Your time is precious. That’s why AMAPCEO has negotiated strong language in your Collective Agreement to put you in more control of your time. You may consider entering into an agreement with your Employer allowing you to use compressed work weeks, flexible hours, and telecommuting.
These alternative work arrangements can help you avoid commuting during peak times, spend more time with loved ones, tend to dependent care needs, or better balance your work/life commitments.
The ability to collectively negotiate the terms and conditions of your employment, including alternatives to traditional work arrangements, is an important advantage of being a unionized professional.
Your Collective Agreement defines the parameters of such arrangements in Article 47.
Collective Agreement Article: 47
First Published: August 5, 2020
Last Updated: December 1, 2020
Types of alternative work arrangements (AWAs)
Compressed work weeks (CWWs)
You and your supervisor can agree for you to work a compressed work week (CWW) schedule. In a CWW, you work additional time each day, which will accumulate to earn you a day off work on a regular cycle.
For example, with a three-week CWW schedule, you would:
- work an extra 31 minutes each day for 14 working days and enjoy the 15th day off.
Or with a four-week CWW schedule, you would:
- work an extra 23 minutes each day for 19 working days and enjoy the 20th day off.
Flexible hours
You and your supervisor can agree on alternative daily schedule when you start and finish work. These alternative times can be consistent across each workday or vary for different days of the week.
Your total number of hours worked each week must still equal the number of hours in a regular work week (or the hours in your compressed work week, if you are also using that option).
Telecommuting
You and your supervisor can agree for you to work from an alternate worksite for an agreed-upon number or hours or days per week.
The most typical location for telecommuting is your home.
How to request an alternative work arrangement
1. Consider which alternative work arrangement(s) would work best for you.
2. Review the Ombudsman - Children & Youth Unit policies, guidelines, and forms around AWAs before making your request. Where there is a conflict between the Employer policy and your Collective Agreement, your Collective Agreement takes precedence.
3. Write a draft of your request. Consider the Employer’s policies, the operational viability of your request for your work unit, and tailor your request to your supervisor accordingly. Try to anticipate and address any issues or objections you think your supervisor may have.
4. Submit your request to your supervisor in writing.
When considering your AWA request, your supervisor must consider your request and its operational viability in good faith.
If your request is denied:
- You have the option of approaching your supervisor to informally try and resolve the issue. Explain how you believe your request is operationally viable. Try to address your supervisor’s objections. Be persistent. You may wish to ask for help from an AMAPCEO Workplace Representative with this.
- If your request is still denied, request this denial and rationale in writing from your supervisor.
- If you believe your supervisor’s denial is not reasonable, you have the option of working with a Workplace Representative to:
- file a Stage One dispute (a grievance); and/or
- ask the Ombudsman Union / Management Employer-Employee Relations Committee to discuss your denial.
If you have questions or need assistance
Please contact an AMAPCEO Workplace Representative in the Ombudsman - Children & Youth Unit, and get in touch by email.
Workplace Representatives are trained union members who have volunteered to confidentially assist members like you in the workplace. They should be your first point of contact in seeking information and representation with an issue at work.
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