The Decree respecting building service employees in the Québec region

The Decree respecting building service employees in the Québec region is based on a
collective bargaining agreement between the Corporation des entrepreneurs en entretien ménager de Québec and the Service Employees Union, local 800.

The government has agreed to extend this agreement to all building service employers and employees across a large part of the province.

As with any collective bargaining agreement, the decree establishes minimum working conditions that employers must provide for their employees, thereby helping to reduce unfair competition by prohibiting the payment of wages and the provision of working conditions that are less favourable than those set out in the decree.

The provisions of the decree are matters of public policy and cannot therefore be violated unless a higher rate of compensation is agreed.

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Decree respecting building service employees in the Québec region chapter D-2, r. 16

Act respecting collective agreement decrees (chapter D-2, ss. 2 and 6).

W , pursuant to the Act respecting collective agreement decrees (chapter D-2), the contracting parties listed below have petitioned the Minister of Labour, Manpower and Income Security to make binding the collective labour agreement entered into between: on the one part: La Corporation des entrepreneurs en entretien ménager de Québec; and, on the other part:

L’Union des employés de service, section locale 800; for the employers and employees of the occupations concerned, according to the conditions set forth in the Québec Official Gazette of 28 September 1968;

1.00

Definitions

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2.00

Jurisdiction

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3.00

Work Schedules

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Most consulted
sections

4.00

Overtime Hours And Minimum Hours

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5.00

Wages

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7.00

Paid Annual Vacation

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Secondary
sections

6.00

Paid General Holidays

Paid General Holidays - Consulter le décret

7.00

Paid Annual Vacation

Paid Annual Vacation - Consulter le décret

8.00

Leave Owing to Sickness, an Accident, Family Obligations or Personal Reasons

Leave Owing to Sickness, an Accident, Family Obligations or Personal Reasons - Consulter le décret

9.00

Rest Periods and Special Leave

Rest Periods and Special Leave - Consulter le décret

10.00

Maternity Leave

Maternity Leave - Consulter le décret

11.00

Notice of Termination of Employment or Layoff

Notice of Termination of Employment or Layoff - Consulter le décret

12.00

Uniforms and Accessories

Uniforms and Accessories - Consulter le décret

12.1.00

Miscellaneous

Miscellaneous - Consulter le décret

13.00

Term

Term - Consulter le décret

Regions
served

Région 01

Municipalité régionale de comté de Kamouraska
Kamouraska, La Pocatière, Mont-Carmel, Rivière-Ouelle, Saint-Alexandre-de-Kamouraska, Saint-André, Saint-Bruno-de-Kamouraska, Saint-Denis, Sainte-Anne-de-la-Pocatière, Sainte-Hélène, Saint-Gabriel-Lalemant, Saint-Germain, Saint-Joseph-de-Kamouraska, Saint-Onésime-d’Ixworth, Saint-Pacôme, Saint-Pascal, Saint-Philippe-de-Néri.

Municipalité régionale de comté de La Matapédia
Albertville, Amqui, Causapscal, Lac-au-Saumon, Saint-Alexandre-des-Lacs, Saint-Cléophas, Saint-Damase, Sainte-Florence, Sainte-Irène, Saint-Léon-le-Grand, Sainte-Marguerite, Saint-Moïse, Saint-Noël, Saint-Tharcisius, Saint-Vianney, Saint-Zénon-du-Lac-Humqui, Sayabec, Val-Brillant.

Municipalité régionale de comté de La Mitis
Grand-Métis, La Rédemption, Les Hauteurs, Métis-sur-Mer, Mont-Joli, Padoue, Price, Sainte-Angèle-de-Mérici, Saint-Charles-Garnier, Saint-Donat, Sainte-Flavie, Saint-Gabriel-de-Rimouski, Sainte-Jeanne-d’Arc, Saint-Joseph-de-Lepage, Sainte-Luce, Saint-Octave-de-Métis.

Municipalité régionale de comté des Basques
Notre-Dame-des-Neiges, Saint-Clément, Saint-Éloi, Sainte-Françoise, Saint-Guy, Saint-Jean-de-Dieu, Saint-Mathieu-de-Rioux, Saint-Médard, Sainte-Rita, Saint-Simon, Trois-Pistoles.

Municipalité régionale de comté de Matane
Baie-des-Sables, Grosses-Roches, Les Méchins, Matane, Saint-Adelme, Sainte-Félicité, Saint-Jean-de-Cherbourg, Saint-Léandre, Sainte-Paule, Saint-René-de-Matane, Saint-Ulric.

Municipalité régionale de comté de Rimouski-Neigette
Esprit-Saint, La Trinité-des-Monts, Le Bic, Rimouski, Saint-Anaclet-de-Lessard, Saint-Eugène-de-Ladrière, Saint-Fabien, Saint-Marcellin, Saint-Narcisse-de-Rimouski, Saint-Valérien.

Municipalité régionale de comté de Rivière-du-Loup
Cacouna, L’Isle-Verte, Notre-Dame-des-Sept-Douleurs, Notre-Dame-du-Portage, Rivière-du-Loup, Saint-Antonin, Saint-Arsène, Saint-Cyprien, Saint-Épiphane, Saint-François-Xavier-de-Viger, Saint-Hubert-de-Rivière-du-Loup, Saint-Modeste, Saint-Paul-de-la-Croix.

Municipalité régionale de comté de Témiscouata
Auclair, Biencourt, Cabano, Dégelis, Lac-des-Aigles, Lejeune, Notre-Dame-du-Lac, Packington, Pohénégamook, Rivière-Bleue, Saint-Athanase, Saint-Elzéar-de-Témiscouata, Saint-Eusèbe, Saint-Honoré-de-Témiscouata, Saint-Jean-de-la-Lande, Saint-Juste-du-Lac, Saint-Louis-du-Ha! Ha!, Saint-Marc-du-Lac-Long, Saint-Michel-du-Squatec, Saint-Pierre-de-Lamy.

Région 02

Région 03

Région 04

Région 05

Région 08

Région 09

Région 10

Région 11

Région 12

Municipalité régionale de comté de Beauce-Sartigan
Lac-Poulin, La Guadeloupe, Notre-Dame-des-Pins, Saint-Benoît-Labre, Saint-Côme-Linière, Saint-Éphrem-de-Beauce, Saint-Évariste-de-Forsyth, Saint-Gédéon-de-Beauce, Saint-Georges, Saint-Hilaire-de-Dorset, Saint-Honoré-de-Shenley, Saint-Martin, Saint-Philibert, Saint-René, Saint-Simon-les-Mines, Saint-Théophile.

Municipalité régionale de comté de Bellechasse
Armagh, Beaumont, Honfl eur, La Durantaye, Notre-Dame-Auxiliatrice-de-Buckland, Saint-Anselme, Saint-Charles-de-Bellechasse, Saint-Damien-de-Buckland, Sainte-Claire, Saint-Gervais, Saint-Henri, Saint-Lazare-de-Bellechasse, Saint-Léon-de-Standon, Saint-Malachie, Saint-Michel-de-Bellechasse, Saint-Nazaire-de-Dorchester, Saint-Nérée, Saint-Philémon, Saint-Raphaël, Saint-Vallier.

Municipalité régionale de comté des Appalaches
Adstock, Beaulac-Garthby, ville et paroisse de Disraeli, East-Broughton, Irlande, Kinnear’s Mills, Sacré-Cœur-de-Jésus, Saint-Adrien-d’Irlande, Sainte-Clotilde-de-Beauce, Saint-Fortunat, Saint-Jacques-de-Leeds, Saint-Jacques-le-Majeur-de-Wolfestown, Saint-Jean-de-Brébeuf, Saint-Joseph-de-Coleraine, Saint-Julien, Saint-Pierre-de-Broughton, Sainte-Praxède, Thetford-Mines.

Municipalité régionale de comté de La Nouvelle-Beauce
Frampton, Saint-Bernard, Saint-Elzéar, Sainte-Hénédine, Saint-Isidore, Sainte-Marguerite, Sainte-Marie, Saints-Anges, Scott, Vallée-Jonction.

Municipalité régionale de comté des Etchemins
Lac-Etchemin, Sainte-Aurélie, Saint-Benjamin, Saint-Camille-de-Lellis, Saint-Cyprien, Sainte-Justine, Saint-Louis-de-Gonzague, Saint-Luc-de-Bellechasse, Saint-Magloire, Saint-Prosper, Sainte-Rose-de-Watford, Sainte-Sabine, Saint-Zacharie.

Municipalité régionale de comté de L’Islet
L’Islet, Saint-Adalbert, Saint-Aubert, Saint-Cyrille-de-Lessard, Saint-Damase-de-L’Islet, Sainte-Félicité, Saint-Jean-Port-Joli, Sainte-Louise, Sainte-Perpétue, Saint-Marcel, Saint-Omer, Saint-Pamphile, Saint-Roch-des-Aulnaies, Tourville.

Municipalité régionale de comté de Lotbinière
Dosquet, Laurier-Station, Leclercville, Lotbinière, Notre-Dame-du-Sacré-Cœur-d’Issoudun, Saint-Agapit, Sainte-Agathe-de-Lotbinière, Saint-Antoine-de-Tilly, Saint-Apollinaire, Sainte-Croix, Saint-Édouard-de-Lotbinière, Saint-Flavien, Saint-Gilles, Saint-Janvier- de-Joly, Saint-Narcisse-de-Beaurivage, Saint-Patrice-de-Beaurivage, Saint-Sylvestre, Val-Alain.

Municipalité régionale de comté de Montmagny
Berthier-sur-Mer, Cap-Saint-Ignace, Lac-Frontière, Montmagny, Notre-Dame-du-Rosaire, Saint-Antoine-de-l’Isle-aux-Grues, Sainte-Apolline-de-Patton, Sainte-Euphémie-sur-Rivière-du-Sud, Saint-Fabien-de-Panet, Saint-François-de-la-Rivière-du-Sud, Saint-Just-de-Bretenières, Sainte-Lucie-de-Beauregard, Saint-Paul-de-Montminy, Saint-Pierre-de-la-Rivière-du-Sud.

Municipalité régionale de comté de Robert-Cliche
Beauceville, Saint-Alfred, Saint-Frédéric, Saint-Joseph-de-Beauce, Saint-Joseph-des-Érables, Saint-Jules, Saint-Odilon-de-Cranbourne, Saint-Séverin, Saint-Victor,
Tring-Jonction.

Région 17

Publisher’s Schedule
Additional Information

This Schedule includes excerpts from the Act respecting collective agreement decrees (chapter D-2) pertaining in particular to public building service employees.

Excerpts

[…]

12. It is forbidden to stipulate a wage lower than that fi xed by the decree. Notwithstanding any stipulation or agreement to the contrary and without it being necessary to demand the nullity thereof, the employee is entitled to recover

[…]

14. Every professional employer and every contractor contracting with a sub-entrepreneur or a sub-contractor, directly or through an intermediary, shall be solidarily liable with such sub-entrepreneur or sub-contractor and any intermediary for the pecuniary obligations imposed by this Act, a regulation or a decree and for the levies payable to a committee.

Such solidary liability shall end six months after the completion of the work carried out by the sub-entrepreneur or sub-contractor unless, before the expiry of that time, an employee fi les a complaint relating to his wages with the committee, a civil action is brought or a notice is sent by the committee pursuant to section 28.1.

R. S. 1964, c. 143, s. 14; 1996, c. 71, s. 14.

[…]

30. Every employer who, without good and suffi cient reason, proof of which shall lie upon him, dismisses, suspends or moves an employee,

(a) by reason of giving any information to the representatives of a committee and respecting an agreement, a decree, a regulation or a violation of the provisions of this Act,

(b) by reason of a complaint, information or statement of off ence respecting the same, or of testifying in a prosecution or investigation relating thereto,

(c) with intent to re-engage him in an inferior employment and so evade the provisions of the decree by paying a smaller wage,—
is guilty of an off ence and is liable to a fi ne of $200 to $500 and, in the case of a second or subsequent conviction, to a fi ne of $500 to $3,000.

R. S. 1964, c. 143, s. 39; 1984, c. 45, s. 22; 1990, c. 4, s. 371; 1992, c. 61, s. 256.

[…]

31. Every employee dismissed in violation of section 30, or with the object of obliging him to accept a classifi cation calling for a wage less than that which he is receiving, has the right to claim, from the person who employed him, three months’ wages as punitive damages. Proof that the employee does not come within the requisite conditions to claim such right shall devolve upon the person who employed him.

R. S. 1964, c. 143, s. 40; 1984, c. 45, s. 23; 1996, c. 71, s. 28.

[…]

33. Every professional employer who does not keep the compulsory registration system, register or pay-list, every employer or employee who refuses or neglects to furnish the representatives of a committee with the information contemplated in subparagraph e of section 22, in the manner therein prescribed, or does not grant them on request, or delays to grant them, access to the place where the work is being done, to the register, to the system of registration or to pay-list or other documents, as provided in said paragraph, or molests or hinders or insults the said representatives in the performance of their duties, or otherwise obstructs such performance,—
is guilty of an off ence and is liable to a fi ne of $200 to $500 and, in the case of a second or subsequent conviction, to a fi ne of $500 to $3,000.

R. S. 1964, c. 143, s. 42; 1984, c. 45, s. 24; 1990, c. 4, s. 372.

34. Whosoever, knowingly, destroys, alters or falsifi es any register, pay-list, registration system or any document dealing with the carrying out of a decree, or knowingly forwards any false or inexact information or report, or gives a false designation to the attribution of any wage in order to pay a lower wage, commits an off ence and shall be liable to a fi ne of not less than $200 but not exceeding $500 for the fi rst off ence, and to a fi ne of not less than $500 but not exceeding $3,000 in the case of a second or subsequent conviction.

R. S. 1964, c. 143, s. 43; 1984, c. 45, s. 25; 1990, c. 4, s. 377.

36. Whosoever, by means of benefi ts having a pecuniary value, grants or accepts any rebate reducing the wage made obligatory, or participates in such a rebate, commits an off ence and shall be liable to a fi ne of $50 to $200 and, in the case of a second or subsequent conviction, to a fi ne of $200 to $500.

R. S. 1964, c. 143, s. 45; 1984, c. 45, s. 27; 1990, c. 4, s. 374.

38. Any person violating any decree, any regulation made obligatory, or any provision of this Act, in a case not provided for in the preceding sections, commits an off ence and shall be liable to a fi ne of $50 to $200 and, for any subsequent off ence, to a fi ne of $200 to $500.

R. S. 1964, c. 143, s. 47; 1984, c. 45, s. 28; 1990, c. 4, s. 375; 1996, c. 71, s. 31.

45. After receiving a claim from the committee, the professional employer cannot validly pay the sums which are the object of such claim, save by handing them over to the committee.
The amount owed to the employee bears interest, from the date of the claim, at the rate fi xed under section 28 of the Tax Administration Act (chapter A-6.002).

R. S. 1964, c. 143, s. 54; 1996, c. 71, s. 34; 2010, c. 31, s. 175

An Act respecting collective agreement decrees

(R.S.Q., c. D-2, s. 22, subs. i)

1. This Regulation shall apply to the persons governed by the Decree respecting building service employees in the Québec region (R.R.Q., 1981, c. D-2, r. 40).

2. Professional employers shall remit to the Comité paritaire de l’entretien d’édifi ces publics de la région de Québec an amount equal to 0,50% of their payroll for the employees governed by the Decree.

3. Employees shall remit to the Parity Committee an amount equal to 0,50% of their wages.

4. Professional employers shall collect, for each pay period, on behalf of the Parity Committee, the levy exigible from their employees by the means of a check off on the wages of the latter.

Professional employers shall remit to the Parity Committee the amounts payable by them and by their employees when they send in their monthly report to the Parity Committee.

5. This Regulation comes into force on 1 January 1986.

Notice of Approval of Special By-laws

Pursuant to the provisions of the Collective Agreement Decrees Act (RSQ 1964, c. 143), the Honourable Maurice Bellemare, Minister of Labour and Manpower, hereby gives notice that by Order in Council number 1026, dated April 2, 1969, the following special by-laws adopted by le Comité paritaire de l’Entretien d’édifi ces publics, région de Québec, (established to ensure the observance of Decree number 385 of February 14, 1969) have been approved and added to the said Parity Committee’s constitution and general by-laws which have already been approved by Order in Council number 712, dated March 19, 1969:

20. Keeping of a register: Pursuant to subsection “g” of section 20 of the Collective Agreement Decrees Act, the Parity Committee makes it compulsory for any professional employer governed by Decree number 385 of February 14, 1969, and subsequent amendments, to keep a register in which are shown: the full name and residence of each employee in his service; such employee’s competency; the exact time work was begun, interrupted, resumed and ceased each day; the type of such work and wages paid, with mention of the method and time of payment; all other information deemed useful in the application of the decree.
The aforementioned Act, the Parity Committee makes it obligatory for any professional employer governed by Decree number 385 of February 14, 1969, and subsequent amendments, to forward a written monthly report to the said committee. Such report is to be signed by himself or by some responsible person in his service and shall give: the full name and address of each employee in his service; his classifi cation or competency; the standard and overtime hours worked each week; the type of such work and the wages paid. The said report shall be forwarded to the said committee on or before the 15th of each month and shall cover the previous month. Professional employers may obtain special report forms from the Parity Committee.

Deputy Minister of Labour and Manpower

Department of Labour and Manpower,

Québec, April 19, 1969

PUBLISHER’S SCHEDULE ADDITIONAL INFORMATION

This Schedule includes excerpts from the Act respecting labour standards (chapter N-1.1)

Excerpts […]

79.1. An employee may be absent from work for a period of not more than 26 weeks over a period of 12 months, owing to sickness, an organ or tissue donation for transplant, an accident, domestic violence or sexual violence of which the employee has been a victim.
However, an employee may be absent from work for a period of not more than 104 weeks if the employee suffers serious bodily injury during or resulting directly from a criminal off ence that renders the employee unable to hold his regular position. In that case, the period of absence shall not begin before the date on which the criminal offence was committed, or before the expiry of the period provided for in the fi rst paragraph, where applicable, and shall not end later than 104 weeks after the commission of the criminal off ence.

However, this section does not apply in the case of an employment injury within the meaning of the Act respecting industrial accidents and occupational diseases (chapter A-3.001).

2002, c. 80, s. 27; 2007, c. 36, s. 5; 2010, c. 38, s. 7; 2018, c. 21, s. 17

79.7. An employee may be absent from work for 10 days per year to fulfi l obligations relating to the care, health or education of the employee’s child or the child of the employee’s spouse, or because of the state of health of a relative or a person for whom the employee acts as a caregiver, as attested by a professional working in the health and social se rvices sector and governed by the Professional Code (chapter C-26).
The leave may be divided into days. A day may also be divided if the employer consents thereto
If it is warranted, by the duration of the absence for instance, the employer may request that the employee furnish a document attesting to the reasons for the absence.
The employee must advise the employer of his absence as soon as possible and take the reasonable steps within his power to limit the leave and the duration of the leave.
The fi rst two days taken annually shall be remunerated according to the calculation formula described in section 62, with any adjustments required in the case of division. The employee becomes entitled to such remuneration on being credited with three months of uninterrupted service, even if he was absent previously.

2002, c. 80, s. 29; 2018, c. 21, s. 21.

79.11. An employee may be absent from work for a period of not more than 104 weeks if the employee’s spouse, father, mother or child of full age commits suicide.

2007, c. 36, s. 11; 2018, c. 21, s. 26.

79.12. An employee may be absent from work for a period of not more than 104 weeks if the death of the employee’s spouse or child of full age occurs during or results directly from a criminal off ence.

2007, c. 36, s. 11; 2018, c. 21, s. 27.

79.15. A period of absence under sections 79.9 to 79.12 shall not begin before the date on which the criminal off ence that caused the serious bodily injury was committed or before the date of the death or disappearance and shall not end later than 104 weeks after that date. However, during the period of absence, the employee may return to work intermittently or on a part-time basis if the employer consents to it.
intermittently or on a part-time basis if the employer consents to it. If, during the same 104-week period, a new event occurs, affecting the same child and giving entitlement to a new period of absence, the maximum period of absence for those two events may not exceed 104 weeks from the date of the first event.

2007, c. 36, s. 11; 2018, c. 21, s. 29.

Chapter D-2

An Act respecting collective
agreement decrees

À jour au 30 novembre 2024
Ce document a valeur officielle

Interprétation

Interprétation - Consulter le décret

Articles 2 à 8

Extension juridique

Extension juridique - Consulter le décret

Articles 9 à 15

Effets du décret

Effets du décret - Consulter le décret

Articles 16 à 25

Le Comité paritaire: ses droits, privilèges et obligations

Le Comité paritaire: ses droits, privilèges et obligations - Consulter le décret

Articles 25.1 à 26

Vérification et enquête

Vérification et enquête - Consulter le décret

Article 26.1

Mesures correctives

Mesures correctives - Consulter le décret

Articles 26.2 à 27

Administration provisoire

Administration provisoire - Consulter le décret

Articles 28 à 28.1

Exercice des réclamations

Exercice des réclamations - Consulter le décret

Article 28.2

Frais, droits, honoraires exigibles

Frais, droits, honoraires exigibles - Consulter le décret

Articles 29 à 39.1

Dispositions générales et pénales

Dispositions générales et pénales - Consulter le décret

Articles 40 à 42

La preuve

La preuve - Consulter le décret

Articles 43 à 54

Procédure

Procédure - Consulter le décret

The Decree respecting building service employees in the Québec region