(This document has no legal value. Always refer to the Decree.)

What is the CPA Montréal ?

The CPA Montréal is a non-profit organization mandated under the Act respecting collective agreement decrees to administer and monitor observance of the Decree.

Who administers the CPA Montréal ?

The CPA Montréal is administered by a Board of Directors constituted of an equal number of representatives from the unions and from the employers.

What is the Decree ?

The Decree is a set of regulations pursuant to the Act respecting collective agreement decrees. It is negotiated by the contracting parties and adopted by the Québec Cabinet. Its purpose is to regulate working conditions and the professional qualification of workers.

What does the Decree require ?

The Decree provides for minimum working conditions for employees, with the aim of preserving good relations in the industry. In particular, it includes clauses relating to trades, salaries, working hours, holidays, vacation pay, special leave, advance termination notices, and the training and qualification process for each respective trade.

What are the advantages of the CPA Montréal for employers ?

The CPA Montréal rapidly identifies businesses that do not comply with the Decree, thanks to individual and periodic inspections and complaints from employers, employees and customers. The CPA Montréal then imposes appropriate sanctions, in order to prevent unfair competition.

What services does the CPA Montréal offer ?

The CPA Montréal offers various services to employers and employees in the industry. It is responsible for administering the Decree that provides employees with minimum employment conditions, ensure fair competition among businesses and provides social peace in the industry. The CPA Montréal informs and recommends employers and employees of the industry. It provides administrative, legal, inspection, qualification, classification, and continuous training services. It is also an important source of statistical and socio-economic data for the industry.

How does the CPA Montréal finance itself ?

The levy paid by employers and employees is the CPA Montréal's main source of income.

What must be done when starting a new business that is governed by the Decree ?

The owner must contact the CPA Montréal to be assigned an inspector. The inspector will then open a new file, provide all appropriate information, and offer general advice concerning the rules and regulations governing the new business.

Is it true that owners do not have to obtain a competency card ?

No. Only the trade practised determines whether a competency card is required.

How do I obtain a competency card ?

Refer to the Admission Requirements for Qualification.

How long is the apprenticeship period ?

The apprenticeship period lasts three years, and is divided into three equal steps, each lasting one year. (Article 10.01.of the Decree). Apprentices having completed their Diploma of Vocational Studies (D.E.P.) in an appropriate discipline will be awarded apprenticeship credits. (Article 10.04. of the Decree).

What is the apprentice/journeyman ratio ?

The ratio is of one apprentice per journeyman working for the same employer, in the same trade, during the same hours, and in the same building.

How are prorata resolved ?

Various options are available to help employers solve their prorata. Please contact the CPA Montréal, where one of our inspectors will provide you with information and advice and help you put a strategic plan in place to correct the issue.

Are competency cards issued by other CPAs still valid ?

Yes, but employees must visit the CPA office in their new region in order to obtain an equivalent card.

What is a grade ?

A grade represents the period during which an employee gains 2,000 hours of professional experience in one of the following trades: Dismantler, Semiskilled Worker, or Service Attendant. (Article 1.01. 8 of the Decree)

What is a level ?

A level represents the period during which an employee gains two years of professional experience in one of the following trades: Parts Clerk or Messenger.

Parts Clerk :

The parts clerk is classed level D on being assigned to that occupation.

The parts clerk who has completed two years as a parts clerk level D, in the sale or distribution of vehicle parts, accessories or tires is classed level C.

The parts clerk who has completed two years as a parts clerk level C, in the sale or distribution of vehicle parts, accessories or tires is classed level B.

The parts clerk who has completed two years as a parts clerk level B, in the sale or distribution of vehicle parts, accessories or tires is classed level A.

Messenger :

Messengers start and remain at level B for the first two years after joining this trade. After completion of this two year period, they reach level A.

Is it possible to substitute a paid leave for the payment of overtime hours ?

Yes, but only at the employee's request. Please note that the paid leave must be equivalent to 1.5 times the number of overtime hours worked and that it must be taken within 12 months or at contract termination if the leave has not yet been taken. (Article 4.01. of the Decree).

Do employees have to be paid at the rates indicated in the Decree ?

The Decree sets minimum hourly wages. An employer cannot pay lower rates. (Article 9.01. of the decree)

How much should a temporary worker on call for various tasks be paid ?

The temporary worker must receive the equivalent of the highest paid employee in the business. (Article 9.09. of the Decree).

Can employers deduct an amount from salary for the maintenance of uniforms when they require their use?

No. Employers who require the use of uniforms cannot deduct any amount from employees' wages. (Article 13.01. of the Decree).

Are employees eligible for special leave ?

Yes, employees can obtain special leave for bereavement, funerals, weddings, and the birth or adoption of children.(Article 8.00. of the Decree).

Must employers give a written notice to an employee before dismissing him?

Yes, employers must give a written notice to an employee before terminating his contract or laying him off for a period equal to or greater than six months. This is called advance termination notice. Details on advance termination notice can be found at Article 12.01.of the Decree.