Labour Action Updates

Message from Board Chair

The Board of Trustees is so relieved and grateful that the labour dispute is resolved. Welcome Back!

Both the Canadian Union of Public Employees (CUPE) Local 5543 and the Board of Trustees voted to ratify the Collective Agreement on March 19, 2025. This means that Parkland School Division and CUPE Local 5543 staff have an agreed-upon Collective Agreement in place from 2024 to 2028.

The Board is appreciative to so many:

The students who demonstrated patience as some were in school full time, some were in school part time and some were not in school. This was a very difficult situation.
The families who experienced an impact of the strike on their children and their family members.
The CUPE members who followed their hearts throughout these past weeks to follow the course of action that was right for them.
The teachers who continued to use every strategy available to them and collaborated with colleagues to teach the students in their care.
The Administrators in the schools who worked incredibly hard to ensure that students continued to receive an education and staff were supported.
The Parkland School Division Team who worked their way forward in an intentional, mindful, and respectful manner to support the 12,500+ students and 1600 staff.

We are all excited to get back to the buildings, the schools and classes, and, most importantly – those kids! Thank you for kindness and caring, understanding of perspectives as we move forward.

Lorraine Stewart
PSD Board Chair

UPDATE - Tentative Deal Reached

March 17, 2025 (9:30pm) - Parkland School Division (PSD) and the Canadian Union of Public Employees (CUPE) Local 5543 have tentatively reached a new collective agreement. This moves both sides one step closer to ending the ongoing strike and welcoming valued support staff back to work.

Ratification Process

The tentative agreement requires ratification by both CUPE Local 5543 members and the PSD Board of Trustees before it becomes official and staff can return to work. The member vote is scheduled to happen on Tuesday, March 18 and Wednesday, March 19. All members of CUPE 5543 are eligible to vote on the proposed deal. PSD will promptly inform stakeholders of the results once they are available.

For PSD's ratification, the Board of Trustees will convene a Special Board Meeting on Wednesday, March 19, at 10:45 a.m. The LiveStream of the meeting will be available at:

https://www.psd.ca/board/board-meetings

Until the ratification process is complete, staff participating in the strike will remain off duty and away from offices and schools. The current learning plans communicated to families will continue until further notice.

What Happens Next?

If Ratified: Should both CUPE Local 5543 members and the Board of Trustees vote in favour of ratifying the tentative agreement, staff will return to work on Thursday, March 20, 2025.

If Rejected: If the agreement is not ratified, staff will remain on strike, and we will continue to work diligently with them to achieve a fair and timely resolution.

PSD recognizes and deeply appreciates the essential role support staff play in schools and the Division Office, contributing significantly to student learning and well-being. PSD believes the tentative agreement acknowledges CUPE Local 5543's priorities and eagerly anticipates their return to work.

Updates will be shared with families as more information becomes available, and as soon as possible.

Thank you for your understanding and support at this time.

Sincerely,

Shauna Boyce, Superintendent
Parkland School Division

Striking CUPE workers are encouraged to familiarize themselves with the FAQ for CUPE Staff members by expanding the article immediately below.

FAQ CUPE Staff

New supports are in place to help unionized employees, or employees that may become part of a union, better understand and exercise their rights.

Employee Labour Relations Support Program

Crossing Picket Lines

Q: Is it legal for CUPE employees to cross a picket line and return to work with the employer?

A: Yes. Employees can decide to return to work at any time. There is no law or legal requirement that prevents an employee from crossing a picket line and engaging in work with the employer during a strike. In a lockout, an employee can still return to work at any time with approval from their manager in consultation with PSD's Human Resources Department.

Q: If I cross the picket line, can I work from home during the duration of the labour action?

A: In some cases, yes. Staff would have to discuss with their manager to find out their eligibility determined by PSD's Remote Work Guidelines. That includes position suitability, access to technology and ability to perform core functions. PSD's Human Resources Department or your supervisor would be able to answer any questions about work-from-home arrangements.

Q: Will I lose my job once the strike is over if I cross the picket line because the union says I will no longer be ‘in good standing’?

A: No. You will not lose your job if you cross the picket line, but the Union may discourage you from working by threatening fines or imposing union discipline. CUPE is prohibited by law from doing anything that would affect your employment, security and your promotional opportunities if you decide to work.

Q: Can a union impose a fine or punish its members for refusing to strike?

A: It is expected that CUPE’s internal constitution allows for them to issue fines. If you are not a member of CUPE, you are in no way bound by their constitution and no action of any kind regarding fining you can be taken. Unions cannot collect fines. This position has been made clear in a variety of cases across Canada. So, what this practically means, is that CUPE can fine its members, but they have no way to collect that fine. If CUPE attempts to impose fines, it may be in an individual’s best interest to obtain legal counsel, as attempts to collect these fines would be unlawful.

Q: If a CUPE member crosses the picket line, will they be identified by the union by having their union dues deducted?

A: No, the Employer will not deduct union dues from the pay of employees who decide to cross the picket line and work at any point during strike action.

Benefits and Pension

Q: Will I continue to receive benefits during the strike?

A: Yes. CUPE has agreed to reimburse Parkland School Division (PSD) for benefit premiums for its membership during the strike. This means that employees who had benefits before the strike will continue to receive them.

Q: Do I need to picket a minimum number of hours to keep my benefits?

A: No. The union has agreed to reimburse PSD for benefit premiums during the strike, ensuring that employees who had benefits before the strike will continue to receive them regardless of their picket activity.

Q: Does benefit coverage for unionized employees stop as a result of a job action?

A: The union will be responsible for covering the cost of striking employees’ benefit premiums during job action. It is up to the trade union representing employees to take steps to ensure payment of the full premiums for the insurance plan it seeks to protect during the strike or lockout. Provided this is completed, benefits will remain intact.

Q: What happens to pension plan contributions for unionized employees during a job action?

A: Neither the employee nor the employer will pay into the pension plan during the length of the job action. However, their plan continues, and they do not lose any entitlement earned up to the date of the job action beginning. However, you will not receive pensionable service for the length of the strike.

Q: Will a unionized employee be able to buy back their pensionable service they lost during job action?

A: This has not been determined. More information to follow.

Q: Can an employee retire during a job action?

A: Yes, however, there may be a delay in processing their retirement documents during job action.

Q: What will happen to my previously approved leaves while I am on strike?

A: Any previously approved leaves (e.g., personal leave, sick leave, family medical leave, etc.) will be removed from the Atrieve system, as they do not apply to striking employees.

Q: Will I continue to receive Long Term Disability (LTD) benefits if I was already on LTD before the strike?

A: Yes, employees who were on LTD prior to the strike will continue receiving LTD benefits.

Q: Can I request sick leave during the strike?

A: No, paid sick leave is not applicable to striking employees, so new sick leave requests will not be approved.

Q: What if I was on sick leave when the strike started?

A: Your absence will be reviewed on a case-by-case basis.

Q: Am I eligible for sick leave if I become ill during the strike?

A: No, employees who become ill while on strike will not be eligible for paid sick leave.

Q: Why would a school division implement a lockout if an employee group initiates a strike?

A: One of the biggest reasons a school division might lock out educational support workers is to maintain stability in how schools operate—especially when students with complex needs rely on consistent support.

For students with complex needs—such as those requiring one-on-one educational assistants, speech therapy, or behavioral support—this inconsistency can be especially disruptive and may compromise student safety. They often rely on familiar routines and trusted staff to help them succeed in school. If their support workers are striking unpredictably, it can create gaps in care, anxiety, and setbacks in their learning.

Q: What steps are taken for an employer to lock out their employees?

A: In the education sector, the Board of Trustees authorizes the Superintendent to initially apply to the Alberta Labour Relations Board (ALRB) to conduct a supervised lockout vote. This is common practice for an employer during labour disputes that typically follow after a union applies for a strike vote. The ALRB conducts the vote and the Trustees are the ones to vote and decide whether or not a lockout will be initiated. Similar to a strike vote, there is a 120-day window to implement a lockout after the vote is certified by the ALRB. This would typically be in response to labour action initiated by the workforce that is too disruptive for students, especially for those students with complex needs. One example where a lockout would operationally make sense for a school division is if the union initiated a strike action where their membership would strike for part of the morning, part of the afternoon and would only report to work for a portion of day.

Q: Can the Superintendent decide to lockout an employee group?

A: No, the Superintendent only initiates the application with the Alberta Labour Relations Board requesting the ALRB to conduct a supervised lockout vote. Trustees vote and decide whether or not a lockout is necessary.

Q: What is a partial or rotating strike?

A: The union may lawfully direct their membership to strike only on certain days, or only at certain locations or only at certain times. This creates an unpredictability for schools to operationally plan to support students during labour action.

Q: Does a lockout mean that an employee cannot collect strike pay?

A: No. A strike or lockout is essentially the same thing. It is a work stoppage. A strike is initiated by the workforce. A lockout is initiated by an employer.

Q: Are school boards allowed to exceed provincial bargaining mandates set by the Government of Alberta?

A: In short, no. School boards must adhere to the provincial bargaining mandates set by the Government of Alberta. However, there have been precedents set that if an employee group’s compensation is significantly below industry norms, adjustments may be made to bring them in line with standard levels. Once that correction is made, any future terms of a collective agreement must remain within the legislated mandates.

Information and Technology Access

Q: Will unionized employees who do not attend work have access to employer information (i.e. emails, documents, tools, and resources)?

A: During job action, employees will continue to have access to their email and Atrieve Self Serve; however, striking employees should not be using the employer’s assets, resources, or protected sites.

Q: What if a unionized employee is sending emails while they are participating in job action?

A: Employees will be required to continue to follow the employer’s policies and practices on the acceptable of its systems, including emails.

Other

Q: What is picketing and are employees permitted to participate in picketing?

A: During legal job action, striking employees are able to participate in peaceful picketing during working hours on public property. Please note that striking employees are not able to access our schools to use washrooms or in any work related capacity. Striking employees who are also parents of PSD students may still access facilities as required related to their children. Employees who are not on strike may only participate in picketing during non-working hours.They are not considered absent from work as long as they return to work for their expected working hours.

Q: How will individuals know when job action is over?

A: Information regarding the job action will be posted on the PSD website and regular updates will be provided. As well, there will be broader email communication provided.

Q: Can I apply for Employment Insurance (E.I.) while I'm on strike?

A: No, employees participating in a legal strike, from a Canada Revenue Agency (CRA) perspective, are considered on a voluntary Leave Without Pay and therefore not eligible for regular employment insurance benefits. According to the CRA, EI benefits should in no way be used to assist employees who are on strike. Any individuals with further questions on this, can contact the CRA.

Q: Will I still have access to Atrieve Employee Self Service and my division email?

Yes, striking employees will retain access to Atrieve Employee Self Service and their division email accounts.

Strike Votes

Q: Who is allowed to vote in the CUPE strike vote?

A: CUPE members who are part of the bargaining unit involved in the strike vote are eligible to vote. This includes employees covered by the collective agreement in question. If you are unsure about your eligibility, please contact the Alberta Labour Relations Board. According to the Alberta Labour Code, this includes all employees in the unit affected by the dispute, who worked at any time during the 60 days before February 10, 2025.

Q: Who should vote in the CUPE strike vote?

A: All eligible CUPE members should exercise their democratic right to vote as a way of informing their bargaining committee on what they'd like the next steps to be in the collective bargaining process.

Q: What happens if a strike vote is defeated?

A: When a strike vote is defeated, it generally means that the union members have decided not to authorize a strike. This typically is followed by the union and employer returning to the bargaining table to try to negotiate a new agreement without the threat of a strike. Since a strike has not been authorized, employees continue working under the existing contract or employment terms. This has no impact on any current offers on the table, it simply means negotiations may start up again.

Q: What happens if there is a positive strike vote?

A: A positive strike vote gives the union a mandate to call a strike. It’s important to understand that a strike vote is not a vote on the employer’s latest offer—it is a vote to give the union the legal authority under the Labour Code to issue a 72-hour strike notice within 120 days of the certified vote. This is a significant decision with potential financial implications for members of the bargaining unit. Negotiations can continue at any time in an effort to reach a fair settlement regardless of the outcome of the strike vote.

CUPE Labour Action

PSD would like to provide an important update regarding a potential strike action by Canadian Union of Public Employees (CUPE) Local 5543. While we respect the right of support workers to strike, PSD is disappointed that this potential action will impact some students. We remain committed to bargaining and finding a resolution that avoids further disruption.

PSD’s Commitment

PSD remains committed to reaching an agreement with CUPE Local 5543. We truly appreciate the incredible staff that support our students in schools every day in various roles from Educational Assistants, to library technicians, school office staff, as well as many staff who work in our Division Office. They contribute daily as we all work towards our Ultimate Goal of Student Success & Well-being. The offer remains to return to the bargaining table and we have set aside the dates of February 20th and 21st for additional mediation sessions.

Impact on Student Learning

We understand that a potential strike will have an impact on schools and student learning. We are working diligently to have classrooms, schools and offices remain safe and welcoming spaces.

A strike action can be disruptive and impact school operations. Please be assured that we are actively working towards a resolution. Schools have contingency plans to ensure that learning continues and we are working diligently to support the safety of students. There may be adjustments to programming for students who need extra support. Schools will be in contact with these families. Parents with questions about individual circumstances are encouraged to reach out directly to their child’s school.

Timeline

March 19, 2025 - PSD Special Board Meeting

March 18/19, 2025 - CUPE Ratification Vote

March 17,2025 - Tentative Collective Agreement Reached

March 13,2025 - Bargaining Session

March 10, 2025 - Bargaining session

February 25, 2025 - Full Strike Action Begins

February 24, 2025 - At 9:06pm, CUPE Local 5543 informs PSD that full-strike action will commence the following morning.

February 20-21, 2025 - 2 full-days of negotiations

February 18, 2025 - Work-to-rule campaign begins for members of CUPE Local 5543.

February 14, 2025 - CUPE Local 5543 serves 72-hour strike notice.

February 9-10, 2025 - CUPE Local 5543 strike vote.

January 29, 2025 - CUPE Local 5543 requests strike vote with the Alberta Labour Relations Board. Dates chosen for strike vote.

January 18, 2025 - Two-week cooling off period begins

January 16-17, 2025 - Mediation Sessions (CUPE request for mediator to be 'written out')

December 19, 2024 - Pre-mediation bargaining session

October 29, 2024 - Bargaining Session (CUPE request for mediation)

October 9, 2024 - Bargaining Session

June 2024 - First contract ratified between PSD and CUPE (formerly Central Alberta Association of Municipal and School Employees (CAAMSE))

FAQ - Staff

General Job Action Questions

Q: What is job action?

A: Job action is a significant mechanism in Alberta’s labour relations system, allowing either employers or unions to leverage negotiations during collective bargaining. It can take two main forms:

Strike: Union withdraws labour from the employer, either entirely or partially, through reduced services or rolling strikes at specific sites.
Lockout: Employer prevents employees from working.

The Alberta Labour Relations Code regulates job action, including rules around lawful strikes and lockouts. For instance, a union must gain approval for a strike vote from the Alberta Labour Relations Board (ALRB), and a majority vote must support the strike. A majority vote empowers union leaders but does not guarantee a strike, as negotiations often resume.

Q: When is a strike legal?

A: A strike is legal when it meets all of the following conditions:

the collective agreement has expired;
the parties have entered into collective bargaining;
the parties have reached an impasse in bargaining;
the parties have worked with a formal mediator;
a 14-day cooling off period has transpired following mediation;
a Labour Relations Board supervised strike vote has been held and more than 50 per cent of those voting are in favor of a strike; and
a 72-hour notice had been issued before the strike commences.

Q: When is a strike illegal?

A: Any job action is illegal if one or more of the required conditions (above) have not been met.

In summary:

Local 5543 applied for a strike vote with the Alberta Labour Relations Board on January 29, 2025. At least seven (7) days must pass before the planned voting date.
Local 5543 has planned their supervised strike vote to take place February 9th and 10th.
Employers’ organizations must apply for a lockout vote at least fourteen (14) calendar days in advance.
Once a supervised vote is certified, the union is in a legal position to issue a 72-hour strike notice.
Should the strike vote be certified after February 10th, CUPE Local 5543 would be in a legal position to issue a 72-hour strike notice.
CUPE issued a 72-hour strike notice on February 14th.
CUPE began a work-to-rule campaign February 18th.
CUPE notified PSD of a full strike on the evening of February 24th.
CUPE's full strike action began February 25th.

Q: What is picketing and are employees permitted to participate in picketing?

A: During legal job action, striking employees are able to participate in peaceful picketing during working hours on public property. Please note that striking employees are not able to access our schools to use washrooms or in any work related capacity. Employees who are not on strike may only participate in picketing during non-working hours.They are not considered absent from work as long as they return to work for their expected working hours.

Q: Can contractors be hired to fulfill work that is not being completed?

A: In the Education sector, there are no prohibitions on employers hiring contracted workers or workers of other bargaining units to fulfil work that is not being completed by striking employees.

Q: How will individuals know when job action is over?

A: Information regarding the job action will be posted on the PSD website and regular updates will be provided. As well, there will be broader email communication provided.

Q: What are the expectations of non-unionized employees or employees belonging to other unions during job action?

A: All non-CUPE employees are expected to attend work during job action. As job action is not business as usual, their current work may be paused or altered, and they may be reassigned to support the job action response where needed. This includes completing additional tasks and performing critical work functions that are not within the scope of their regular job duties.

Q: Are all staff, other than those in the union that have taken job action, required to report to work? Can they do the work of the striking employees?

A. Yes, non striking employees are required to report as scheduled and perform the normal duties of their position. Unionized staff will not be asked to perform the key functions of bargaining unit members that are taking job action, however, there are many duties that overlap between bargaining units that can absolutely be completed during job action. Non-teaching staff may be assigned student supervision duties under the direct supervision of the Principal or a designated teacher. Concerns regarding assigned duties should be addressed through the standard grievance process. Employees are expected to fulfill their assigned responsibilities (i.e.,work now, grieve later). Refusing assigned tasks or withholding services may lead to disciplinary action. If you have any questions please reach out to your union/association (IUOE or ATA) for guidance and clarification.

Crossing Picket Lines

Q: Is it legal for CUPE employees to cross a picket line and return to work with the employer?

A: Yes. Employees can decide to return to work at any time. There is no law or legal requirement that prevents an employee from crossing a picket line and engaging in work with the employer during a strike.

Q: Will I lose my job once the strike is over if I cross the picket line because the union says I will no longer be ‘in good standing’?

A: No. You will not lose your job if you cross the picket line, but the Union may discourage you from working by threatening fines or imposing union discipline. CUPE is prohibited by law from doing anything that would affect your employment, security and your promotional opportunities if you decide to work.

Q: Can a union impose a fine or punish its members for refusing to strike?

A: It is expected that CUPE’s internal constitution allows for them to issue fines. If you are not a member of CUPE, you are in no way bound by their constitution and no action of any kind regarding fining you can be taken. Unions cannot collect fines. This position has been made clear in a variety of cases across Canada. So, what this practically means, is that CUPE can fine its members, but they have no way to collect that fine. If CUPE attempts to impose fines, it may be in an individual’s best interest to obtain legal counsel, as attempts to collect these fines would be unlawful.

Q: If a member crosses the picket line, will they be identified by the union by having their union dues deducted?

A: No, the Employer will not deduct union dues from the pay of employees who decide to cross the picket line and work at any point during strike action.

Leaves due to Illness or Injury

Q: What if unionized employees are calling in sick, is a doctor’s note required?

A: Striking employees are not eligible for sick leave during a strike; therefore, they will not be required to bring in a doctor’s note.

Q: If an Employee is on long-term disability (LTD) before job action commences, does the LTD benefits continue?

A: Yes, the employee will continue to receive LTD benefits.

Q: What happens if a unionized employee becomes ill during job action, will they be eligible for any sick leave or long-term disability (LTD) benefits if needed?

A: In general, employees are not entitled to new sick leave benefits during job action. They may be placed on such leaves following the completion of any job action. If the employee is on existing sick leave, remains ill or injured, and is waiting for a response to a LTD application, the employee will remain on any benefits they are entitled to.

Q: What happens if a unionized employee is away on vacation when job action begins? Will they get paid?

A: Any vacation approved prior to job action taking place may be taken. However, when they return, then they are considered to be on strike.

Benefits and Pension

Q: Does benefit coverage for unionized employees stop as a result of a job action?

A: The union will be responsible for covering the cost of striking employees’ benefit premiums during job action. It is up to the trade union representing employees to take steps to ensure payment of the full premiums of the insurance scheme it seeks to protect during the strike or lockout. Provided this is completed, benefits will remain intact.

Q: What happens to pension plan contributions for unionized employees during a job action?

A: Neither the employee nor the employer will pay into the pension plan during the length of the job action. However, their plan continues, and they do not lose any entitlement earned up to the date of the job action beginning.

Q: Will a unionized employee be able to buy back their pensionable service they lost during job action?

A: This has not been determined. More information to follow.

Q: Can an employee retire during a job action?

A: Yes, however, there may be a delay in processing their retirement documents during job action.

Information and Technology Access

Q: Will unionized employees who do not attend work have access to employer information (i.e. emails, documents, tools, and resources)?

A: During job action, employees will continue to have access to their email and Atrieve Self Serve; however, striking employees should not be using the employer’s assets, resources, or protected sites.

Q: What if a unionized employee is sending emails while they are participating in job action?

A: Employees will be required to continue to follow the employer’s policies and practices on the acceptable of its systems, including emails.

FAQ - Parents

What is a CUPE strike?

A CUPE strike involves employees represented by the Canadian Union of Public Employees (CUPE) stopping work to negotiate changes to their collective agreement.

In the case of schools, this means support staff like educational assistants, secretaries, librarians, therapists, and speech/language assistants. At PSD’s Division Office, this includes some computer technicians, some members of the business/finance team and transportation office staff.

How long will the strike last?

It's impossible to predict the duration of a strike. Both the union and the school board will work towards a resolution as quickly as possible.