Lately, we’ve heard some buzz about shift premiums—when you do and don’t get them. So, let’s break it down for you, straight from Article 1705 of the Collective Agreement:
- If you are hired into a position which requires you to work a permanent evening or night shift, you’re entitled to your shift premium even when you’re on standby, leave of absence, sick time, a Recognized Holiday, paid vacation, or Workers’ Compensation.
- If you are not hired into a position which requires you to work a permanent evening or night shift, you won’t receive the shift premium in the above circumstances even if you only work evenings or nights as a result of shift interchanges or self-scheduling.
Now, let’s further clarify what we mean by a permanent evening or night shift. In this context, “permanent” means you are hired into a position which requires you to work exclusively evenings or exclusively nights—no day shifts. It’s stable and doesn’t change. If your schedule includes only evenings or only nights (and no flexibility to include day shifts), it’s considered a permanent evening or night shift.
If you still have questions about Article 1705 or shift premiums, we’ve got your back! Reach out to your LRO or Local President. They’re here to help.