The date format used on the monthly report is as follows:
year/month /day. E.g.: 2020/08/29
The purpose of the calendar that you received from the Parity Committee is to have you indicate the “weeks finishing” dates on the preprinted monthly payroll report (paper form). It is important that you adhere to the calendar so that we have the same reference periods for the annual vacation and the sick leave bank.
You should inform us of this situation. We will amend the calendar so that it matches your pay periods.
You will receive a letter instructing you to make the appropriate corrections to your subsequent reports. The monthly report completed manually (paperform) may also be returned to you depending on the level of non-compliance.
1. Holidays: Date of the event
2. Annual vacation: Last day of the week in which the payment was made.
3. Severance pay : Last day of the week to which the payment belongs.
4. Wage adjustment : Last day of the week to which the payment belongs and the number of hours paid
5. Social holidays: Date of the event and the number of hours paid.
6. Sick leave: Date of the event and the number of hours paid.
7. RRSP : Last day of the pay period or last day of the monthly payroll report and the number of hours paid.
NOTE: You must make sure that these dates do not extend beyond the period of the current report.
The compensation of the first holiday is listed in the supplementary wages column on the first holiday line (01). The compensation of the second holiday is listed in the same in the same column on the second holiday line.
An adjustment is a payment that refers to a previous pay period. You must enter the amount and the date to which this payment corresponds, and not the date of payment.
Assuming that the amount of the overpayment had been reported, enter the negative adjustment in the adjustment column along with the pay period date to which the adjustment refers.
You must enter this payment in the adjustment column in the monthly report for the month of November along with the date corresponding to the Thanksgiving Holiday of the month of October.
You must fill an amended monthly payroll report for the month when the indemnity should have been reported. This amended report must only include the holiday indemnity that you had omitted to report on the original report.
You must enter the hours actually paid on your monthly report at all times. When you make adjustments, you will have to report them in the adjustment column of your monthly report.
For each employee, you must enter the premium number (1 to 10), the week ending date and the amount paid weekly for this premium, in the supplementary wages section, P1 to P10.
You must enter the 25 hours worked at the hourly rate of $18.04 in the regular wages section of the monthly report on the first line of the concerned week and the 15 hours at the hourly rate of $19.00 on a different line of the concerned week in the same section.
Since the acquisition of the A-01 status will be determined according to the employee’s availability and average of hours of work for the entire period, classification A-01 or A-02 has to be reported on the monthly payroll report accordingly to the classification of the employee.
You likely forgot to report this employee’s termination of employment or it was reported under the wrong heading. As soon as a date of termination of employment is reported for an employee, the employee in question is deleted from your pre-printed reports. There is, however, a waiting period between the reception and processing of your monthly report.
You must only report the security work done.
The monthly report must be submitted to the Parity Committee no later than the 15th day of the following month. E.g.: Monthly report for the month of October must be sent by November 15th.
Section 22 c) of the Act respecting collective agreement decrees provides for a 20% penalty on the difference between the obligatory wage and that actually paid.
Notwithstanding section 22 c) of the Act respecting collective agreement decrees, the Parity Committee grants a 45-day grace period to an employer in the case of an automatically generated “A” claim, whereas in the case of a manually generated “M” claim, namely produced by an inspector following an inspection or a complaint, the 20% penalty applies right away.
Conditions of payment of interest on claims (as of January 1st 2017)
If the Parity Committee receives a complaint from an employee requiring the payment of the interest on amounts due, the interest payment to the employee will be required.
If a claim is subject to legal proceeding, the interest payment to the employee(s) will be required.
You must calculate the interest from the date of the claim until the payment date, and pay it to the employees at the same time as the payroll adjustment related to the claim.
No It is up to the employer to include the adjustments related to the claims produced by th Parity Committee in the incomes of the employees.
The computer software processes the data as submitted on the employer’s monthly payroll report. If your report mistakenly indicates 40 hours worked at $18.04/h and if you indicate $72 in paid wages instead of $721.60, the computer software will automatically generate a claim in the amount of $649.60 for the wage difference for the concerned week.
The employer will then have to show that the wages were paid correctly, after which the claim can be cancelled.
You must include the cumulative amount of the claims that you paid to the employee concerned in order to calculate the annual vacation, the sick leave bank and severance pay, as the case may be.
You must report the amounts paid in the monthly report’s period in which the amount was paid.
You must report the information (object, date, amount*) as it appears on the document "état récapitulatif des réclamations par salarié" attached with the claim (*if the amount shown corresponds to the amoune actually paid to the employee, otherwise enter the amount paid).
The Decree applies to the entire territory of the Province of Québec.
The Decree applies when security work is done, as defined in section 1.01, paragraph 20o of the Decree.
The Act respecting collective agreement decrees (s. 29 d) does not apply to a student undergoing a period of training without pay under the responsibility of a school board or an educational institution. Please refer to the Ministère de l’Éducation du Québec to obtain the list of recognized institutions.
However, the hours of training done on a work site are payable at the rate of the Decree (s. 4.07 of the Decree). We also refer you to the Act respecting labour standards.
No. The provisions of the Decree are public policy (s. 11 and 12 of the Act respecting collective agreement decrees).
The hours actually worked must be paid in the same week (s. 3.01, 3.03 and 3.04 of the Decree). The section of the Decree concerning the possibility of staggering hours was repealed on May 2, 2004.
The employee is entitled to notice as soon as he is credited with 3 months or more of service. However, there are certain exceptions (s. 3.08 of the Decree).
As stipulated in section 4.06 of the Decree, the earnings statement must contain the following information:
a) the employer’s name;
b) the employee’s name and given name;
c) the status of the employee defined in paragraphs 14, 15,16 and 17 of
d) the date of payment and the work period corresponding to payment;
e) the number of hours paid at the applicable rate during the hours of the regular workweek;
f) the number of overtime hours paid at the applicable increase;
g) the nature and amount of premiums, indemnities or allowances paid;
h) the wage rate;
i) the amount of gross wages;
j) the nature and amount of deductions made;
k) the amount of take-home pay;
l) the annual vacations accumulated;
m) the percentage for sick leaves accumulated.
No. S. 4.04 and 4.06 of the Decree.
You cannot make such a deduction from his wages, unless the employee signed a specific authorization in this respect (s. 4.10 of the Decree).
Furthermore, the cost of uniforms and equipment is paid entirely by the employer (8.02 of the Decree). No deduction of wages is permitted in this respect.
The Decree contains no such provision. However, if you grant a monetary benefit that is superior to the Decree, it will be considered as being part of the hourly wage (s. 4.15 of the Decree).
Employees must receive the payment of their annual vacation before they go on vacation. The calculation of the cumulative wages ceases at the end of your reference period and not at the date on which the employee goes on vacation, regardless of when your employees go on vacation.
An employee hired during the reference period is not eligible for the payment of the annual vacation before the end of your reference period, unless the employment relationship was severed. The annual vacation cannot be taken and/or paid ahead of time (s. 5.10 of the Decree).
The main advantage of the class A-01 employee is that he accumulates 2% of his wages and benefits from a sick leave bank after validation of its status as of October 31 of each year. (s. 7.02 of the Decree).
The sick leave bank is earned on October 31 of the reference year. It can be used in the following year between November and October. The balance that remains unpaid for an employee still in your employ on October 31 will be payable no later than December 10th following the end of the reference period. (s. 7.02 of the Decree).
The 40-kilometre radius is calculated as the crow flies between the employer’s office and the work location. There are software programs and web sites that can help you establish the number of kilometres (s. 8.01 of the Decree).
If the employee must testify in Court for an incident that occurred in the performance of his duties, you must pay the employee as if he were at work, provided that this day is a work day for him, even if the case involves a previous employer (s. 8.03 of the Decree).
No. An employee on maternity, paternity, parental or sickness leave is not eligible for the indemnity for statutory general holiday provided for in Section 6.3 because although he is still at the employment, he is not working.
The sick leave bank is now acquired on October 31 of the reference year, only if the employee has met the following criteria:
Have completed his trial period;
Have completed an average of 30 hours of work per week between 1 November and 31 October of the reference year;
Be available to work at all times up to 40 hours per week;
Once the sick leave bank amount is earned, it can be used in the year following the reference year during which it was accumulated. The reference period begins int the first week of the November monthly payroll report and ends in the las week of the October monthly payroll report.
Given that the annual vacation and severance pay concern two different reference periods, the amounts must be reported separately as they are considered separate items.
If during the computer processing of your report, we ascertain that an insufficient amount was paid, a claim will be generated for the annual vacation or for severance pay or for both. Make sure that you do not mix up the amounts of the annual vacation and severance pay.
If you reported the annual vacation and severance pay in one lump-sum amount and this amount is insufficient, the payment will be applied first to severance pay. The remaining amount will be applied to the annual vacation. As a result, this amount will not correspond to the amount that you paid and reported. That is why a claim for the annual vacation will be generated.
For more information, please refer to the section “Concerning the annual vacation”.
Points that should be checked:
• Do the dates of the reference period entered on the claim correspond to those on which your calculations are based. If so, are the cumulative wages of the claim the same as those of your payroll register?
• Did you report the exact gross amount of the annual vacation paid to the employee at the right spot on the monthly payroll report as well as the date of payment?
• If you have paid claims, did you include the amounts paid to the employee in his cumulative earnings?
Employees must receive the payment of their annual vacation before they go on vacation. The calculation of the cumulative wages ceases at the end of the reference period and not on the date when employee goes on vacation, regardless of when your employees go on vacation.
An employee is not eligible for the payment of the annual vacation during his first year of employment before the end of your reference period, except where the employment relationship is severed.
The employer's mandatory contribution to RRSP must be included in the calculation of the annual vacation leave.