A teacher’s annual salary is based on years of experience (found in the collective agreement) and years of education (as determined by Teacher Qualifications Service). Teachers are paid according to the Education Act, which states that teachers are paid 1/200 of their annual salary for each day they work (with a few variations). Teachers are not paid for vacation periods such as Christmas, spring break, Thanksgiving, over the summer or any other holiday period. School division calendars determine which days teachers are expected to work. These are the days for which teachers are paid.

Since funds are allocated to school divisions over 12 months, paying teachers 1/12 of the annual salary each month from September to August is easier for everyone, including school divisions, to budget. This means that each month some earnings are saved to be paid in July and August. This formula does not work for teachers who work less than a full year or who are not on a continuous contract. These teachers must use a different formula to calculate their pay.

The payment of salaries is addressed in Section 220 of the Education Act.
If a teacher’s contract is temporary or probationary, or if the teacher resigns on June 30, the summer payout must be paid within seven days of the termination date of the contract. Regardless of the type of contract, teachers who work less than a full school year will have a reduced amount of pay for July and August. At the end of June or the end of the teacher’s contract, the division will perform a final salary reconciliation to determine the summer payout. A rough guide is that one semester, or half a year, of work equals one month of summer pay. This includes paid leave, such as sick days, personal leave days and division-paid maternity leave.

For teachers who are under a contract of employment for a period that includes all the teaching days of a school year but that do not teach on all those teaching days, teachers will be paid their full annual salary less 0.5 per cent (1/200) of the salary for each teaching day on which they do not teach. This applies if the teacher has worked more than 100 days in the school year. This calculation ensures that teachers are not disadvantaged if the school year is less than 200 days.
For example, if the school year is 197 days and a teacher takes an unpaid leave for 4 days, their pay calculation would be as follows:

$75,000 − ($75,000 × 1/200 × 4 days) = $73,500 
A teacher who is under a contract of employment for a period that does not include all the teaching days of the school year, or is under a contract of employment that includes all the teaching days of a school year, but who during that year teaches on fewer than 100 teaching days, shall be paid 0.5 per cent (1/200) of the teacher’s annual salary for each day on which the teacher teaches.
For example, Chris was hired to work from February 5 to June 26. During that time, there were 94 days worked. Chris used 3 days of sick leave but had enough banked sick leave to be paid for the 94 days.

Annual salary × 1/200 × number of days worked = earned income
$75,000 × 1/200 × 94 = $35,250
From February to June, Chris was paid 1/12 per month:
($75,000/12) × 5 months = $31,250 (paid to date)
Chris’s summer payout will then be calculated as follows:
Earned income − paid to date = summer payout
Therefore, Chris will receive $35,250 − $31,250 = $4,000 as the reconciled payout for the summer.

Important Reminders
Teachers are advised to check their pay information every month. At the beginning of each school year, confirm that education and experience are accurate and that annual salary is correct (check the collective agreement). Review the deductions and ensure they are correct.
Every subsequent month, review any changes to net pay. Do not forget that there will be an increase in net pay in the latter half of the calendar year as teachers reach 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 are deducted from salary again.

WORTH SHARING
Check your pay statement every month to ensure that your salary and deductions are correct. Pay is not simple and it is individual to each teacher. Review it! #WEAREATA 

Teachers and school leaders, like other workers in Alberta, have certain rights regarding 
workplace safety. These rights are rooted in Alberta’s occupational health and safety (OHS) 
legislation, which aims to preserve and protect the health and safety of individuals in their work 
environments. Among these rights is the right to refuse dangerous work.

Part 27 of the Occupational Health and Safety Code identifies violence as a workplace hazard. 
Violence is broadly defined as any conduct that causes or is likely to cause physical or 
psychological injury or harm, including threats, aggression and physical attacks. Unfortunately, 
teachers may encounter violence from various sources, including students, parents, colleagues or 
members of the public.

When faced with violence or the threat of violence, teachers must identify and address the hazard 
promptly. Steps must be taken to eliminate or control the hazard to ensure the safety of all 
workers and others in the vicinity. This involves implementing reasonable controls and regularly 
reviewing and re-evaluating those controls to ensure their effectiveness.
Section 17 of the Occupational Health and Safety Act grants workers in Alberta, including 
teachers, the right to refuse dangerous work under certain circumstances. This right becomes 
applicable when there is an undue hazard at the work site. An undue hazard is an unexpected or 
unusual circumstance in which hazards have not been adequately assessed or controlled or in 
which the worker risks immediate harm that is not normal for the job. However, before the 
worker exercises this right, they must ensure, as far as it is reasonable to do so, that their refusal 
will not endanger the health and safety of any other person.

It is important to differentiate between a hazardous system, process or object and a hazard 
created by the actions of an individual. The first is hazardous all the time, regardless of context: 
the rusty ladder, the frayed electrical cord, the icy sidewalk. The second is not an innately 
hazardous situation, but the person’s behaviour could be.

In both instances, the teacher is responsible for identifying and addressing the hazard or potential 
hazard. However, unlike the icy sidewalk, which remains icy until the ice is removed or the 
temperature changes, a student may display hazardous behaviour that is situational. A
conversation with school administration is key to finding ways to implement reasonable controls.
Teachers who refuse dangerous work must promptly report their refusal and the reasons to their 
principal and their school division. After discussing the matter with the worker, the employer 
must immediately act to remedy the dangerous condition or inspect the alleged hazard.
Section 18 of the OHS Act prohibits disciplinary action against workers who exercise their rights 
under the legislation, including the right to refuse dangerous work. Workers who believe they 
have faced disciplinary action can file a disciplinary action complaint with OHS.
​
WORTH SHARING
Teachers must understand their rights under Alberta’s occupational health and safety legislation 
to ensure a safe work environment. While the right to refuse dangerous work is fundamental, it 
must be exercised responsibly, considering the safety of all involved. Not all hazards are equal. If 
you’re not sure about your next steps or need advice, call Teacher Employment Services for 
assistance at 1-800-232-7208. #WEAREATA