Cx 04 Collective Agreement
In accordance with most collective agreements, including correctional services( correction services), leave with pay of no more than five days may be granted for various circumstances related to medical and dental appointments and for the immediate and temporary care of family members. This is commonly referred to as “FRL” in the department. There are no plans to defer unused D.D. days to the next fiscal year. The HRMS division has a configuration panel to limit the use/registration of Family Related Leave (FRL) to 5 days. A random sample of four employee files by region was selected, in which the employee had used a total of five days of LRF. The results of our tests showed that, in some cases, when the employee requested D.D.A. beyond 5 days, LWOP measurements were taken. In February 2005, we found that about 18% (2,747 out of 15,269) did not have an LRF over the 2004-265 period.
About 36% (5,442) used two days or less for the same period. In addition, we found that the use of PEAKS of AR in the month of March of each year. Pay rates will change within one hundred and eighty (180) after the signing of the Collective Financial Management Agreement (FI). In accordance with Schedule “E” of the FI collective agreement, rates are paid in the form of lump sum payments before the salary change: we expected appropriate controls to ensure the accuracy of overtime. As noted above, TB Pay Administration guidelines state that departments are responsible for the accuracy and validity of salary entry data. We found that, with a few exceptions, compensation advisors did not verify the accuracy of recorded overtime. In most cases, at the implementation level, the receiving authority (supervisory authority) (section 34 of the FAA) is properly responsible for ensuring that all overtime data is accurately recorded and reflects individual rights under collective agreements. It is assumed that the supervisory authorities are well aware of the requirements of the various collective agreements with respect to alleged overtime.
We also found that compensation advisors generally do not have sufficient information after receiving overtime requests to make payments to ensure that overtime data is properly recorded and in accordance with the provisions of collective agreements. For example, employee schedules (Roster) are not available to certification bodies. Without this information, CAs are unable to verify whether the worker is working his first day off, his second day of rest, etc., which has a direct impact on the overtime rate of pay, i.e. x1.5, x1.75 or x2. We found little evidence that the CA disputes or challenges the information recorded imprecisely and that payments are generated solely on the basis of what appears on the right to overtime.