Your Collective Agreement (CA) protects your rights at Queen’s. Here are some common scenarios and how the CA applies to you.
1. I’ve been offered a new job at Queen’s. Does my seniority carry over?
Yes. If you move to another bargaining unit position within USW Local 2010, your seniority and benefits continue. Job postings must clearly state the position type, hours, qualifications, and salary grade, and fair selection processes are required (Article 18.08–18.13).
Example: You apply for a new Program Coordinator role. If you’re hired, your seniority date continues. If not, you can request verbal feedback on how to better prepare for future job openings under Article 18.13.
2. My manager wants me to work overtime. Do I have to?
Overtime must be authorized and compensated. Overtime is voluntary when possible, but managers may assign it if needed. Compensation is either additional pay or lieu time, at 1.5x times or 2.0x (if work is completed on the seventh day of your work week) (Article 20.16–20.21). For most members who start work on Monday, the seventh day of your work week is Sunday, but some members regularly begin their work week on another day.
Example: You’re asked to work on the 7th day of your work week. Article 20.21(b)(iii) guarantees double time for those hours.
3. I feel overwhelmed by my workload. What can I do?
You have the right to a fair and manageable workload (Article 19.03) and raise workload concerns. Managers must respond to your concerns in writing within 15 business days, and you can have a union representative at workload review meetings (Article 19.01–19.05).
Example: You’re covering extra duties due to a vacancy. Under Article 19.03(c), your manager must reprioritize tasks and cannot just pile on more work.
4. What if I’m disciplined at work?
You cannot be disciplined without just cause. Progressive discipline applies, and you have the right to union representation at disciplinary meetings (Article 11.01–11.06).
Example: You’re called into a performance review meeting. Article 11.04(a) entitles you to advance notice of the issue and a union rep present.
5. What if my rights have been denied or I have been treated unfairly? How do I file a grievance?
You must first attempt an informal resolution with your manager. If unresolved, you may proceed through Step 1 (written grievance) and Step 2 (meeting with HR), with strict timelines (Article 12.01–12.13).
Timelines are an important part of the grievance process. You must raise issues in a timely manner and the employer must respond in a timely fashion. Your Union Representatives will assist you at each stage of the grievance process.
Example: You believe overtime pay was withheld. Under Article 12.04, you must raise it within 15 business days of becoming aware, then file formally if unresolved.
6. What if I’m laid off?
The CA sets clear notice and redeployment rules. Notice ranges from 3 weeks (still on probation) to 26 weeks (20+ years of service). Employees in the redeployment pool get special priority for interviews and hiring when applying for bargaining unit positions (Article 18.16–18.35). If you are unsuccessful being redeployed, you are also entitled to a Regular or an Enhanced Severance Package (Article 18.31-18.35 and Appendix F). Severance ranges from 2 weeks (2 years of service) to 52 weeks (25+ years of service).
Example: After 10 years of service, your role is eliminated. Under Article 18.26, you are entitled to 16 weeks’ notice and redeployment rights.
7. Can I take a leave for personal reasons?
Yes. The CA provides for pregnancy/parental leave (with top-up), general leave without pay, reservist leave, and sick leave. Benefits/pension continue during top-up leaves if you pay your share (Articles 23.13, 23.24, 23.32; 24.17).
Example: You request six months of general leave. Article 23.24 states you must pay 100% of benefit costs to maintain coverage.
8. Can I refuse unsafe work?
Yes. The CA and Ontario law protect you. The employer must provide PPE, training, and joint health and safety committee representation (Articles 17.03–17.05).
Example: You’re asked to handle chemicals without PPE. Article 17.03(a) requires the employer to supply proper protective equipment.
9. My manager wants to change my duties? Are they allowed to?
Yes. Our CA allows the employer to modify your duties (Article 5 - Management rights). However, if there are significant changes to your duties, and the changes are not temporary, you should request a job re-evaluation with a new job description. If the changes are significant, not temporary, and normally completed by someone at a higher pay grade, then you are eligible for Acting Pay (Article 32.08 - Acting Pay). In any case, with changes to your duties, it is important to monitor your workload, bring any workload concerns to your manager (before and after the change of duties), and document these concerns (Article 19 - Workload).
10. My manager wants to temporarily assigned me duties of a higher paid job? Do I have to agree?
Our CA allows the employer to temporarily offer you duties of a higher paid job, however, the duties must be assessed to see if you are eligible to receive Acting Pay (Article 32.08). If the you are temporarily assigned a significant part of the duties of a higher graded position, for a period of six (6) weeks or more, you are entitled to Acting Pay. Be wary of any temporarily assigned duties of a higher graded position that are only assigned for a five (5) week period; contact your Union Rep in this circumstance. In any case, with changes to your duties, it is important to monitor your workload, bring any workload concerns to your manager (before and after the change of duties), and document these concerns (Article 19 - Workload).