Teacher Strike Ends, Four-Year Contract Imposed

Summary#

• The Back to School Act ends the province-wide teacher strike and employer lockout by putting a new four‑year contract in place for all teachers.

• It bans any further strikes or lockouts during the contract and sets penalties for breaking the rules.

• The law also sets pay increases, updates substitute teacher pay, adds northern allowances, and commits to hiring more teachers and educational assistants (EAs).

• The Act uses the “notwithstanding clause,” which means it temporarily overrides parts of the Charter and limits legal challenges to this law.

• Key changes:

  • A binding teacher contract runs from Sept 1, 2024 to Aug 31, 2028, with bargaining considered finished.
  • Strike and lockout end immediately; future strikes/lockouts are banned, with fines up to $500 for individuals and $500,000 for organizations per day.
  • General wage increases of 3% in 2024, 2025, 2026, and 2027; a unified salary grid takes effect in 2026 with protections so no teacher’s pay drops because of the change.
  • Minimum full‑day substitute rate set at $271 starting Sept 1, 2025, with standard partial‑day rules; subs are paid for required training.
  • Northern and remote retention allowances added; hiring targets set for 3,000 net new teachers over three years and 1,500 net new EAs by Aug 31, 2028.
  • New contract language on discrimination, discipline and representation, health and safety, and scheduling preferences.

What it means for you#

• Teachers

  • You return to work right away. Strikes are not allowed during the contract. Breaking the ban can lead to fines.
  • Pay increases: +3% retroactive to Sept 1, 2024; +3% on Sept 1, 2025; +3% on Sept 1, 2026; +3% on Sept 1, 2027.
  • From Sept 1, 2026, most divisions move to a common salary grid. Your pay will not go down because of the change.
  • Extra recognition for trade/specialized qualifications tied to Career and Technology courses may place you higher on the grid.
  • New protections: no discrimination, clearer discipline rules, and a right to Association representation in meetings that could lead to discipline.
  • Scheduling: full‑time timetables should be in one block where practical; if not, you can request a written reason.
  • Health and safety: clearer commitments to inform teachers of foreseeable risks of student behavior (within privacy rules).
  • Northern incentives: added allowances for teachers working in remote and northern areas; Fort McMurray allowance continues.
  • Experience credit: a trial lets you count “concurrent” service earned between June 1 and May 31 toward the next Sept 1 step.
  • Vaccines: the government will facilitate voluntary, no‑cost COVID‑19 vaccination access for teachers.

• Substitute teachers

  • Pay increases include subs. Minimum full‑day rate becomes $271 on Sept 1, 2025, with 3% increases in 2026 and 2027.
  • Standard partial‑day and extended‑day pay rules now apply across the province.
  • If the employer requires training to stay on the sub roster, you will be paid for that time.

• Parents and students

  • Schools reopen and stay open under this law.
  • The plan adds 1,000 net new teachers in each of the 2025–26, 2026–27, and 2027–28 school years (total 3,000), plus 1,500 net new EAs by Aug 31, 2028. This is meant to help with large, complex classes.
  • Northern and remote incentives aim to improve staffing stability in hard‑to‑serve areas.

• School boards and administrators

  • End any lockout and resume operations immediately; follow the new province‑wide terms.
  • Share staff information with the Association twice a year; provide financial/benefit data annually.
  • Apply wage and allowance adjustments, substitute pay rules, and northern incentives as set.
  • Hire toward the “net new” teacher targets over three years; EAs hiring target by Aug 31, 2028.
  • Strikes/lockouts are banned; violations can trigger large daily fines. The Labour Relations Board can rule quickly on disputes.

• Residents/taxpayers

  • The law creates a four‑year period of labour stability in schools.
  • Costs will rise due to pay increases and hiring more staff, but the bill does not include a public cost estimate.

Expenses#

No publicly available information.

Proponents' View#

• Ends the strike and gets students back in class right away.
• Provides four years of stability so schools can plan, hire, and support students.
• Gives teachers steady, predictable raises and clearer, more consistent rules across the province.
• Adds thousands of teachers and EAs to address class size and classroom complexity.
• Helps attract and keep teachers in northern and remote areas with targeted allowances.
• Uses the notwithstanding clause to avoid lengthy court delays and ensure schools stay open.

Opponents' View#

• Overrides Charter protections for freedom of association and related rights by using the notwithstanding clause.
• Blocks courts and human rights bodies from reviewing or granting remedies related to this law, limiting legal recourse.
• Imposes terms instead of letting collective bargaining finish, which critics say weakens workers’ right to strike.
• Could be costly due to wage increases and large‑scale hiring, with no public price tag.
• Province‑wide salary grid and centralized terms may reduce local flexibility and could disrupt some local arrangements.
• Strong fines for strikes and lockouts may chill legitimate labour action and harm labour relations over the long term.