Please communicate with the Bureau de la Sécurité privée (click on this link to access the website)
The field of application is determined by the tasks that are performed as well as the nature of the work, and not by the uniform. We refer you to section 1.01, paragraph 1.1o and 20o of the Decree for the actual definitions.
Your complaint is briefly examined by the inspection department, then assigned to an inspector, who will contact you to complete the file.
Every complaint is confidential, unless you authorize the Parity Committee to disclose your name (s. 24 of the Act respecting collective agreement decrees). The Act respecting collective agreement decrees provides for severe penalties (s. 30, 30.1, 31) in the case where an employer dismisses an employee because he filed a complaint with the Parity Committee.
As stipulated in section 24 of the Act respecting collective agreement decrees, the Parity Committee cannot disclose the name of an employee who files a complaint unless the employee consents thereto. We ask that this consent be given in writing.
The time periods may vary significantly from one case to the next. However, we can assure you that your complaint is processed with due diligence and as soon as possible.
The cheque that you received represents a sum that the Parity Committee claimed on your behalf from your employer under the Act respecting collective agreement decrees. If you move, please inform the Parity Committee of your change of address so that the correspondence intended for you is sent to the right address.
The employer who paid the claims will issue the Relevés1 and T4 slips.
This is a management right of your employer. Under the “Regulation respecting the keeping of a system of registration” of the Parity Committee, it is up to the employer to keep an up-to-date register which must contain the number of hours worked per day for each employee, with the precise time that the work began, was interrupted, resumed and was completed. Consequently, the employer may require that you submit time sheets. It is strongly advised that you make note of the dates, times and locations for each shift you worked.
There is no such provision in the Decree. However, a collective agreement could provide for such conditions.
No, under no circumstances. The provisions of the Decree are public in nature (s. 11 and 12 of the Act respecting collective agreement decrees). Consequently, the hours actually worked in a week must be paid in that week (s. 3.01, 3.02 and 3.04 of the Decree).
No. Overtime is calculated on a weekly basis and not on a daily one. For the purposes of calculating overtime, the standard workweek is 40 hours. The hours worked over and above the hours of the standard workweek are overtime (s. 3.01, 3.03 and 3.04 of the Decree).
From the moment that your employer required your presence, in this case, at his offices (S. 3.06 of the Decree).
Only a work certificate may be required under the Decree (s. 3.10 of the Decree).
For each period of 5 hours worked, you are entitled to 30 minutes with pay for the meal period (s. 3.12 of the Decree).
No. It is an increase in the hourly rate. Only those premiums stipulated in the Decree are permitted. Every other remuneration in addition to the wages stipulated in the Decree is considered wages (s. 4.15 of the Decree).
The Decree contains no such provision.
In the case of a dismissal and a permanent layoff, the employment relationship is severed for good.
As for a temporary layoff, the employment relationship is maintained.
Not necessarily, as the employer can relocate you.
No. Employees may, however, turn to the Commission des normes du travail.
Please consult our section on statutory holidays and non-working days with pay.
You are entitled to an indemnity equal to 1/20 of the wages earned during the four complete weeks of pay preceding the week of the holiday, including premiums and the RRSP but excluding overtime hours (s. 6.03 of the Decree).
Under section 6.02 of the Decree, the statutory holiday is Good Friday. Only Good Friday is considered a paid statutory holiday.
No. For all statutory holidays, you are entitled to an indemnity equal to 1/20 of the wages earned during the four complete weeks of pay preceding the week of the holiday, including premiums but excluding overtime hours (s. 6.03 of the Decree). As for the hours worked on this specific day, they are paid at the regular hourly rate.
Personal holidays apply to all employees, from the 1st day worked.
The sick leave bank is acquired on October 31 of the reference year, if the employee has fulfilled the following criteria:
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. The reference period begins int the first week of the November Monthly report and ends in the las week of the October Monthly report.
The balance that remains unpaid is payable no later than December 10th following the end of the reference period
(s. 7.02 of the Decree).
No. The uniform and the equipment required by the employer must be paid for by the employer. He cannot make any deduction on the wages actually paid, for any reason whatsoever, in relation to this uniform and this equipment (s. 8.02 of the Decree).
If you must testify in Court for an incident that occurred in the performance of your duties, even if it involved your previous employer, your current employer must pay you as if you were at work, provided that it is a work day for you (s. 8. of the Decree).
No. An employee on maternity, paternity, parental or sickness leave is not eligible for the holiday indemnity provided for in Section 6.3 because although he is still at the employment, he is not working.
Yes, after 3 months of uninterrupted service, the employee is entitled to a total of 2 paid days of absence per year, for family or parental obligations, or for sickness, organ or tissue donation, or due to an accident, conjugal violence, sexual violence or a crime.