Publication of the Decree amending the Decree respecting personnel in the road sign industry of Quebec on 2024-02-28
Increase in the minimum hourly wage to $23.00, effective February 28, 2024.
Employers
This section is for employers subject to the Decree respecting personnel in the traffic control industry in Québec.
Regulations
Monthly payroll report
RRSP
FORMS
CLAIMS
USEFUL LINKS
REGULATIONS
This section is destined to employers who are subject to the decree respecting personnel in the traffic control industry in Québec.
We compiled for you a F.A.Q. section where you will find the answers given by the inspection team as well as the decree sections’ identification to which they correspond.
If you wish to know more about the act respecting collective agreement decree, about the decree respecting personnel in the traffic control industry in Québec itself or the regulations and procedures of the Parity Committee, do not hesitate to contact us.
Monthly payroll report
The monthly payroll report is transmitted to the Parity Committee by every employer subject to the Decree. It is required under the regulation regarding the Maintenance of a record-keeping system, monthly report, and deduction.
The monthly report contains information related to the employer’s payroll register. It enables the Parity Committee to validate compliance with the provisions of the Decree, verify conformity, calculate deductions, and assess activity. This data also serves statistical purposes and is annually transmitted to the Ministry of Labor, Employment, and Social Solidarity.
Article 7 of the regulation states: “The monthly report may be transmitted by mail or by any means using information technology. However, the information technology means used by the professional employer must be previously authorized by the committee to be compatible with the technological equipment it possesses.”
The monthly report on pre-printed paper support is sent upon request by the Parity Committee during the last week of the current month. The contact details of active employees, according to the last monthly report processed by our computer system, are included, and the employer manually adds other information required by the monthly report regulation.
Data from the monthly report on computer support is transmitted via the secure application “RMPenligne.” It is possible to submit a monthly report via “RMPenligne” in two ways: by entering the data directly or by importing a data file in XML format.
Employers wishing to use the “RMPenligne” application are encouraged to complete the “RMPenligne” membership application form and to contact the Parity Committee to schedule an initial meeting.
Finally, to see the answers to frequently asked questions relative to the Monthly payroll reports, we invite you to consult the employers F.A.Q section.
RRSP
Employers
The collective RRSP (Registered Retirement Savings Plan) for employees covered by the Decree respecting personnel in the traffic control industry in Québec has been in effect since February 24, 2023. The Parity Committee for personnel in the traffic control industry in Québec is responsible for administering this collective RRSP at no cost. However, financial management falls under the Fonds de solidarité FTQ.
All permanent employees (as defined in SECTION II – DEFINITIONS, Article 2, Paragraph 8 of the decree) are eligible.
The current mandatory employer contribution is $0.10 per paid hour. The Decree also stipulates that eligible employees may make a voluntary contribution through source deduction.
The mandatory employer contribution does not apply to employees who have reached the age of 71 or those who do not meet the membership criteria of the Fonds de solidarité FTQ. However, the stipulated mandatory contribution must be paid to these employees as a benefit.
EMPLOYER RESPONSIBILITIES AND REGULATORY OBLIGATIONS
In accordance with the Regulation on record-keeping, monthly reporting, and deduction:
The employer must record mandatory and voluntary contributions in the payroll register and on the pay stub.
The employer must report all contributions in the RRSP section of the monthly payroll report.
The employer must submit to the Parity Committee, by the 15th of the following month, the mandatory and voluntary contributions of its employees separately from the deduction.
For any questions regarding your obligations related to the collective RRSP of the Decree on security agents, please contact us at 514-493-9105, extension 228, or toll-free at 1-800-361-5442, extension 228.
To reach the dedicated employer call center of the Fonds de solidarité FSTQ, dial 1-844-667-7518 from Monday to Friday, 8:30 am to 4:30 pm.
Formulaires
Select the form you wish to complete from the list below.
Claims
Select from the list below the documents (PDF) to download.
Useful links
- Decree respecting personnel in the traffic control industry in Québec
Link towards text of the decree - RMPenligne
Link towards the external website “RMPenligne” (MPR)
- Act respecting collective agreement decrees
Link towards text of the law - Normes du travail
Labour standards in Quebec
Act respecting Labour standards
Psychological harassment at work - National Holiday Act
Link towards text of the law - Santé et sécurité au travail
Link toward CNESST English website - Commission des relations du travail
Link towards «le tribunal administratif du travail» (english) - Employment insurance
Employment insurance and more - Radius calculation
Enter a postal code in the “address” field, enter a number of kilometers in the “radius” field, click on the “new circle” button. - Syndicat des Métallos
(Union, contracting party to the decree)
GROUP INSURANCE : (514) 522-8922 (Syndicat des métallos) - Association Québecoise du transport et des routes
Link towards «AQTR, TransForm» their training center offering training related to safety and signaling of road works and construction sites.(french)
FAQ
CLAIMS
MONTHLY PAYROLL REPORT
DECREE
CLAIMS
Claims
Section 22 c) of the Act respecting collective agreement decrees provides for a 20% penalty on the difference between the obligatory wage and the one actually paid.
If the Parity Committee receives a complaint from an employee requiring the payment of the interest on the amounts due, the interest payment to the employee will be required.
If a claim is subject to legal proceeding, the interest payment to the employee(s) will be required.
You must calculate the interest from the date of the claim until the payment date, and pay it to the employees at the same time as the payroll adjustment related to the claim.
The applicable rate is the interest rate on debts fixed by Revenu Québec.
No. It’s up to the employer to include the adjustments related to the claims produced by the Parity Committee in the incomes of the employees.
A computer software processes the data as transmitted on the employer’s monthly payroll report. In the event that this data is incorrect, there is a good chance that these claims will also be erroneous.
For example, if your report indicates 40 hours worked at $20/h and you indicate $80 of salary paid instead of $800, the computer software will automatically file a claim of $720 for insufficient pay for the week concerned. The employer will then have to show that the employee has been paid correctly and only then the claim will be cancelled.
Yes. You must include the cumulative amount of the claims that you paid to the employee concerned in order to calculate the annual vacation, the sick leave bank and the severance pay, as the case may be.
You must report the amounts paid in the monthly payroll report of the period in which the amounts were paid.
You must report the information (item, date, amount) as it is found on your payroll like any other amount.
MONTHLY PAYROLL REPORT
Monthly payroll report
The date format used on the monthly report is as follows:
year/month /day. E.g.: 2021/08/28
The calendar sent by the Parity Committee is used to know the weeks included in each of the months of your reference year in order to produce your monthly payroll reports. It is important that you respect it so that we have the same reference periods for annual vacation and sick leave bank.
You should inform us of the situation. We will amend the calendar so that it matches your pay periods.
- Holidays: Date of the holiday
- Annual vacation: Last day of the pay period in which the payment is made
- Severance pay: Last day of the pay period in which the payment is made
- Salary adjustment: Last day of the week on which the payment is made and the number of hours paid
- Personal holiday: Date of taking the leave and the number of hours paid
- Sick leave: Date of the paid sick day and the number of hours paid
- Sick leave bank: Last day of the pay period in which the payment is made
- RRSP: Last day of the week to which the RRSP belongs
- Premiums (do not group the different premiums): Last day of the week on which the payment is made
Assuming that the overpayment had been reported, enter the negative adjustment in the supplementary wages under “salary”, check the adjustment box and indicate the date of the week to which the adjustment refers.
You must report it on your next monthly payroll report by checking the “adjustment” box and indicating the date of the holiday.
You must enter this payment on your November monthly payroll report by checking the “adjustment” box indicating the date of the holiday.
You must report them as paid on your payroll. When you have made the adjustments you will have to report them in the supplementary wages under “salary” by checking the adjustment box.
You must enter them on two different lines in the regular wages section of your monthly payroll report.
The monthly report must be sent to the Parity Committee by the 15th day of the following month at the latest. For example, the monthly report for October must be submitted by November 15.
Depending on the case, a communication may be sent to you in order to make the appropriate corrections. In other situations, a claim may be filed and sent to you.
DECREE
Decree respecting personnel in the traffic control industry in Québec
The Decree cover the entire territory of the Province of Québec.
The Decree applies when road signage work, as defined in Chapter 1, Section II, article 2, paragraph 11 of the Decree is carried out. However, there are exclusions, see Chapter 1, Section III, article 4.
No. The provisions of the Decree are public policy (s. 11 and 12 of the Act respecting collective agreement decrees).
No. With reference to articles 3.01, 3.03 and 3.04, the hours actually worked must be paid in the same week.
As stipulated in section 4.06 of the Decree, the earnings statement must contain sufficient particulars to permit to check the computation of the wage. It must also include the following particulars:
- the employer’s name
- the employee’s name and given name
- the status of the employee defined in paragraphs 14, 15,16 and 17 of section 1.01
- the date of payment and the work period corresponding to payment
- the number of hours paid at the applicable rate during the hours of the regular workweek
- the number of overtime hours paid at the applicable increase
- the nature and amount of premiums, indemnities or allowances paid
- the wage rate
- the amount of gross wages
- the nature and amount of deductions made
- the amount of take-home pay
- the annual vacations accumulated
- the percentage for sick leaves accumulated.
No, pursuant to sections 4.04 and 4.06 of the Decree.
No. Section 8.02 of the Decree states that no deduction, for any reason whatsoever, in relation with the uniform is permitted.
Under article 4.1.04 of the Decree, the contribution of $0.10 / hour paid must be added to the hourly rate of your employees.
No. The criteria are different. Permanent employees will be those who have completed 300 hours worked in continuous service since their hiring.
If there has been no termination of the employment relationship, the employee is not required to complete the 300 hours again to obtain permanent employee status.
To calculate the attainment of permanent employee status, a working day cannot count as more than 8 hours. So if the employee worked a 10-hour day, only 8 hours are added to the calculation of hours worked in continuous service.
No. The Decree does not apply to employees who carry out road sign work exclusively for their employer’s own service or needs. In other words, if the employer carries out both road signage work as well as work for which road signs are required, then the road signage work is excluded from the decree.
Yes, this rate constitutes the minimum wage rate.
Not necessarily, because it is granted to any employee whose employer or employer’s client requires a certificate from the Joint Association for Occupational Health and Safety in the Construction Sector (ASP Construction). In the event that the certificate is not required, the bonus is therefore not obligatory.
Yes. Travel time is payable when the employee must go from his usual place of residence to the assembly place designated by the employer or to a place where road signage work is carried out and this is located outside within a radius of 40 kilometers from the employer’s office. There is no distinction based on the vehicle or means of transport used.
Yes. The employer’s mandatory RRSP contribution is included in the gross salary earned.
Yes. The amount for boots is included in the gross salary earned.
No. The employer pays the balance of the sickness bank for a reference year no later than July 10 of the year immediately following the end of the year in which the employee could have taken said paid leave.
Refers to the period during which an employee takes his meal without being authorized to leave his workstation or without being free of his time.
Yes. If the employee is not authorized to leave his workstation for a period of 30 minutes for each work period of 5 consecutive hours, you must pay him compensation corresponding to 30 minutes of salary.
No. Since these are not hours worked, they are not included in the calculation of hours for overtime.
The amount of $0.10 must be paid for each regular hour worked. It is therefore not required to pay him for hours worked overtime. This amount must be entered separately from the salary on the pay statement. As to whether this is a tax-free benefit, we direct you to the sites of the relevant government agencies.
Here are the links on this subject for the Canada Revenue Agency and Revenu Québec :
https://www.canada.ca/en/revenue-agency/services/tax/businesses/topics/payroll/benefits-allowances/provided/uniforms-special-clothing.html
https://www.revenuquebec.ca/en/businesses/source-deductions-and-employer-contributions/special-cases-source-deductions-and-employer-contributions-in-certain-situations/taxable-benefits/list-of-taxable-benefits/other-benefits/uniforms-and-special-clothing/
No. The Decree only provides for the payment of $0.10 per hour. Nothing can therefore replace it.
Yes. The compensation of $0.50 per kilometer traveled is payable when the employer asks the employee to travel with his or her personal vehicle to a location located outside a 40-kilometer radius from the employer’s office.
If the employee uses his personal vehicle at the request of his employer and he is in a situation where paragraph 2 of article 9 applies; then he is entitled to compensation of $0.50 per kilometer traveled.
No, premiums are not increased for overtime, it remains at the applicable hourly rate.