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Labour Relations / CUPE

CUPE Local 3203 Labour Relations / Job Action update

This website will be updated as information becomes available.

On March 10, the Horizon School Division was informed that the Canadian Union of Public Employees (CUPE) local 3203 who represent Horizon support staff working within the schools and communities located within the M.D. of Taber have decided that collective bargaining has reached an impasse. They have asked the mediator to sign out "Book Out" and no future meeting dates are schedule at this point in time. This means that labour disruption / strike action is possible in the coming weeks. It is important to note that the following information only applies to schools within the M.D. of Taber. School operations within Milk River, Warner, and Lomond will continue as normal.

Horizon support staff are integral members of our school communities, and we appreciate them and their dedication to supporting our students. We also respect their right to take job action.

We are committed to supporting our students, families, and staff as effectively as possible should CUPE decide to take labour action. Safety, health, and security of our students and staff are paramount and will influence our decisions as we navigate the impact of any job action.

At this time, we are not certain what job action the Union will undertake, but we recognize that a short turnaround time will not give parents much opportunity to respond to potential changes in programming such as a shift to at-home learning and cancellation of services and activities.
Safety is a Priority

Our Division is developing contingency plans to ensure as minimal disruption to the classroom as possible. These plans are being developed in compliance with In-Person Learning Regulation (Alberta Regulation 226/2022) and Ministerial Orders issued to other striking school divisions which exempt students from in-person learning. Our intent is to have schools remain open in the event of CUPE withdrawing their services. We recognize that the absence of these valuable staff members will be noticed and that daily operations will be a challenge. Schools are working on contingency plans; we acknowledge that not all activities will be able to occur in the event of labour disruption and not all students may be able to attend school daily.

We know this news is inconvenient and can bring questions. We encourage you to stay informed by  monitoring the Horizon website, https://www.horizon.ab.ca which will contain the most accurate and current information.

More information can be found below and we will be shared with you as it becomes available, and we remain committed to timely communication (prior to the next school day) if Horizon receives formal strike notice. If you have any questions about what this means for your child, please do not hesitate to contact your child’s school.

We appreciate your patience and understanding as we navigate this challenging situation.

CUPE Local 3203 sites

Canadian Union of Public Employees (CUPE) local 3203 represents support staff at the following locations:

  • ACE Place
  • Arden T. Litt Centre for Learning
  • Barnwell School
  • Central Elementary School
  • Chamberlain School
  • D.A. Ferguson Middle School
  • Dr. Hamman Elementary School
  • Enchant School
  • Hays School
  • Horizon Mennonite Alternative Program (HMAP)
  • L.T. Westlake Fine Arts Elementary School
  • Taber Christian School
  • Taber Christian High School
  • Vauxhall Elementary School
  • Vauxhall High School
  • W.R. Myers High School
  • Hutterian Bretheran Schools
    • Cameron Farms Colony School
    • Copperfield Farms Colony School
    • Enchant Colony School
    • Evergreen Colony School
    • Hillridge Colony School
    • Midland Colony School
    • Oaklane Colony School
  • and the Horizon Maintenance Department

CUPE Local 3203 Members

Canadian Union of Public Employees (CUPE) local 3203 represents the following active job roles at Horizon School Division:

  • School based staff
    • School Administrative Assistants
    • Educational Assistants
    • Colony Educational Assistants
    • School Learning Commons Support
    • Pre-Kindergarten Early Learning Educators
    • Sign Language Interpreters
    • Food Services Workers
  • Maintenance Staff
    • Journeyman
    • Facilities Maintenance Technicians
    • Maintenance Workers
    • Temporary Maintenance Labourers
    • Operation and Maintenance Administrative Assistant
  • Division support staff
    • Speech Language Pathologists
    • Educational Courier Driver
    • Mennonite Liaison Consultant and Coordinators

Collective Bargaining Process (click here)

Background

Previous Collective Agreement Enhancements (click here)

  • Ratified June 5, 2024, Sept 1, 2020 to Aug 31, 2024 Memorandum of  Understanding (MOU)
  • Vacation pay increase for those with 25 or more years of experience – 2%
  • Enhanced eligibility for benefits (Temp employees, and shorter probationary period)
  • September 1, 2023 market adjustment that included:
    • Secretary - $1.32 (equals 5.7 to 6.8% dependent on grid step)
    • Educational Assistants – $1.87/hr (equals 9% to 11% dependent on grid step)
    • Colony Educational Assistants – $2.36/hr (equals 11.3 to 13.9% dependent on grid step)
    • Librarian – $1.52 (equals 7.1 to 8.6% dependent on grid step)
    • Journeyman – $1.39 (equals 4%)
    • Facility Maintenance Technicians – $1.19 (equals 4.2%)
    • Pre-K Early Learning Educators – $1.26 (equals 4.9 to 5.8% dependent on grid step)
  • February 1, 2024 – 2.75%

Bargaining Timeline

Opening new Round of Bargaining (Previous Collective Agreement expired August 31, 2024)

  • June 26, 2024 – CUPE provides notice to commence bargaining
  • Nov 15, 2024 – Meeting #1 - Exchange proposals
    • Horizon’s proposal contains 10 pages (20 items)
    • CUPE’s proposal contains 53 pages (44 items)

Mediation

  • Nov 22, 2024 – CUPE files for formal mediation 

Negotiation

  • Feb 7 and March 3, 2025 – Meetings (without mediator)
    • Numerous items signed off and withdrawn

Mediation

  • March 7, 2025 - Meeting # 3 (1st meeting with Mediator)
    • Several items signed off and withdrawn
  • CUPE seeking significant $/hr wage increase over 2 years in addition to other monetary items
  • Employer has offered 10% general wage increase over 4 years (3%, 3%, 2%, 2%) in addition to other monetary items

Possible next steps

What is the potential timeline for strike action?

  • CUPE declared an impasse and requests that the mediator book out on March 10, 2025. We anticiapte formal communications form the Labour Board in the coming days which would officially commence the 14 cooling off period.
  • CUPE Local 3203 Unions may then apply to the Alberta Labour Board for a strike vote, held after the 14-day cooling off ends.
  • Following an Alberta Labour Relations Board supervised strike vote, CUPE 3203 has 120 days to issue a 72-hour strike notice, which could come as early as the end of March.  This notice would communicate their intent to begin job action which could include work-to-rule, partial, or complete withdrawal of service

What this means

As long as the labour action remains a work-to-rule campaign, school days could continue without disruption. However, the union can escalate their labour action to a full strike without further notice. The Division is now in a situation in which we must implement contingency plans. Our Division is exploring multiple options to minimize disruptions, but due to the potential of sudden reduced staffing, we will have to make temporary adjustments. The safety and well-being of every student remains our top priority.

We remain committed to reaching an agreement with CUPE Local 3203. We value the amazing staff that support our students in schools every day in various roles from Educational Assistants, to school office staff, as well as the staff who work in our Division and Maintenance Office. They contribute daily as we all work towards our ultimate goal of student success & well-being. The Division remains committed to returning to the bargaining table for additional mediation sessions. 

Impact on Student Learning

We are committed to supporting our students, families, and staff as effectively as possible. Safety, health, and security of our students and staff are paramount and will influence our decisions as we navigate the impact of any job action. Our Division is fine tuning our contingency plans to ensure as minimal disruption to the classroom as possible. Our intent is to have schools remain open in the event of CUPE withdrawing their services. We recognize that the absence of these valuable staff members will be noticed and that daily operations will be a challenge. Schools have contingency plans in place, but we acknowledge that not all programming and activities will be able to occur in the event of labour disruption and not all students will be able to attend school.

  • Pre-Kindergarten programs – will most likely be suspended for the duration of any labour disruption.
  • Students needing additional supports - we have assessed the needs and created plans to best support each student. Accordingly, students requiring specialized care or medical assistance, for example, may have loss of supports. Your child’s school will directly communicate learning plans with you as soon as possible. Contingency plans may include having other students stay home to accommodate those who require additional support.
  • Extracurricular, off campus activities, and school / community events – may be impacted during the strike. Schools will communicate as early as possible should events become cancelled.

At this time, we are not certain what job action the Union will undertake, but we recognize that a short turnaround time will not give parents much opportunity to respond to potential changes in programming such as at-home learning and cancellation of services and activities. 

Picket lines at schools

Picket lines may make roads more congested at drop-off and pick-up times. Be extra aware of pedestrians if there is a picket line at your school.

Picketing may not occur on Division property including property leased by the division and must remain outside the perimeters of the school grounds/Division property. A legal picket line should be peaceful and serve only to impede access to a building, not to deny access, not to threaten, harass, or injure those who need to access the school/building. Individuals wishing to cross a picket line should calmly tell picketers that they have a right to enter the facility and ask the picketer to allow them access. A picket line that results in denial of access to Division property, or is threatening or non-peaceful, or that occurs on Division property, is not a legal picket line. If you observe any of these illegal activities, including any violence, intimidation, or threats, immediately contact 911. 

FAQ for families

What happens if a strike vote is defeated?

  • 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 resume.

What’s the role of the government in negotiations?

  • There are 155 separate collective agreements for public sector employees that are negotiated with unions in Alberta.
  • Alberta's public sector has more than 249,000 unionized employees working in the core public services of healthcare, K-12 public education, post-secondary institutions, and the public service. 
  • The Government of Alberta, via the Provincial Bargaining and Compensation Office as per the Public Sector Employers Act (PSEA), issues mandatory bargaining directives to all public sector employers negotiating contracts with unionized staff, which, School Divisions are required to use to inform and guide negotiations.

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

  • 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.

What is job action?  

  • The term job action can be defined as an action taken by employees or the employer to inconvenience, pressure, or attempt to force the granting of certain demands between the parties because of the collective bargaining process. Job action can occur when bargaining unit employees choose to strike, or when the employer chooses to lockout bargaining unit employees. Other terms used to describe job action include “work stoppage”, “labour disruption”, and “Strike”.
  • Job action activities could include strikes, rotating strikes, lockouts, and passive “work to rule” activities, such as: refusing to report to work as scheduled, leaving work early, refusing to perform assigned work, groups calling in sick at the same time, engaging in slow downs, attending union meetings or information sessions on the employer’s time and without employer permission, etc. 

What is the school division doing to resolve this dispute?

  • Horizon is committed to ongoing negotiations and reaching an agreement with CUPE Local 3203 as quickly as possible. We value the important contributions of our staff who are CUPE members and are working towards a resolution that supports both staff and students.

How long could a 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.

What is a lockout?

  • A lockout may be an employer’s response to a “work-to-rule” job action that is initiated by a Union to equip the division with labour action countermeasures aimed at maintaining consistent education services for students.

How will individuals know when job action is over?

  • Information regarding the job action will be posted on the Horizon website (Horizon.ab.ca) and regular updates will be provided.

Where can I find the most up to date Horizon communication:

  • Please follow our usual communication protocols by contacting your child’s teacher for classroom-specific questions or concerns, and your school Principal for questions about school operations and the Horizon school division website (Horizon.ab.ca) for updates on the strike.

How do I get a hold of someone at the school if secretaries are not there?

  • Parents and guardians are encouraged to reach out to their classroom teacher via email should they need to reach the school. This includes if someone is wishing to report an absence at school. Note: this may be a change from routine for some schools who normally ask you to report an absence through the school office.

What if the matter is urgent or if there is an emergency where I need to contact my student at school? 

  • Schools will have limited reception coverage during a CUPE strike. However, you may first try calling your school. If unsuccessful, call Horizon’s Division Office at 403 223 3547 and our central office staff will be able to connect you to the school administration at your child’s school. Our school Principals or Assistant Principals will call you back as soon as possible.

What is the impact on student learning

  • That will very much depend on what CUPE Local 3203 decides to do.
  • If we receive formal notice of job action, that impacts the school day, we will communicate details of how our operations will adapt to the change. Below we outline what you can anticipate should job action take place:
  • Schools will remain open: 
    • Pre-K will most likely be cancelled
    • Kindergarten through to Grade 12 will continue to operation.
    • Schools will continue to provide safe, welcoming, caring, and respectful learning environments. However, adaptations to operations will be in place and not all students may be able to be at school on a daily basis.
  • Students needing additional supports:
    • We have assessed the needs and created plans to best support each student. Accordingly, students requiring specialized care or medical assistance, for example, may have loss of supports. Your child’s school will directly communicate learning plans with you as soon as possible. Contingency plans may include having other students stay home to accommodate those who require additional support.
  • Bussing services: 
    • All bussing services are in operation. Please check the website Bus Route Service page for updates as normal.  
  • Extracurricular and off campus activities: 
    • May be impacted during the strike; schools will communicate as early as possible should such activities need to be cancelled. 

Will extracurricular activities and school events / field trips continue as scheduled?

  • While we will strive to keep as many activities and events running as possible, some extracurricular activities, school events, or field trips may be postponed or canceled due to limited staff availability. Please watch for updates from your child's school.

Will community use of school continue to be a possibility?

  • Prescheduled joint-use activities may be able to continue. Each school principal will review the details of the activities and consider the unique situation of their school to determine if these activities can continue. Further communication from your school will follow directly to groups involved.

Will meals or snack programs still be provided?

  • Schools offering meal or snack programs will try to continue these services, but availability may vary depending on staffing. Please contact your school for specific details.

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

  • Yes, 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. However non-CUPE employees have the right to refuse to do the work of CUPE employees.

What can parents do to help during this time?

  • We encourage parents to remain patient and understanding during this period. You can help by ensuring your child is prepared for potential changes to their daily routine and by staying informed through official Horizon updates via our website.

Can I volunteer at my child’s school to help during the strike?

  • While we appreciate offers of assistance, schools must adhere to specific protocols (e.g. criminal record checks) and may have limited capacity to integrate volunteers. Please check with your child’s school if they are accepting volunteer help.

My school has no CUPE staff, will labour action impact my school?

  • School support staff will continue to support students as normal and school should continue as normal, recognizing that there may be impacts due to striking Maintenance and Division support staff.

I’ve been told that my child is unable to attend school while CUPE is on strike, am I able to send my child to one of Horizon’s schools that does not have CUPE staff?

  • Most likely not, as those schools already have students. With prior principal approval there may be a possibility on a case by case basis. Reach out to the school’s principal.

FAQ for Horizon Employees

What rights do Unionized employees have?

  • 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).
  • A number of staff members have approached us to seek clarification and questioning their rights during a legal strike. To provide employees with as much information as possible, we have compiled key questions and answers. This page will be updated periodically, check back for more information:

Who is allowed to vote in the CUPE strike vote?

  • CUPE members who are part of the bargaining unit (3203) are eligible to vote. This includes unionized employees covered by the collective agreement in question. According to the Alberta Labour Code, this includes all employees in the unit affected by the dispute.

Who should vote in the CUPE strike vote?

  • 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.

What happens if a strike vote is defeated?

  • 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 resume.

What happens if there is a positive strike vote?

  • 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 to reach a fair settlement regardless of the outcome of the strike vote.

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

  • Once a lawful strike or lockout is in progress, the Labour Code allows persons to engage in peaceful picketing during working hours on public property.
  • The Labour Board has the power under the Code to regulate lawful picketing. It will do so where necessary to maintain the lawful character of the picketing and preserve the peace. The parties may themselves reach agreement on picketing protocols. 
  • Striking employees are not able to be on school property or access schools to use washrooms.
  • Striking employees who are also parents of Horizon 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 if they return to work for their expected working hours.

What should we expect from picketing

  • Non CUPE staff refusing to cross a picket line may be disciplined / laid off
  • The right to picket in connection with a labour dispute is subject to the following:
    • Can walk in front of workplace with placards
    • Can communicate through flyers, buttons, posters
    • Can briefly stop members of the public and employees attempting to cross the picket line
    • Can’t threaten, intimidate, restrain
    • Can’t trespass on property without consent
    • Can’t damage property
    • Can’t use defamatory placards
    • Can’t create a nuisance
    • Can’t obstruct access to property
    • it must be peaceful;
    • it must take place only at the striking or locked-out employees' place of employment;
    • it must be conducted without wrongful acts (e.g. obstructing a person who wishes to cross a picket line)
    • picketers 
  • NOTE: Anyone may peacefully engage in picketing at the striking employees’ place of employment, This includes non striking employees, but they must report to work and perform their normal duties but may participate in strike activity when off-duty.

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

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

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

  • Yes, the employee will continue to receive LTD benefits.

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?

  • 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.

Who can file complaints about unlawful picketing

  • Any person affected by a strike or lockout may apply to the Labour Board for an order regulating lawful picketing. 

Is it legal to cross a picket line and return to work with the employer?

  • 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.
  • There are no provisions in the Labour Relations Code that allow non-striking employees to refuse to cross a picket line. Non-striking employees are required to report to work.
  • Unionized employees (e.g. ATA) who refuse to cross the picket line may be participating in an illegal strike. Both unionized (ATA) and non-unionized employees who refuse to cross the picket line may be subject to employer discipline.
  • Employees who are not involved in the strike or lockout may not refuse to do their work because the "struck" work is not being done by union members or is being done by someone else. 
  • An employee who is not on strike may not be disciplined for refusing to perform the work of another employee on legal strike. 
  • Some workers are not considered employees under the Code (e.g., managers) and these workers can be required to perform striking workers’ duties.
  • Employees may return to work without a collective agreement being in place. This could be because the union has called off a strike or the strike has run longer than two years and is deemed to have ended without a new agreement being reached. It could also be that the union’s bargaining rights have been revoked during the course of the strike or lockout.
  • Employees who return to work under the provisions of the Code do so on terms reached by the employer and the employee.

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’?

  • 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 discipline.
  • CUPE is prohibited by law from doing anything that would affect your employment, security and your promotional opportunities if you decide to work.

Can a union impose a fine or punish its members?

  • We expect that CUPE’s constitution allows for fines. If you are not a member of CUPE, you are in no way bound by their constitution and no action of any kind purporting to fining you can be taken.
  • CUPE cannot collect fines. This position has been made clear in a variety of cases across Canada. So what this means, is that they can “fine” you, but they have no way to collect that fine.

There are rumours out there that the Union will know who crosses the picket line because these employees will have their union dues deducted and the union will use that information to identify picket line crossers. Is that the case?

  • No, the Employer will not deduct union dues from the pay of employees who decide to cross the picket line and decide to work for us. 

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

  • 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.

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

  • Section 155 of the Labour Relations Code protects pension rights and benefits during a strike or lockout. There is also protection for medical, dental, disability, life and other insurance schemes. 
  • 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.

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

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

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

  • 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.

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

  • This has not been determined. 

Can an employee retire during a job action?

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

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

  • During job action, employees will lose access to their job site, and may lose access to email, computer logon, and software such as Atrieve Self Serve; striking employees should not be using the employer’s assets, resources, or protected sites.

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

  • Employees will be required to continue to follow the employer’s policies and practices with regard to acceptable use of its systems, including emails.

Is a striking or locked-out employee still considered an employee?

  • Yes. Although employees are not working and are not entitled to pay, they are still considered employees and cannot be terminated simply because of being on strike or locked out. When the strike or lockout ends, they are entitled to be reinstated in preference to any employee hired as a replacement during the dispute. An employee must ask for this reinstatement as soon as the strike or lockout is over. This reinstatement provision does not mean that all employees will be automatically recalled as soon as a strike or lockout is over. For example, practices may have changed causing staffing levels to be reduced.

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

  • 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.

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?

  • 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. Refusing assigned tasks or withholding services may lead to disciplinary action. If you have any questions please reach out to your union/association for guidance and clarification.

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

  • 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. Many students 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.

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

  • 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.

Can the Superintendent decide to lockout an employee group?

  • 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.

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

  • 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.

What happens when the strike/lockout is over

  • If no return-to-work agreement exists, each returning employee must request a resumption of employment in writing. If the strike or lockout resulted in a new collective agreement, this request must occur within 14 days of the date on which the employee learns the strike or lockout ended. In any case the request must come within 30 days of the end of the strike or lockout action. 

Communication from the Superintendent

Questions or Concerns?

  • Please direct your questions and comments to your school administration.

Media Contact:

  • Dr. Wilco Tymensen, Superintendent of Schools