We appreciate that many of our team members are working significant amounts of sustained overtime in an effort to manage the response to COVID-19.
Quick reference guides:
For unionized staff, the collective agreement terms and conditions continue to apply.
The information below applies to non-contract employees and managers currently working on COVID-19 and is not applicable to physicians, residents, fellows, and scientists as well as senior leadership and executive leadership teams.
Employees working in non-manager roles who are asked to work overtime have the option of receiving overtime (which can be banked or paid out) or CTO days. Employees who elect to have overtime hours banked or paid out do not have an option for CTO days and should not receive both overtime and CTO days.
Compensation for overtime hours for non-contract, non-management staff, including hours worked on statutory holidays, will continue to follow the guidelines set out in the Employment Standards Act.
Overtime hours eligible for compensation must be approved in advance.
Refer to the guideline Overtime & Compensatory Time-Off for Non-Contract Employees (PDF) on POD for additional information (available only when connected to the network).
Effective Nov. 1, 2020, we have reinstated COVID-19 extraordinary pay for non-contract employees in management functions. This applies for hours worked between 45 and up to a maximum of 60 hours per week, specifically on COVID-19 related projects.
Leaders must submit a list identifying management staff who have been or will be required to work extraordinary hours on COVID-19 projects to their senior leadership team member by Jan. 5, 2021. Senior leadership team members must send their approved list of management staff eligible for extraordinary hours to firstname.lastname@example.org by Jan. 8, 2021.
We will review this process on a regular basis. For more details, review the leaders’ bulletin issued on Dec. 22.
Eligible management staff must have their extraordinary hours approved by their respective leader and submit a tracker to email@example.com by 4 p.m. for the following time periods:
- Due March 9, 2021:
- Due March 23, 2021:
- Due April 7, 2021 (due date moved to Wednesday at 4 p.m. due to statutory holidays on April 2 and 5, 2021):
- Due April 20, 2021:
- Due May 4, 2021:
As this process continues, the due date for each tracker will continue to be 4 p.m. on the Tuesday following the end of the pay period. Updated trackers will be posted to this page as they are made available.
If you have questions, email firstname.lastname@example.org .