Personnel d'entretien

Our mission

The Parity Committee for the building services, Montreal region is an organisation under the responsibility of the Government of Quebec to supervise the observation of the Decree respecting building service employees in the Montreal region.

The mission of the Parity Committee is to supervise and ensure observation of the decree. This goal meets with the concern of the union which ensures protection of the rights of the workers and also meets the concern of the employers which ensure that the wages and the working conditions of the employees are not a factor of competition between the employers, which supports a healthy and equitable competition for all.

In broader terms, the Parity Committee defines its mission in the following way:

“To ensure observance of the decree with a collective desire of integrity, commitment and professionalism by promoting and by defending the interests and the rights of cleaning employees and by becoming the main source of reference for the industry.”

Our values


Accessibility of our services

by phone

We make a commitment to respond to your phone call directly, or, on the following business day, if you leave us a message on a voice mail.

Speak with a consultant:

Toll free number:


We make a commitment to communicate with the sender of a written request (sent to us by mail, email or fax) inside a period of 5 business days following the reception of the letter.

By fax :

icone pin
In person
at our office

We make a commitment to meet you in person and to respond to your request when you come to our office. If an appointment was not scheduled beforehand, we will do our best to meet with you, based on the availability of our personnel.

Our services

In order to offer efficient services for the protection of labor rights while being attentive to employers’ concerns, the Parity Committee for the Buildings Services presents its Statement of Services which contains our commitment and the service standards reflecting our values. We are counting on your collaboration and we are committed to implementing all possible means to honor these commitments.

You can see all the details in the PDF version of our Service Statement below.

In addition, the Parity Committee accomplishes its mission through its administrative department and its inspection service, which are briefly presented below.

Provide information to employers and employees of the industry as well as for building owners and managers
Receive complaints from employers of the industry and from employees who want to report violations of the Decree
Carry out investigations and inspections at worksites and at the head office of the employer
Claim from employers what is due to employees
Defend in Court the employee whose rights are not respected
Inform the employer and the employee of their rights, duties and obligations
Insure equity between employers by taking legal actions against those who violate the Decree

Administrative service

This service, accomplished by a team of office employees, receives and verifies the monthly reports that employers must forward to the Parity Committee under the terms of the regulation. The data transmitted by the employers are treated by a data-processing program which checks the application of the decree, compiles the data on an annual basis and signals any error.

From this verification or from the data of the inspection department, the administrative department issues claims for wages from the employers in default, ensures the follow-up of each file, receives the payments of the employers and distributes the amounts due to the employees.

In the case of non-payment by the employer and of litigation in civil courts or of the deposit by the Parity Committee of penal complaints before the Court of Quebec, this department ensures the legal follow-up of the cases.

The administrative department also ensures the accounting which receives each month the levy from the employers and the employees, and which collects from employers and distributes the sums due to the employees following claims.

The inspection department

This department, staffed by a team of inspectors, carries out what is known as regular investigations where an inspector visits an employer in order to carry out the examination of the payroll system and of any document allowing to verify the application of the decree. Click on the following link to know more about the type of documents which may be required by the Parity Committee by the inspection department: The inspection powers of the Parity Committee.

The inspection department also carries out inspections at the employers’ and in the workplace following the receipt of complaints. These investigations generally result in the issuance of claims, which if they are not paid, lead to the preparation of a lawsuit.

The inspection department also has the mandate to inform employers, during the regular inspections or following a complaint and to inform the employees of their rights and obligations at the time of regular visits of workplaces.

In addition, a telephone service provides information on the decree to employers and employees or the reception of complaints, during office hours.

As soon as they are hired, all employees of the Parity Committee must commit to respecting our ethics framework.

Powers of the Parity Committee

The Parity Committee has the powers necessary to the achievement of its mission. Thus, to ensure the law is applied, the Parity Committee has the capacity to enter the places of work and the head office of the employer.
(Article 22 e, An Act Respecting Collective Agreement Decrees)

The Parity Committee can require a verification of the pay records and ask the employer to produce any document relating to the application of the decree. It has the capacity to exert recourse in favour of the employees, to impose fees of 20% on the claimed sums and to carry out any settlement, compromise or transaction, considered to be suitable.
(Articles 22 a, b, c, d, e – An Act Respecting Collective Agreement Decrees)

Learn more about claim fees

The Parity Committee can also personally sue the administrators of a company whenever it is impossible to collect the amounts due from the company.
(Article 22 a, An Act Respecting Collective Agreement Decrees)

In the course of its investigations, the Parity Committee has the right to question any employee, whether he or she has brought a complaint against the employer, or not . The employee thus questioned also has the duty to provide all the information relating to the application of the law. It may happen that the employer and the employee agreed not to follow the rules. The employee who would refuse to answer the questions of the inspector, or who would impede the investigation, would expose himself or herself to having to pay a fine for obstruction to the inspection.
(Article 33, An Act Respecting Collective Agreement Decrees)

You have questions about the Parity Committee?

Request a review


Any employer or employee may request a review of a decision issued by an inspector of the Parity Committee pursuant to the Decree.

  • The review request must be submitted within 30 days following the decision of the Parity Committee, in writing, using the form available on our website or at our office.
  • The form along with all relevant documents must be sent by email to or by mail to the attention of the General Director.
  • Following the reception of the review request, the management will analyze the file and, if necessary, will contact the applicant for clarification.

The management will issue its written decision 30 days following the reception of the review request.  If a decision is not taken within this time frame, it will contact the applicant and provide a new deadline.

Personnel d'entretien

Process of your request

We make a commitment to ensure that our personnel will process your request with respect, politeness, courtesy and professionalism within the best possible period of time.

If you are an employer or an employee in building service maintenance and you have reported a complaint, either about unfair competition, in the case of an employer, or about your rights at work, if you are an employee, we make a commitment to:

– Process you request in an impartial way
– Answer your questions clearly
– Take into consideration your account of the facts
– Keep employees informed about the process of their complaint
– Process your request within a reasonable timeframe (according to the complexity of the file)

During the investigation, ensure the confidentiality of the information transmitted to us electronically, by mail, by telephone, as well as in person.

Your role and responsibility

We count on your collaboration to be able to fulfill our commitments.

To do so, we need to have the cooperation, respect and courtesy of the people who come to us. We also expect them to provide us the requested information and documents as soon as possible.

We reserve the right to end any disrespectful, threatening or discourteous conversation.

If you are not satisfied by our services and you have reasonable grounds for believing that a member of our personnel did not respect your rights during the process of your file, we invite you to click on the following link to learn how you can file a complaint:

Complaint regarding the services provided by the Parity Committee

If you have reasonable grounds for believing that your rights were not respected by a member of our personnel upon the process of your request with the Parity Committee, we invite you to communicate with the following people, based on the situation that occurred:

Complaint following the intervention of a member of our inspection department:

Mr. Steve Girard, Director of the enquiry and inspection department or Mr. Mathieu Perreault, Chief of inspection and verification department.

Complaint following the intervention of a member of our administrative department:

Mrs. Nathalie Kalipci, Coordinator of the administrative department

For any other member of our personnel:

Mrs. Caroline Paré, General-Director

Generally, a complaint filed against the Parity Committee will be first addressed by phone. Following this intervention, if you are still unsatisfied, you can communicate with the General-Director, Mrs. Caroline Pare, or file a written complaint to her attention.

Filing a written complaint 

If you want to file a written complaint, you must provide the following information (or download the form below for a template in regards to a complaint):

  1. Your name, address and phone number (and, if you are an employer, your file number with the Parity Committee)
  2. The name and function of the person you are complaining about
  3. The nature of the problem for which you are filing a complaint
  4. The name and function of the person who formally took care of you’re the complaint you had initially submitted (phone intervention)
  5. A copy of all correspondence and documents related to your complaint, if applicable, as well as any additional information.

You can send your complaint by mail, fax or email at:

Comité paritaire de l’entretien d’édifices publics
c/o Mrs. Caroline Pare
4351 D’Iberville,
Montréal (Québec) H2H 2L7
Télécopieur : (514) 384-1266
email :

Please note that we offer a bilingual service (French and English), with a possibility of Spanish.

Treatment of your complaint

1. Acknowledgement of receipt

UAn acknowledgement of receipt will be sent to you within the five (5) working days following the reception of your complaint.

Evaluation of the complaint

Before addressing the matter with the people or person listed in the complaint, the General-Director and the superior of the employee or employees involved will analyse the documents that you provided in order to determine if the complaint is admissible or not.

If your complaint is not admissible, a letter will explain the reasons justifying the refusal to go further.

If your complaint is admissible, this letter will confirm the acceptance of your request and will inform you of the upcoming steps for the process of your complaint.

Examples of non admissible complaints: 

  1. Complaints regarding a governmental policy
  2. Complaints regarding a law or regulation in force
  3. Complaints regarding the work of an inspector acting within the powers conferred by the Act respecting collective agreement decrees

Treatment of an admissible complaint

Generally, your written complaint will be processed by the General-Director or by the superior of the person stated on the complaint and will follow the steps below, according to the situation:

1. Meeting with the person stated on your complaint to inform him or her of the nature of the complaint and to listen to his or her version of the event

2. Communication with you to inform you about his or her account of the events in order to allow you to respond to his or her statement

3. Undertaking actions to correct the situation, or other measures to try to satisfy you

4. In the case where no agreement can be reached and the complaint is not resolved to your satisfaction, the dispute could be transferred to other authorities.

All complaints will be processed impartially and with due diligence.

Frequently asked questions

What is the Parity Committee?

The Parity Committee is an organization put in place by the Québec Government to insure the application of the Decree. The particularity of the Parity Committee being that it is governed both by Union and Employers representatives.

What is the purpose of the Parity Committee?

The first goal of the Parity Committee is to insure the application of the Decree. In doing so, the salary and the conditions of labour of the employees are not a factor of competition between the contractors, bringing a healthy and equitable competition for all. Furthermore, the Parity Committee gives advice, gives references and informs all persons concerned by cleaning services.

Who governs the Parity Committee?

A board of directors formed of five persons representing the employers (The Association of Quebec Building Service Contractors Inc) and five persons representing the employees (The Service Employees Union, Local 800) governs the Parity Committee.

The Board meets every month and discusses the preoccupations of the employers and employees in order to find concrete solutions to the problems of the cleaning services industry.

Who are the employees of the Parity Committee?

The personnel of the Parity Committee is formed of inspectors, office employees, an assistant director and a director. Their task is to advise you and to simplify your task by clearly explaining what are your rights and obligations.

How does the Parity Committee function?

The inspectors make regular visits to the employers at their place of work and to employees on their work sites.

An inspector is available during office hours to answer requests for information and to take complaints or denunciations from employers and employees.

These operations may bring corrections in the application of the Decree or lead to more in-depth inquiries. The inspectors issue claims to employers who do not respect the Decree and may recommend pursuing them in court.

The office employees insure the follow-up of all files concerning the employers and employees of the cleaning sector. They verify if the Decree is well applied by examining the monthly reports filed in by the employers.

The office employees also answer your questions, see to the good running of all activities and send information to every person in the industry. They insure a technical support in the issuing and collection of the claims.

How is the Parity Committee funded?

The Parity Committee does not receive any financing from the Government. It finances itself with a levy of 1% on all salaries, divided equally between employers and employees: 0,5% deducted directly on the employee’s pay and that amount is matched by the employer. Each month, the employer calculates and sends the levy of 1% to the Parity Committee.
(Section 22 i – Act respecting Collective Agreement Decrees and Regulation respecting the levy)

Who supervises the activities of the Parity Committee?

All the activities of the Parity Committee are under the supervision of the Direction des politiques, de la construction et des décrets of the Minister of Labour of Québec. Each year, an inspection is performed to examine the budget, financial report and the annual report of activities.
(Sections 23, 25, 26 – Act respecting Collective Agreement Decrees)

Does the Parity Committee have any powers?

To apply the Law, the Parity Committee has the power to penetrate any place of work and place of business of an employer.
Of course, this must be done during reasonable hours.
(Section 22 e, Act respecting Collective Agreement Decrees)

The Parity Committee has the right to examine the pay register and may also require the production of any document relating to the application of the Decree. For example, the Parity Committee may require the invoicing from the employer’s sub-contractors as well as the bank statements and the returned checks of the company (see Interpretation and jurisprudence to know more).

It has the right to exercise the recourses in favour of the employees, impose a 20% fee on all amounts claimed and make any settlement, compromise or transaction deemed expedient. Furthermore, the Parity Committee may impose penal fines in case of violations of the Decree.
(Sections 22 a, b, c, d, e – Act respecting Collective Agreement Decrees)

The Parity Committee may also personally sue the administrators of a company in cases where it is impossible to collect from the company.
(Section 22 a, Act respecting Collective Agreement Decrees)

Does the Parity Committee also have obligations?

The Parity Committee must investigate and verify the application of the Decree. It must consider any complaint from an employer or employee respecting the carrying out of the Decree.
(Section 24 – Act respecting Collective Agreement Decrees)

It must obtain compensation in cases where the Decree is not applied. Thus, when no agreement is possible concerning a claim in favour of an employee, the Parity Committee must undertake the legal procedures required.
(Section 22a- Act respecting Collective Agreement Decrees)

The Parity Committee also gave itself a mission of informing all employers and employees on their rights and obligations, to serve the principal cultural communities in their language and to be a centre of reference for all the cleaning services industry.

Can the inspector require from the employer to provide bank statements and returned checks?

The purpose of the Act respecting Collective Agreement Decrees is to provide decent working conditions in certain work areas where the employees are more vulnerable.

The documents required during an inspection, as provided by article 22 of the Act respecting Collective Agreement Decrees, have a commercial character. The possibility of having access to some more personal elements is not relevant considering the reasonable nature of the powers allowed to the Parity Committee by the Law.

The requirement to provide the bank statements and returned checks to the inspector is in accordance with the function of the Parity Committee of verifying the respect and application of the Law. The spirit of the Law is to give the inspectors the powers required to achieve their tasks.

The Interpretation Act (R.S.Q., chapter I-16) states that:

“Such statute shall receive such fair, large and liberal construction as will ensure the attainment of its object and the carrying out of its provisions, according to their true intent, meaning and spirit.”

Moreover, in a recent decision, Judge Johanne White, of the Quebec Court, had to answer these two questions:

01-Is the employer required to provide to the inspector the returned checks for the last three months?

02-Does the administrative nature of the inspection, as well as the fact that the employer was not suspected of acting contrary to the law, justifies the employer’s refusal to provide the checks requested by the inspector?

To these questions, the judge answered clearly that it does not belong to the employers to decide which documents are needed for an inspection. Moreover, the lack of reasons to suspect any infringement to the law does not justifies the employer’s refusal to provide the documents needed by the inspector within the framework of his inspection.


Comité paritaire vs. Can-Jan inc.
Cour du Québec, June 23, 2004, Mme la juge Louise Villemure

Comité paritaire vs. Groupe Laberge inc.
Cour du Québec, April 23, 2004, M. le juge Louis Rémillard

Comité paritaire vs. Les services d’entretien Bo-Lav inc.
Cour du Québec, September 24, 2010, Mme la juge Johanne White

Can one call upon the Charter of Human Rights and Freedoms to refuse access to the inspector to the documents necessary for the inspection?

The employer cannot call upon the Charter of Human Rights and Freedoms to refuse an inspection. In the judgment “Comité paritaire de l’industrie de la chemise vs. Potash” (1994), the Supreme Court of Canada answered the two following questions:

01-Are the provisions of paragraph e) of article 22 of the An Act Respecting Collective Agreement Decrees which grants powers of inspection, incompatible with article 8 of the Charter of Human Rights and Freedoms?

02-On the assumption that the Court would answer the first question by the affirmative, can these provisions be justified within the framework of the first article of the Charter of Human Rights and Freedoms?

The Court concluded that the powers of inspection envisaged within the Law do not violate the charter.

In this decision, the Court compares all the powers of inspection to seizures or searches within the meaning of the Charter. However, the appreciation of the abusive character of these powers can vary according to whether it is about the criminal or statutory field.

Compared to the collective agreement decrees, the Court estimates that the powers of inspection are sufficiently circumscribed by the Law and that they are not abusive.

Consequently, the Court did not have to fall back on article 1 of the Charter of Human Rights and Freedoms to evaluate if it were a reasonable limit whose justification can be shown within the framework of a free and democratic society.

Can one refuse or restrict access to the places of work of the employees?

The professional employer, the employer or the customer cannot limit the inspectors to certain places such as the cafeteria, the rest room, the lobby or others.

The inspector has the right to go to see the employees where they work.

Jurisprudence :

“the appellant employer was found guilty of having refused access to the workshops where the employees work to the inspector of the Comité paritaire du bois œuvré. He only enabled him to meet them in the employee’s cafeteria.

It is justifiably that the first judge concluded that the inspector has a right of general access to the places of work, allowing him even to observe, if he wishes it, an employee working with his machine.

The inspector cannot check the nature of the work and the product manufactured to determine the subjectivity of the employer to the decree if he is confined to the cafeteria of the company to question the employees.

The “places of work” indicate all of the company, including the workshops. Moreover, the English version of article 33 uses the words “the place where the work is being done”, which confirms the interpretation that the Court gives to the French version”.

Cuisirama Inc,vs. Comité paritaire du bois œuvré du Québec.
Superior Court, Joliette, 4 juillet1991
Judge Yves Mayrand, D.T.E. 911 T 835

Can one call upon An Act Respecting the Protection of Personal Information in the Private Sector to refuse to communicate information required by the Parity Committee?

An employer cannot call An Act Respecting the Protection of Personal Information in the Private Sector to refuse to give to the Parity Committee the information requested concerning the names and co-ordinates of the contractor, its subcontractors or its employees, as well as any information envisaged with the An Act Respecting Collective Agreement Decrees or with the decree.

Article 18 of “An Act Respecting the Protection of Personal Information in the Private Sector”, deals with the communication of information to third parties.

Article 18. “A person carrying on an enterprise may, without the consent of the person concerned, communicate personal information contained in a file he holds on that person.”

1- to his attorney;

2- to the Attorney General if the information is required for the purposes of the prosecution of an offence under an Act of applicable in Québec;

3- to a person responsible, by law, for the prevention, detection or repression of crime or statutory offences who requires it in the performance of his duties, if the information is needed for the prosecution of an offence under an Act applicable in Québec;

4- to a person to whom it is necessary to communicate the information under the law or a collective agreement, who requires it in the performance of his duties.