Q1: Are there a lot of differences between Full-time and Part-time?
- Yes, there are some major differences but there are also some similarities.
- Some of the differences involve seniority, benefits, vacation, sick time, overtime, lieu time, shift bonus and leaves.
Q2: If I go to part-time, can I move back to full-time if it is not working for me or my family?
- Once an employee moves to part-time, there is a three-month reversion period where the employee may choose to go back to full-time or the Division may decide to move the employee back to full-time.
- Once past the three-month period, an employee must remain part-time for at least two (2) years.
- After two years has elapsed, an employee may only move back to full-time if there is availability in a full-time position. Movement will be considered in order of seniority (number of regular hours worked).
Q3: What happens to my seniority?
- Full-time employees’ seniority is calculated in years. These years of seniority will be converted into hours (1 year equals 2080 and so on). Seniority is earned through regular scheduled hours. This does not include overtime.
Q4: What happens to my benefits?
- Part-time employees who have passed probation are entitled to 14% in-lieu of benefits provided by the City including statutory holiday pay and bereavement. However, as a full-time employee you are enrolled in the OMERS pension plan and, as such, the percent in lieu of benefits is reduced to 7%.
Q5: What happens if I am sick and I need to book-off?
- You will book-off as you do now.
- Sick time is unpaid.
- You will have to book-fit with Scheduling no less than eight (8) hours prior to the start of the next shift you are scheduled to work.
- Medical notes are required when an employee is absent for two (2) or more consecutive shifts and the note will be furnished seven days from the commencement of the illness.
Q6: Is there any benefit when I work on a Statutory Holiday?
- If you are NOT scheduled to work a statutory holiday, you will not receive any pay for the Stat. This is currently included in the 7% in lieu of benefits.
- If you are scheduled to work on a statutory holiday, you will be paid at one and a half times your rate of pay.
Q7: What happens if there is a death in my family?
- You will receive time-off based on the same parameters that are in the full-time agreement; however, this will be an unpaid leave. The monetary value is included in the 7% in lieu of benefits.
Q8: What happens if I require a pregnancy or parental leave?
- Parental and pregnancy leaves will be granted, however, there is no top-up.
- An employee will still be covered by unemployment (if they have worked the required number of weeks).
Q9: Do I receive the same shift bonus as full-time employees?
- You will receive a shift bonus of $1.04 and it will only be paid on every hour scheduled for those shifts where the majority of hours fall after 1800 hours or 6 p.m. This is basically any p.m. block.
Q10: Am I still entitled to ill dependent days?
- Part-time employees will be authorized for three (3) ill dependent days. These days will be unpaid.
Q11: What happens if I have to attend court or coroner's court?
- All off-duty requirements at court or coroner’s inquest appearances that arise due to employment are paid at straight time for time required. Minimum – three (3) hours.
Q12: Do I still receive sick pay benefits?
- Sick time is one of the benefits included in the 14% in lieu of benefits.
- Should you require to book-off ill, this time will be unpaid.
- Should you still have a paid sick bank that is locked-in, it will remain locked until such time that you retire or resign. It will not be available to use.
Q13: Am I still eligible to book vacation based on my years of service?
- After one full year of service you will be entitled to request two (2) weeks off on vacation. These requests will follow a similar seniority process at the time when vacations are booked.
- However, instead of vacation time, you will receive VSP – this is a percentage based on the number of hours that you have worked. For example, up to 1040 hour an employee is entitled to 4% VSP added to their wages.
- If vacation is earned for the year and not yet used, it will be paid out on a pro-rated basis as per the Collective Agreement 13.07(b)
- If you move to part-time prior to earning vacation that you have already used, it will have to be reimbursed to the City as per Collective Agreement 13.07(b)
Q14: Am I still able to accumulate lieu time?
- Part-time staff are not eligible to accumulate lieu time.
- Any time that has been accumulated in a lieu bank will be paid out to the employee who moves from full-time to part-time.
Q15: Will I be eligible for overtime?
- Part-time employees will receive overtime for any time worked greater than their 12-hour shift. This includes start and end of shift.
- Also, if the part-time employee works more than 240 hours in six (6) weeks any hours greater than the 240 will be paid at the overtime rate of time and one-half.
- This overtime can only be taken as pay.
Q16: Will I be working all over the City?
- As with swing staff, employees will be assigned geographically to either east or west.
- Part-time employees are not following any schedule nor will they be assigned to any colour code.
Q17: What will be the length of my shift and how many shifts do I need to work?
- Until the end of the present contract, all shifts will be 12 hours in length.
- There are two different periods – peak and non-peak
- The peak period is defined as the time between the pay period that includes the 24th of May weekend up to and including the pay period that includes Thanksgiving. In addition, the pay period prior to the pay that includes Christmas up to the pay period that includes New Year’s is also considered a peak period. All other time is considered the non-peak period.
- During the peak period, you must provide the Division with 18 shifts of availability per cycle and during the non-peak period you must provide 12 shifts of availability per cycle.
Q18: Can I provide any shifts I choose to work?
- There are rules for providing your availability.
- All availability will be communicated to the Scheduling Unit via a portal on the Scheduling website.
- Failure to provide appropriate availability by the cut-off date could lead to termination.
Q19: What happens if there has to be layoffs?
- This is affected by the 4:1 ratio of full-time to part-time paramedics.
- Full-time Paramedics that might need to be laid-off will have the option to drop down to part-time.
- Part-time Paramedics will be laid off in reverse order of seniority.
Should you have any further questions, please contact John Stone at 416-677-6844, or you may send an email to John.Stone@toronto.ca. A copy of the Appendix to the Collective Agreement (for part-time paramedics) can be provided if requested.
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