Hours of Work and Overtime (Waypoint)
❗ Workloads and the COVID-19 pandemic
During any crisis there may greater demands placed on you and your colleagues—which could result in new work assignments and an increased workloads.
Some members have experienced an increase in their daily work since the COVID-19 pandemic started. It is helpful to keep track of the extra tasks and the additional time spent performing them. If your workload becomes excessive, you should discuss it with your manager.
If you think your workload is excessive, consider asking your manager the following questions:
- What is the anticipated duration of the extra work?
- Can some of your existing work be reassigned?
- Are tasks evenly distributed in your work unit?
Work with your manager to see if you can come up with a solution together. If they are not open to a solution, ask for reasons.
The ability to collectively negotiate the terms and conditions of your employment, including your hours of work and overtime, is an important advantage of being a unionized professional.
Your Collective Agreement defines the parameters of hours of work and overtime in Article 46.
The regular workday is 7.25 hours of work.
The regular work week is 36.25 hours of work.
All overtime hours must be authorized by your manager. While it is not required for you to see pre-approval to work overtime hours, it is a best practice to seek their approval beforehand.
Full-time employees, whether permanent or temporary, at Waypoint are entitled to receive compensating leave time of:
- 1.5 hours for each hour worked more than 7.25 hours on a regularly scheduled workday; or
- 1.5 hours for each hour worked more than 72.5 hours in a pay period.
You are also entitled to receive compensating leave time of 1.5 hours for each hour worked on your regularly scheduled day off.
Frequent overtime can be stressful, affect your work-life balance, and lead to burn-out. If frequent overtime demands are becoming a challenge, please seek the assistance of a Workplace Representative at Waypoint.
If the stress, timing, or other factors associated with overtime demands are significantly impacting your mental or physical health, it may be necessary to request an accommodation.
Requesting your time off
- You can request to take your accumulated compensating leave time at any time.
- As with any time off, it should be mutually agreed upon between you and your supervisor, but they cannot unreasonably deny your request.
If you would prefer to receive pay instead
- You can request to receive pay in lieu of compensating leave time.
If you still have remaining leave time on December 31
- Work with your supervisor to mutually agree on a schedule for you to take your leave before March 31 of the following year. If you do not agree, your manager can determine this schedule themselves.
- Any remaining leave not taken by March 31 of the following year will be paid to you as a lump sum based on your salary rate when you earned the leave time.
If you are required to work between 5 pm and 7 am, you will receive a shift premium of $1.50 for each hour worked during those times.
You are not entitled to this shift premium if:
- your usual hours of work are between 5 pm and 7 am; or
- you worked between 5 pm and 7 am for mutually agreed upon reasons.
Can my supervisor ask me to work overtime without compensation?
Your supervisor or another Employer representative cannot, and should not, request or permit you to work overtime without compensation when that work would otherwise be compensated.
Can I submit a claim for overtime if I am required to carry a mobile phone or computer for work?
Carrying a mobile phone or computer for work is not considered overtime.
However, if there is an expectation from your supervisor that you respond to an email or phone call, or conduct work outside of your normal working hours, you should claim that as overtime.
Can I claim travel time outside my regular hours of work as overtime?
If you are required to travel for work, you can claim the time spent travelling to the destination as overtime if it is outside your regular hours of work.
Time spent in a hotel room after you have travelled to your destination is not included, unless you can prove that you were working at the time. Time spent travelling from your hotel room to your meeting or conference is also not included.
Time travelled to and from your home to your regular workplace is not included.
Can I claim overtime under the AMAPCEO Collective Agreement if I am temporarily assigned to a non-bargaining unit position?
If you are temporarily assigned to a non-AMAPCEO position, your hours of work and overtime are set by the terms and conditions of the non-bargaining unit position. This means that the AMAPCEO overtime and hours of work provisions do not apply.
Search for an AMAPCEO Workplace Representative at Waypoint, 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.