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New business registration form
All professional employers, i.e., all employers who hire employees who are covered by the Decree, must register with the Comité paritaire de l’entretien d’édifices publics de la région de Québec.
General information
for employers
Subcontracting
The definition of “employee” in the Act respecting collective agreement decrees does not specifically mention the word “subcontractor,” but it does list craftspeople as employees. Case law has repeatedly established that self-employed craftspeople are employees within the meaning of the Act when they are working on a subcontract for a professional employer. This means that the employer needs to consider their subcontractor an employee, list them as such in the monthly reports, and grant them all the benefits under the Decree.
Liability of professional employers and contractors who contract with sub-entrepreneurs or subcontractors
Section 14 of the Act respecting collective agreement decrees states that professional employers and contractors who contract with sub-entrepreneurs or subcontractors, either directly or through an intermediary, are jointly and severally (“solidarily”) liable with those sub-entrepreneurs or subcontractors and intermediaries for the pecuniary obligations imposed in the Decree.
As such, businesses cannot sidestep their obligations under the Act or the Decree by having subcontractors or sub-entrepreneurs execute a contract, as they are generally still responsible for the associated financial obligations.
Special regulations
Record-keeping
In accordance with section 22(g) of the Act, the CPEEPQ requires all professional employers governed by O.C. 385 of February 14, 1969, and its subsequent amendments to keep a register that includes the following information for each employee: full name; address; competency; the exact time at which work started, paused, resumed, and ended each day; the nature of that work and the wage paid (including the method and time of payment); as well as any other information considered useful for the application of the Decree.
Monthly reports
In accordance with section 22(h) of the Act, the CPEEPQ requires all professional employers governed by O.C. 385 of February 14, 1969, and its subsequent amendments to send it a monthly report, signed by the employer or a responsible person in their employ, that includes the following information for each employee: full name; address; competency; number of regular and overtime hours worked each week; the nature of the work; their hourly wage rate; and the wage paid. This report must be sent to the CPEEPQ on or before the 15th of each month and must cover the previous month. Professional employers may obtain forms for preparing this report from the CPEEPQ.
Regulation regarding the levy of the CPEEPQ
- This regulation applies to persons covered by theDecree respecting building service employees in the Québec region.
- Professional employers must pay the CPEEPQ an amount equivalent to 0.5% of their payroll for employees subject to the Decree.
- Employees must pay the CPEEPQ an amount equivalent to 0.5% of their remuneration.
- For each pay period, professional employers must, on behalf of the CPEEPQ, collect the levy imposed on their employees by means of a deduction from the employees’ pay.
*Professional employers must remit the levies owed by themselves and their employees to the CPEEPQ alongside their monthly reports.
Frequently asked questions
A public building is a school or other educational institution, a commercial space, an office building, or a daycare centre. Please see s. 1.01(c) of the Decree for details.
The CPEEPQ is a joint committee that oversees and enforces the Decree respecting building service employees in the Québec region while working with employers to counter unfair competition.
The Decree applies to all maintenance work performed for others in public buildings. “Work performed for others” also includes maintenance work performed:
- By employees of the owner or manager of a public building for the tenants in that building in the rented premises and in the common areas for tenants.
- Under the direction of a person who is not in the employ of the tenant of a space, or of the owner or manager of the public building.
Hourly rates are based on the class of the work. Class A (heavy work): $21.62. Class B (light work): $21.57. Class C (work at height): $22.23.
Sick leave accrues once probation (i.e., the first 320 hours after hiring) ends, at a rate of 2.31% of the hours worked between November 1 of the previous year and October 31 of the current year. Of that, 2% is used to form a time bank, and the rest is paid out.
On termination, an employee receives severance pay based on their years of service, as well as payouts for any remaining vacation time, sick leave time, and flex leave time.
Useful documents
for employers
We have prepared some downloadable documents for employers to use.
