Appendix 4 - Regarding a four (4)-day schedule
The parties agree to invite the local parties to introduce a schedule including a four (4)-day work week.
1. Four (4)-day work week
For full-time employees, the regular work week is modified as follows:
a) The regular work week for employees currently working thirty-two-and-a-half (32.5) hours becomes thirty (30) hours, distributed over four (4) days of seven-and-a-half (7.5) hours of work.
b) The regular work week for employees currently working thirty-five (35) hours becomes thirty-two (32) hours, distributed over four (4) days of eight (8) hours of work.
c) The regular work week for employees currently working thirty-six-and-a-quarter (36.25) hours becomes thirty-two (32) or thirty-three (33) hours, distributed over four (4) days of eight (8) or eight-and-a-quarter (8.25) hours of work.
d) The regular work week for employees currently working thirty-seven-and-a-half (37.5) hours becomes thirty-three (33) or thirty-four (34) hours, distributed over four (4) days of eight-and-a-quarter (8.25) or eight-and-a-half (8.5) hours of work.
e) The regular work week for employees currently working thirty-eight-and-three-quarters (38.75) hours becomes thirty-four (34) or thirty-five (35) hours, distributed over four (4) days of eight-and-a-half (8.5) or eight-and-three-quarters (8.75) hours of work.
For part-time employees, the regular work day is the one provided on the new schedule.
2. Conversion of sick leave and statutory holidays into premiums for full-time employees
- The maximum number of days of sick leave that can be accumulated annually is reduced from 9.6 days to 5 days.
- The number of statutory holidays may be reduced to a minimum of 8 days and a maximum of 11 days.
- These days of sick leave and statutory holidays that are freed up are converted into a compensation index. Depending on the number of days off that are converted, the percentage used to calculate the index varies as indicated in the following table:
| Days converted | Compensation index |
|---|---|
| 12.6 | 4.3% |
| 13.6 | 4.9% |
| 14.6 | 5.5% |
| 15.6 | 6.0% |
The compensation index applies to the hourly rate of pay for the job title, the supplement and the psychiatry premium, as well as the additional remuneration provided in Article 17 and Appendix 1, applied to the hourly rate of pay for the job title.
3. Changes resulting from the new schedule
Full-time employees continue to be governed by the rules applicable to full-time employees.
In addition to benefits such as statutory holidays and sick days, which are taken into account for the purposes of calculating the compensation index, the other benefits to be prorated to the new work schedule are:
| Former schedule | New schedule | |
|---|---|---|
| Weekly premiums and supplements | ||
| Floating days off | 5 days | 4 days |
| Annual vacation leave | ||
| Less than 15 years of service | 20 days | 16 days |
| 15 years of service | 21 days | 16.8 days |
| 16 years of service | 22 days | 17.6 days |
| 17 years of service | 23 days | 18.4 days |
| 18 years of service | 24 days | 19.2 days |
| 19 years of service or more | 25 days | 20 days |
The salary to be used for the purposes of paying the additional remuneration provided under Article 17 and Appendix 1 is the salary stipulated on the new schedule.
The salary to be used for calculating any benefits, allowances or other is the salary stipulated on the new schedule, including the compensation index, in particular for:
- maternity, paternity and adoption leave allowances
- disability insurance benefits
- job-security allowance
- leave with deferred pay
For the purposes of qualifying for overtime, the regular work day for a full-time or part-time employee or an employee doing replacement work is the one stipulated on the new schedule.
The regular work week of a full-time employee or an employee replacing a full-time employee for the latter’s entire schedule is the one stipulated on the new schedule. For an employee doing replacement work on both kinds of schedules, the regular work week is the one stipulated for the job title with the five (5)-day schedule.
4. Rules of application
The local parties, or the employee and the Employer, must agree on the model chosen, its duration and rules of application.
The terms to be agreed upon include in particular:
a) application for a minimum of one (1) year, renewable;
b) the possibility for either party to terminate the agreement after providing notice sixty (60) days prior to renewal;
c) the possibility for the parties to terminate the agreement at any time by mutual consent.
5.
For the duration of their day off, employees may continue to participate in the pension plan, in which case they are credited with the service and pensionable earnings corresponding to the day off. To this end, the parties may agree on the terms for paying the employee’s contributions. Failing an agreement, the employees themselves pay all the required contributions that correspond to the day off.
6.
When it is not possible to give access to the four (4)-day schedule to all employees who volunteer for it, the Employer takes seniority into account in deploying that schedule, unless the local parties come to a different agreement.