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Understanding your rights around overtime (OT) pay is important to ensuring you are fairly compensated for your time. Unifor Local 531 continues to advocate for clear and consistent application of overtime rules, as outlined in our Collective Bargaining Agreement. Here’s what every member should know:
What the CBA Says About Overtime Pay
Article 7 – Pay Administration
7-3.02 states that if you pick up a Company-offered overtime shift in a relief capacity, or if you're working relief and your duty day is extended, you must be paid OT at your relief rate of pay in the pay period the hours were worked.
7-4.08 states that any required shift extensions must be paid at overtime rates. If you are asked to stay longer, even 10 minutes, that additional time is considered OT.
Article 9 – Scheduling
9-7.02 states that if the Company asks you to start your shift early, finish later, or work on a previously scheduled Day Off (with less than the required 48 hour notice), and you agree, you are entitled to OT pay for the additional hours.
9-8.06 states that if you trade into an OT shift, the shift keeps the OT status, regardless of who works it.
Recent Union Advocacy for Members
Posting of OT Shifts
In YYC, we recently addressed an issue with leaders posting 1 and 1.5-hour OT shifts, which violated legislation under the Canada Labour Code (CLC).
CLC Requirement: If an employee is called into work, they must be paid at least 3 hours at their regular rate.
What This Means: Posting OT shifts must be a minimum of 2 hours to satisfy the intent of the CLC.
All leaders at our 3 bases have now been informed of this requirement. This was a clear win for our members.
Overtime for Meetings and Training
An second issue recently came to the Union's attention that YYC senior leaders were directing their DDC, Workforce and operational leaders that overtime was not to be paid for any meetings or training that ran past a members scheduled end time. We advocated on behalf of our members and this has now been corrected. If a member is required to stay at work past their scheduled end time, no matter the reason, they must be paid overtime. Another example of how your union is advocating for you.
Your Rights Under the Collective Agreement and Canada Labour Code
The union continues to push back on any unfair practices and ensures enforcement of the overtime provisions in our agreement.
Members must be aware:
- Payment of overtime isn’t optional when you are required to stay beyond your shift.
- Overtime offered by the company must meet minimum time standards.
- Relief workers are paid at their relief rate when working OT.
- Swapping or trading shifts with OT attached? The shift still is OT.
If you believe your OT was not paid correctly, email your leader or report it to your union representative. We are here to make sure every minute worked is a minute paid.