As you are aware, on July 15 the employer announced a freeze on acting appointments. We have heard from some of you that this has led to managers asking members to take on higher-level duties without the appropriate compensation or offering alternatives such as gift cards or time in lieu of pay.
This is inappropriate and unacceptable.
CHRO confirms acting duties must be properly compensated
CAPE has reached out to the chief human resources officer, Shelley Peters, to clarify the situation. She confirmed that managers have not been asked to contravene the existing policies and all compensation for acting duties must be administered in accordance with the governing frameworks.
The message is clear: managers cannot ask you to cover these higher duties without the requisite compensation.
For ECs, the qualifying period for compensation is three consecutive days of performing tasks at a higher classification, as laid out in section 27.08 of your collective agreement:
When an employee is required by the Employer to substantially perform the duties of a higher classification level in an acting capacity and performs those duties for at least three (3) consecutive days or shifts, the employee shall be paid acting pay calculated from the date on which he or she commenced to act as if he or she had been appointed to that higher classification level for the period in which he or she acts.
For civilian members, it is five consecutive days, as outlined in the RCMP National Compensation Manual:
5. 5. 2. 1. When members are temporarily appointed to a higher position, they will be eligible to receive acting pay for all scheduled hours worked following their completion of the qualifying period (refer to sec. 5.5.3., Qualifying Period), until the appointment is revoked or any of the provisions of sec. 5.5.2.2. apply.
Qualifying period:
5. 5. 3. 1. 2. five consecutive workdays for eligible members other than those outlined in sec. 5.5.3.1.1.
What should you do in this situation?
You have the right to be correctly compensated for your work. Do not accept any acting duties for which you will not be paid appropriately, as outlined in your collective agreement or terms and conditions of your employment.
If you are asked to act “unofficially” or above your classification without a formal acting appointment, or proper compensation, we urge you to demand that your collective agreement and governing framework rights are respected and you are given appropriate pay and recognition.
If you have been impacted by this situation and would like to discuss your options, please contact representation@acep-cape.ca.
