HR & Workforce
Union & Labour Relations
Most Canadian municipalities manage at least one collective agreement — often several, covering different employee groups with different seniority rules, step progression triggers, posting requirements, and banked time policies. PCL One's union and labour relations capability configures these rules as auditable, repeatable system logic — not spreadsheets — so they are applied consistently, every time, with a complete record of how decisions were made.
Seniority tracking
- ✓Multiple seniority streams per employee: Town-wide, departmental, bargaining unit, position/classification — as required by each CBA
- ✓Calendar-year seniority and hours-worked seniority — both supported in the same system
- ✓Effective-dated seniority history: transfers, breaks in service, reclassifications all tracked with reason codes
- ✓On-demand seniority lists by bargaining unit, department, or classification — in the format union representatives require
- ✓Exception reporting: missing seniority dates, conflicting assignments, data gaps flagged for HR review
Collective agreement compliance
- ✓Configurable CBA rule engine: each collective agreement’s rules are translated into system parameters — not custom code
- ✓Job posting automation: internal-first posting, CBA-defined bidding windows, posting duration, and targeted notification by eligibility
- ✓Bumping rights: event-triggered eligibility workflows when layoff or position elimination occurs — configurable bumping sequence and deadline management
- ✓CBA change management: when a new agreement is ratified, rules are updated through controlled configuration with impact testing before go-live
Step progression
- ✓Automatic step increase triggers: hours-worked threshold (e.g., 2,080 hours) and anniversary-date triggers — both supported
- ✓Eligibility rules by bargaining unit, employee group, and employment type
- ✓Exception handling and manual override with approval workflow
- ✓Audit trail of every progression event: rule applied, effective date, prior step, new step, approver
Acting pay and premiums
- ✓Temporary acting assignment capture with start/end dates, reason codes, and premium eligibility
- ✓Shift differential rules: day/evening/night bands, day type, location — configured per collective agreement
- ✓Approval workflow for acting assignments before they become pay-effective
- ✓Audit trail of every acting/premium record
Grievance tracking
- ✓Centralized grievance case management: log, stage-track, and store all documentation in one place
- ✓Stage-based workflow: Intake → Review → Meeting/Investigation → Response → Escalation → Resolution
- ✓Key date tracking: received, meeting dates, response due dates, escalation, settlement/decision
- ✓Document storage against the case record — version-controlled, restricted access
- ✓Outcome recording with reason codes and closure notes
- ✓Open grievance dashboard: by stage, age, owner, priority, due date
- ✓Audit trail of all case updates, stage changes, and document additions
Retroactive pay (CBA ratification)
- ✓When a new agreement is ratified, identify the impacted employee population, the retro window, and the effective-dated rate changes
- ✓Produce a retro adjustment data set for the payroll system — impacted employees, periods, earnings codes, old/new rates, delta
- ✓Control totals and exception reporting for reconciliation
- ✓Complete audit trail of CBA parameter changes and retro run artefacts
What this addresses
- —Collective agreement rules applied inconsistently across departments
- —Seniority disputes caused by inaccurate or inaccessible records
- —Job posting and bumping notifications sent too late or to the wrong employees
- —Grievance records stored in email folders with no searchable history
- —Step increases missed or applied incorrectly
- —Retro pay calculations done manually in spreadsheets after ratification
Bring consistency to your union rules and CBA compliance
A 30-minute conversation to review your current collective agreement configuration and grievance process.