This wage increase should in no way be interpreted as an “opening of the agreement” to negotiations on other issues by either party. We expected that the processes and procedures for managing leave requests would be implemented and that the authorities would take into account the various collective agreements. Another case, as described in the Pacific Region, was identified in the Prairie Region, where an employee was compensated for overtime, the day before and the recall for 2004-05. This situation has also led to the need for remediation measures. In accordance with the Prison Services (CX) Collective Agreement, the employer will make every right to allocate overtime among readily available qualified employees on an appropriate basis, subject to the operational requirements of the service. The results of our tests showed that in one case in the prairie region, a CX-3 employee is still working overtime, while other CX-3s are rarely working overtime at the same facility for the same period. In addition, we found many anomalies in the comparison of the working time performed in accordance with the daily call stating what led to the need for recovery measures. We found good practice at the Edmonton institution, where the compensation manager identified a case where an employee was working excessive overtime associated with poor attendance. This matter was brought to the manager`s attention and no further overtime was allowed for this person.
Overall, appropriate measures are being taken in most regions to fail to meet the requirements of collective agreements for excess leave. There is a risk that the department will not be able to effectively plan the costs associated with the payment of excess leave. During the interviews, leaders said that collective agreements and the TB leave policy were generic and could, in some cases, give rise to different interpretations. In this context, four areas have been identified that require further national directives: workers do not cover their overtime. Based on the results of our on-site work at the Joyceville Institution, we found that superiors fulfill and approve the right to overtime on behalf of employees. This information is then submitted to management for review and approval. Compensation advisers do not receive original records of overtime worked and rely heavily on institutional succession, for example.B. Casual employees to ensure that the terms of the corresponding collective agreements have been correctly applied.
The right to overtime is passed on to the staff of the institution to enter the OTMS, and then to the remuneration advisers for the entry of salary information into the OTMS. There is a risk of underpayment/overpayments. This was demonstrated in our sample, which identified a number of anomalies. For example, an employee of the Kingston Penitentiary was paid for 12 hours of overtime worked at 2.0, instead of a correct rate of 8 hours at 1.5 and 4 hours at 2.0. In addition, the results of the interviews showed that there was no verification of the salaries of the sources` overtime data. OTMS data is returned to the institutions` financial services for approval in accordance with Section 33 of the FAA. After approval, compensation managers will enter overtime data into the PWGSC online compensation system. The initial joint reports shall be kept by the institution. Although we were able to compare the information contained in the common application form with the OTMS reports, our examination revealed some anomalies with prudential authorisation and management authorisation. We have been informed that the regional plans should abolish the staff posts currently responsible for the entry of overtime in the OTMS at each institution. .