There are only three circumstances in which a collective agreement that will come into force on January 1, 2019 temporarily prevails over the corresponding custody and appointment provisions in Bill 148. The general situation is that when a provision of a collective agreement is incorporated into an individual employment contract, that provision, as the duration of that contract, acquires an independent contractual effect that the worker can avail itself of. The new three-hour regime will come into effect on January 1, 2019. The amendment expressly states that if a collective agreement that came into force on 1 January 2019 contains a provision for the payment of childcare benefits and there is a contradiction between the provision of the collective agreement and section 21.4 of the ESA, the collective agreement provision applies until the previous expiry of the collective agreement or 1 January 2020. However, there are five circumstances in which an existing collective agreement prevails over Bill 148`s ESA amendments, if only for a specified transitional period. A union may agree to amend the contract on behalf of a worker (or group of workers) if it is written in the employment contract that the union may agree to changes (a “collective agreement”). A collective agreement can only be applied if it is included in the “integrated” employment contract. If this is correct, the changes are mandatory and the employee is subject to the new conditions (although our comments are shown below: a staff member may challenge a contract amendment if he or she believes the clause may be discriminatory). What is the difference between a term agreed with the union through a collective agreement and an amendment to the contract proposed by the employer? What would be the consequences of a union with an employer agreeing to a change in working time under a collective agreement and no other workers dispute the change or complain? Nb! The text of the amendments to the text of the collective agreement is currently under way, so the wording of this information may still change. the collective agreement is silent on the obligation of Law 148 or the law.