As an AMAPCEO member in the Ontario Public Service (OPS), you make a difference every day, serving Ontario’s communities by providing non-partisan expertise to the government of the moment.
You and your colleagues keep pace with the changing needs of the government and the public they serve. But working contract after contract after contract is unfair.
That’s why AMAPCEO has negotiated clear rights for fixed-term employees, including rules on converting contracts into permanent positions. This provides you with a greater degree of stability and alleviates the negative effects of precarious employment.
This is good for public services, too—ensuring Ontarians are served by knowledgeable professionals with an ever-growing body of experience.
The plan covers prescription drug costs, hospital accommodation, and paramedical expenses, and has optional vision and hearing and dental benefits packages. You can choose individual or family coverage.
If you opt in, you will:
be covered for the duration of your fixed-term contract and any subsequent contracts that are not interrupted by a break longer than 13 weeks;
pay 100% of the monthly premiums, the amount of which will be based on the level of coverage you select, and if you choose individual or family coverage;
be automatically enrolled in the employee-paid Catastrophic Drug Coverage (CDC) plan, which provides 100% coverage for eligible drug expenses above an annual threshold of $10,000; and
Immediately upon hire, you will be advanced 3.75 vacation credits—which is three full months’ worth.
After three full months of service, you will continue to earn 1.25 vacation credits for each full month of service (at work, on vacation, or on paid leave). This works out to 15 working days (three weeks) each year. You will not accumulate credits while on an unpaid leave.
Credits will be deducted from the 3.75 advanced credits if you do not meet the attendance thresholds for a particular month during your first three full months of employment (i.e., if you are on an unpaid leave).
Credits will be pro-rated for part-time FXT employees.
Your vacation credits will not expire as long as you are continuously employed in the OPS, and you can carry forward any amount of credits.
If you have not yet completed six months of service in the OPS:
you cannot begin to use your vacation credits; and
if you leave the OPS, you will receive 4% in pay in lieu of vacation.
You can use your vacation credits from the first month of employment.
If you leave the OPS, you will be paid out for your unused vacation credits.
In reviewing your vacation request, your manager may consider operational requirements, but not unreasonably deny your request.
You are not eligible for the Short-Term Sickness Plan. Instead, you will accumulate attendance credits, which you can use as sick days, during your contract.
Immediately upon hiring, you will be advanced 3.75 attendance credits—which is three full months’ worth.
After three full months of service, you will continue to earn 1.25 attendance credits for each full month of service (at work, on vacation, or on paid leave).
Credits will be deducted from the 3.75 advanced credits if you do not meet the attendance thresholds for a particular month during your first full three months of employment (i.e., you are on an unpaid leave).
Your leave will be unpaid, though you may receive Employment Insurance (EI) benefits.
You should not resign your position to start a pregnancy or parental leave. Instead, you should seek a pregnancy and/or parental leave from your position.
If your contract is longer than your leave, you can return to your position after your leave.
If your contract expires while you are on leave, the expiry date of your contract will become your layoff date. This is important because your two-year access to internal postings is counted from this date.
Your fixed-term contract will include the date your contract will end.
Your Employer is not required to provide you further notice of termination if:
they stick to that date (known as the “date of layoff”); and
your contract is for 12 months or less.
Your Employer must provide you notice of termination if:
your contract is for longer than 12 months; or
your contract is terminated before its term expires; or
your employment continues for more than three months after your contract ended.
The notice of termination must be between two and eight weeks, depending on the length of your employment. However, because the OPS is such a large employer, if 500 or more employees are being laid off within a four-week period, you will receive 16 weeks of notice.
Your Employer may choose to provide you a notice of termination when your contract is offered or extended.
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.
Your Workplace Representative may ask you to use the union’s secure web-based system, RADAR, to provide details about your situation. RADAR will help you and your Workplace Representative keep track of things without the privacy concerns that could come from using the Employer’s email system.