 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   WORTH KNOWING Listening Circle for Teachers Who Identify as Living with a Disability With the support of the Alberta Teachers’ Association (Association), teachers across the province who identify as living with a disability are hosting online listening circles to share professional support and opportunities for networking and advocacy. According to Statistics Canada, between 2017 and 2022, there was an increase in disability rates in every province and most territories. To gain a better understanding of the employment challenges that members who identify as living with disabilities face, the Association held the first listening circle in spring 2024. Listening circles are held online, and any interested teachers who identify as living with a disability are welcome to join. Upcoming listening circles: Thursday, March 20, 2025 – 4:30 to 5:30 PM Thursday, April 24, 2025 – 4:30 to 5:30 PM Join the listening circle at https://zoom.us/j/99696813155pwd=pG0HGKa2xFGtm6Bbts3Kiqlrw1b3b7.1 WORTH SHARING Online listening circles are held monthly for teachers who identify as living with a disability. This is an opportunity for support, advocacy and networking. Teachers are invited to share this opportunity with colleagues who may be interested. Preregistration is not required. Follow @abteachers on Instagram or The Alberta Teachers’ Association on Facebook for updates about upcoming listening circle dates. #WeAreATA   WORTH KNOWING It’s Better Here? Campaign and Shareables In the fall, the Government of Alberta began the campaign “Public Service. It’s Better Here.” The campaign’s webpage states, “A strong public sector is key to Alberta’s prosperity. We’re proud to support our public service with better wages, benefit coverage, retirement plans, career advancement opportunities and lower taxes than any other province in Canada.” This justifiably raised the ire of many members and other public sector workers across the province. The claims in the ads were not the lived experiences of Alberta teachers. Furthermore, while currently bargaining actively, many teachers felt that the campaign was intended to undermine support for public sector workers in the eyes and hearts of everyday Albertans. Assertions about new schools being built, meaning more jobs for teachers without the funding necessary to staff those schools, caused teachers significant concerns. In addition, even if new schools were built, important questions were raised about funds available for today’s teachers and students to address current and systemic issues relating to complex classrooms.  In response to these ads, the Association has developed a set of shareable images with some associated text for members to use on their social media to help spread the word. With the provincial budget coming out soon and mediation reaching a critical decision in the weeks ahead, arming members with additional resources to keep the messages on point is critical. These resources are available in the Advocacy section of the website or by clicking here. You can copy or download the images (right-click or control-click on the image or text and choose “Save image as…” or “Copy image”). Copy the text (highlight the text; then right click to copy). WORTH SHARING The Government of Alberta’s fall ad campaign does not reflect the lived experiences of teachers in Alberta. Many teachers perceived these ads as a means to undermine public support for public sector workers. With the provincial budget being shared soon and mediation reaching a pivotal decision in the weeks following that, sharing messages that are on point is critical. The Association has developed shareables as part of a social media campaign for this purpose. Members are encouraged to participate and share on their social media shareable images and text that can be found in the advocacy section of the website. #WeAreATA   WORTH KNOWING Mediation: Round Two The Central Table Bargaining Committee (CTBC) met with Teachers’ Employer Bargaining Association (TEBA) representatives and the mediator from January 29 to 30, 2025, to continue mediation. Discussions between CTBC and TEBA are positive, solution-focused discussions and, as a result, the embargo on information will continue. While specific details cannot be disclosed, your CTBC is committed to a settlement that instills hope in teachers, aiming to prevent further decline in working conditions in the short term and enhance them in the future. The parties signed off on language on aggression and violence in classrooms, addressing a key concern for teachers. Along with increases in compensation, these are critical aspects of finding a path forward for teachers. The challenge the parties have encountered relates to the provincial government’s budgeting timelines. The province is expected to table its 2025 budget at the end of February. This timeline may affect our capacity to formulate a viable offer from the mediation process as it is challenging to achieve the necessary level of specificity to assess the feasibility of any concepts discussed in mediation without confirmed funding figures from the budget. Once budget amounts are provided to CTBC, we will re-evaluate the embargo as well as the viability of mediation going forward. Both the English and French versions of the Central Strike FAQ documents are posted on the bargaining update page. Members of your CTBC will be attending Teachers’ Conventions throughout the province. Teachers are encouraged to stop by the ATA table to chat. Scan the QR code available at the table for access to the ATA’s Member Conviction and Opinion Survey. WORTH SHARING The second round of mediation resulted in positive discussions and sign off on language on aggression and violence in classrooms. Once the province tables its 2025 budget and those amounts are provided to CTBC, the embargo as well as the viability of mediation going forward will be re-evaluated. CTBC will be attending Teachers’ Conventions throughout the province. We thank members for your support through social media postings. Continue to wear Red for Ed. #WeAreATA  |
Updates from ATA ProvincialArchives
June 2025
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