association and the Teachers’ Employer Bargaining Association (TEBA) have an understanding that teachers do not need to make up time away on an hour-for-hour basis. In other words, if a teacher is away from classroom duties on an approved leave or for a professional development day, they do not owe the employer those instructional hours. However, the teacher may be responsible for decisions made or work arising during those absences, which might require additional time. For example, if a teacher is on sick leave and cannot attend parent–teacher interviews, the teacher is still responsible for reporting to parents. Some creativity on the part of the teacher may be needed to meet this expectation. At the heart of this understanding is the belief that time that has already been worked cannot be removed. For example, lieu days (or any nonoperational days), typically given for time spent conducting evening work, such as parent–teacher interviews, cannot be utilized to subtract time from what a teacher has already worked. Time assigned for teachers to fill staffing gaps by providing instruction or additional supervision also needs to be counted. School leaders may give this time back to teachers when a substitute teacher is available to cover their class. However, this time cannot be subtracted from hours worked; rather, the time is paused. When the teacher resumes their duties, time continues to be added again. If we think about a clock as a measure of time worked or earned, each hour of instructional or assignable time moves the hands clockwise as time is added. The hands cannot move in reverse to subtract time, but the hands can stop, preventing the further addition of time. Thus, as we approach the half-way point of this school year, teachers are reminded to keep track of their time and monitor how their time is earned or added. Teachers who project that they may go over the maximum allotted time should have a conversation with their principal to review their time calculations. The sooner a resolution is sought to handle the potential overage, the more options will be available. The language in the collective agreement does not allow for compensation if a teacher exceeds the maximum allotted hours, so it is important for teachers to be proactive if they anticipate that they may surpass their instructional hours and/or assignable hours. Teacher Employment Services will be presenting a session on “Counting Time” at each of the upcoming teachers’ conventions. The session will provide teachers and school leaders with information on calculating assignable and instructional hours. WORTH SHARING Calculating instructional and assignable time is nuanced. Attending the session on “Counting Time” at teachers’ conventions may further clarify questions teachers may have. Extra time worked cannot be subtracted, but the clock can be stopped. If you need help calculating your time or interpreting clause language, contact Teacher Employment Services. #WeAreATA   By now, teachers have received this week’s Bargaining Update. The update reminds teachers that the Central Table Bargaining Committee (CTBC) will meet with representatives of the Teachers’ Employer Bargaining Association (TEBA) for mediation January 15–17, January 29–30 and March 19–20. As indicated in the update, initial discussions with the mediator will determine whether mediation discussions will be embargoed. The intent of an embargo is to preserve the integrity of conversations and the parties’ willingness to problem solve. At this point, we do not know what the outcome of those discussions will be, but we want to make members aware. As the process continues, members may have questions surrounding job action should mediation not be successful. We have amalgamated all the questions that have come our way in a Central Strike FAQ document. You can access this document on the Bargaining Update page of the website here. Both English and French documents are available. The CTBC will advise members if an embargo is implemented as soon as we know. We will also provide bargaining updates to the best of our ability. Please wear red on mediation days to show your support for your bargaining team. Also, ensure that you have provided your contact information, including your home e-mail address, to your school representative. This information will be needed for future voting related to bargaining and is a requirement of the Alberta Labour Relations Board. Also, in light of the Canadian Union of Public Employees (CUPE) job action in Edmonton Public Schools, Sturgeon Schools, and Fort McMurray Catholic and Public Schools, members may have questions about their roles and responsibilities in the absence of school support staff. The Association’s monograph Teachers and Educational Assistants: Roles and Responsibilities may assist with answers. WORTH SHARING The CTBC is headed to mediation January 15–17, January 29–30 and March 19–20. Please continue to show solidarity and support, stay connected, and stay involved through Facebook (The Alberta Teachers’ Association) and Instagram (@abteachers). Show your solidarity with your colleagues and your support for the CTBC by wearing Red for Ed on mediation days. #WeAreATA  |
Updates from ATA ProvincialArchives
March 2025
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