GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Canada Emergency Student Benefit Regulations — a
The Minister of Employment and Social Development, with the consent of the Minister of Finance pursuant to section 3, subsection 5(5), paragraphs 6(2)(a) and (b) and subsections 7(2) and 8(2) of the Canada Emergency Student Benefit Act a , makes the annexed Canada Emergency Student Benefit Regulations . a S.C. 2020, c. 7
Canada Emergency Student Benefit Regulations — 1
Definitions 1 The following definitions apply in these Regulations. Act means the Canada Emergency Student Benefit Act . ( Loi ) dependant , in relation to a student, means (a) a child (including an adopted child, a stepchild or a foster child) who is under 12 years of age and is wholly dependent on the student or the student’s spouse or common-law partner for their care and upbringing; or (b) a person with a disability who is wholly dependent on the student or the student’s spouse or common-law partner for their care and upbringing. ( personne à charge ) disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent or episodic in nature, or evident or not, that, in interaction with a barrier, as defined in section 2 of the Accessible Canada Act , hinders a person’s full and equal participation in society. ( handicap )
Canada Emergency Student Benefit Regulations — Canada Emergency Student Benefit Regulations
Act means the Canada Emergency Student Benefit Act . ( Loi )
Canada Emergency Student Benefit Regulations — (a)
dependant , in relation to a student, means (a) a child (including an adopted child, a stepchild or a foster child) who is under 12 years of age and is wholly dependent on the student or the student’s spouse or common-law partner for their care and upbringing; or (b) a person with a disability who is wholly dependent on the student or the student’s spouse or common-law partner for their care and upbringing. ( personne à charge )
Canada Emergency Student Benefit Regulations — Canada Emergency Student Benefit Regulations
disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent or episodic in nature, or evident or not, that, in interaction with a barrier, as defined in section 2 of the Accessible Canada Act , hinders a person’s full and equal participation in society. ( handicap )
Canada Emergency Student Benefit Regulations — 2
Post-secondary educational program 2 For the purpose of the definition student in section 2 of the Act, a post-secondary educational program includes a series of courses taken over a period of at least 12 weeks at the post-secondary level at (a) an educational institution set out in the Master List of Designated Educational Institutions , published by the Government of Canada on its website; (b) an educational institution set out in the Master List of Certified Educational Institutions , published by the Government of Canada on its website; (c) an educational institution set out in the Directory of Educational Institutions and Programs , published by the Government of Quebec on its website; or (d) an Indigenous institution recognized by a province.
Canada Emergency Student Benefit Regulations — 3
Student who is to graduate 3 A person who is to graduate from secondary school in 2020, has applied for enrollment in a post-secondary educational program that leads to a degree, diploma or certificate that is scheduled to begin before February 1, 2021 and plans to enroll in the program if their application is accepted is prescribed for the purposes of paragraph (c) of the definition student in section 2 of the Act.
Canada Emergency Student Benefit Regulations — 4
Prescribed period 4 For the purpose of subsection 5(1) of the Act, the prescribed period is (a) for a student described in paragraph (a) of the definition student in section 2 of the Act, the period beginning on May 10, 2020 and ending August 29, 2020; and (b) for a student described in paragraph (b) or (c) of that definition (i) who graduates before May 10, 2020, the period beginning on May 10, 2020 and ending on August 29, 2020, (ii) who graduates on or after May 10, 2020 but before June 7, 2020, the period beginning on June 7, 2020 and ending on August 29, 2020, and (iii) who has not graduated before June 7, 2020, the period beginning on July 5, 2020 and ending on August 29, 2020.
Canada Emergency Student Benefit Regulations — 5
Maximum allowable income 5 (1) An amount of income of $1000.01 is determined for the purposes of paragraph 6(1)(a) of the Act. Excluded income (2) Any income received by a student from employment or self-employment is excluded from the application of subparagraph 6(1)(b)(i) of the Act if the total of such income received in respect of the four-week period for which they apply for the Canada emergency student benefit is $1000 or less.
Canada Emergency Student Benefit Regulations — 6
Amount of benefit 6 For the purpose of subsection 7(1) of the Act, the amount of a Canada emergency student benefit for any week is (a) $500, in the case of a student with a dependant or a student with a disability; and (b) $312.50, in any other case.
Canada Emergency Student Benefit Regulations — 7
Maximum number of weeks 7 For the purposes of subsection 8(1) of the Act, the maximum number of weeks for which a student may receive a Canada emergency student benefit is 16 minus the number of weeks, if any, for which the student receives an income support payment under the Canada Emergency Response Benefit Act or an employment insurance emergency response benefit referred to in section 153.7 of the Employment Insurance Act .
Canada Emergency Student Benefit Regulations — 8
May 10, 2020 8 These Regulations are deemed to have come into force on May 10, 2020.
Solvency Special Payments Relief Regulations, 2020 — a
Her Excellency the Governor General in Council, on the recommendation of the Minister of Finance, pursuant to paragraphs 39(1)(e) and (e.1) a , subparagraph 39(1)(e.2)(v) a and paragraphs 39(1)(h.2) b and (o) of the Pension Benefits Standards Act, 1985 c , makes the annexed Solvency Special Payments Relief Regulations, 2020 . a S.C. 2010, c. 12, s. 1820(1) b S.C. 2010, c. 12, s. 1820(2) c R.S., c. 32 (2nd Supp.)
Solvency Special Payments Relief Regulations, 2020 — 1
Definitions 1 The following definitions apply in these Regulations. Act means the Pension Benefits Standards Act, 1985 . ( Loi ) solvency special payment means a special payment required under paragraph 9(4)(c) or (d) of the Pension Benefits Standards Regulations, 1985 . ( paiement spécial de solvabilité )
Solvency Special Payments Relief Regulations, 2020 — Solvency Special Payments Relief Regulations, 2020
Act means the Pension Benefits Standards Act, 1985 . ( Loi )
Solvency Special Payments Relief Regulations, 2020 — Solvency Special Payments Relief Regulations, 2020
solvency special payment means a special payment required under paragraph 9(4)(c) or (d) of the Pension Benefits Standards Regulations, 1985 . ( paiement spécial de solvabilité )
Solvency Special Payments Relief Regulations, 2020 — 2
Reduction of annual payments 2 The solvency special payments that are required for a plan year are to be reduced by the total amount of all instalments of those payments in respect of that plan year that, under paragraph 9(14)(b) of the Pension Benefits Standards Regulations, 1985 , (a) became due during the period beginning on April 1, 2020 and ending on the day before the day on which these Regulations come into force, unless the plan year ended more than 30 days before the day on which these Regulations come into force; or (b) but for subsection 3 (1), would have become due during the period beginning on the day on which these Regulations come into force and ending on December 30, 2020.
Solvency Special Payments Relief Regulations, 2020 — 3
Instalments not required 3 (1) Despite paragraph 9(14)(b) of the Pension Benefits Standards Regulations, 1985 , no solvency special payment instalments are required to be paid during the period beginning on the day on which these Regulations come into force and ending on December 30, 2020. Deduction from other payments (2) The amount of any solvency special payment instalment that becomes due after March 31, 2020 and is paid no later than the day on which these Regulations come into force may be deducted from the total amount of all instalments that become due to the same plan under paragraphs 9(14)(a) and (b) of the Pension Benefits Standards Regulations, 1985 during the period beginning on the day on which these Regulations come into force and ending on December 30, 2020, and the corresponding contributions and going concern special payments required under paragraphs 9(4)(a) and (b) of the Pension Benefits Standards Regulations, 1985 are to be reduced accordingly. No interest (3) Despite paragraph 10(2)(b) of the Pension Benefits Standards Regulations, 1985 , no interest is payable in respect of a special solvency payment instalment that became due after March 31, 2020 but before the day on which these Regulations come into force.
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No reduction for subsequent plan year 4 Subsection 9(6) of the Pension Benefits Standards Regulations, 1985 does not apply in respect of any portion of an additional payment that, but for these Regulations, would have been payable as a solvency special payment.
Solvency Special Payments Relief Regulations, 2020 — 5
Letter of credit — reduction of face value 5 (1) The face value of a letter of credit that was provided or transferred before the day on which these Regulations come into force may, in addition to any reduction permitted under subsections 9.1(2) to (4) of the Pension Benefits Standards Regulations, 1985 , be reduced by an amount not exceeding the total amount of all instalments referred to in paragraphs 2(a) and (b) of these Regulations that were to be replaced by the letter of credit. Deeming (2) If the face value of a letter of credit is reduced in accordance with subsection (1), it is deemed to have been reduced in accordance with the Pension Benefits Standards Regulations, 1985 and the non-renewal of that letter of credit for its full face value does not constitute a default for the purpose of section 9.1 of those Regulations.
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Void amendment — solvency ratio 6 For the period beginning on the day on which these Regulations come into force and ending on November 30, 2020, the prescribed solvency ratio level for the purposes of paragraphs 10.1(2)(c) and (d) of the Act is 1.05.
Solvency Special Payments Relief Regulations, 2020 — 7
Provision of information 7 The following information is prescribed, in addition to the information referred to in subsections 23(1) and (1.1) of the Pension Benefits Standards Regulations, 1985 , for the purposes of subparagraphs 28(1)(b)(iv) and (b.1)(ii) of the Act in respect of any plan year for which a solvency special payment is reduced under section 2 of these Regulations: (a) the amount of the reduced solvency special payments for the plan year; and (b) the amount of the solvency special payments that would have been required for the plan year, but for these Regulations.
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Registration 8 These Regulations come into force on the day on which they are registered.
African Union Privileges and Immunities Order — a
Her Excellency the Governor General in Council, on the recommendation of the Minister of Foreign Affairs, pursuant to paragraphs 5(1)(f) a to (h) of the Foreign Missions and International Organizations Act b , makes the annexed African Union Privileges and Immunities Order . a S.C. 2002, c. 12, s. 3(3) b S.C. 1991, c. 41
African Union Privileges and Immunities Order — 1
Definitions 1 The following definitions apply in this Order. United Nations Convention means the Convention on the Privileges and Immunities of the United Nations set out in Schedule III to the Foreign Missions and International Organizations Act . ( Convention des Nations Unies ) Vienna Convention means the Vienna Convention on Diplomatic Relations set out in Schedule I to the Foreign Missions and International Organizations Act . ( Convention de Vienne )
African Union Privileges and Immunities Order — African Union Privileges and Immunities Order
United Nations Convention means the Convention on the Privileges and Immunities of the United Nations set out in Schedule III to the Foreign Missions and International Organizations Act . ( Convention des Nations Unies )
African Union Privileges and Immunities Order — African Union Privileges and Immunities Order
Vienna Convention means the Vienna Convention on Diplomatic Relations set out in Schedule I to the Foreign Missions and International Organizations Act . ( Convention de Vienne )
African Union Privileges and Immunities Order — 2
Senior officials 2 (1) The Chairperson of the African Union, the Chairperson of the African Union Commission, the Deputy Chairperson of the African Union Commission and the African Union Permanent Representative to the United States of America have, to the extent required for the exercise of their functions, (a) the privileges and immunities comparable to the privileges and immunities accorded to diplomatic agents under the Vienna Convention, other than duty and tax relief privileges; and (b) the same immunities and facilities in respect of their personal baggage as are accorded to diplomatic agents under paragraph 2 of Article 36 of the Vienna Convention. Other officials (2) Other officials of the African Union have, to the extent required for the exercise of their functions, the privileges and immunities set out in paragraphs 18(a) and (c) to (f) of Article V of the United Nations Convention, subject to paragraph 20 of that Article. Experts (3) Experts who perform missions for the African Union have, to the extent required for the exercise of their functions, the privileges and immunities set out in Article VI of the United Nations Convention.
African Union Privileges and Immunities Order — 3
Registration 3 This Order comes into force on the day on which it is registered.
Work Place Harassment and Violence Prevention Regulations — a
Whereas, pursuant to subsection 157(3) a of the Canada Labour Code b , regulations of the Governor in Council under subsection 157(1) c of that Act are to be made in respect of occupational safety and health of employees employed on ships, trains or aircraft, while in operation, on the recommendation of the Minister of Labour and the Minister of Transport and are to be made in respect of occupational safety and health of employees employed on or in connection with exploration or drilling for or the production, conservation, processing or transportation of oil or gas in “frontier lands”, as defined in the Canada Petroleum Resources Act d , on the recommendation of the Minister of Labour, the Minister of Indigenous Services and the Minister of Natural Resources, the latter taking into consideration any recommendations made by the Canadian Energy Regulator in relation to the regulations; a S.C. 2019, c. 29, par. 375(1)(c) b R.S., c. L-2 c S.C. 2018, c. 22, s. 14 d R.S., c. 36 (2nd Supp.)
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
And whereas the Canadian Energy Regulator has not made any recommendation in relation to the annexed Regulations;
Work Place Harassment and Violence Prevention Regulations — e
Therefore, Her Excellency the Governor General in Council, on the recommendation of the Minister of Labour, the Minister of Transport, the Minister of Indigenous Services and the Minister of Natural Resources, pursuant to subsections 125(3) e and 157(1) c of the Canada Labour Code b , makes the annexed Work Place Harassment and Violence Prevention Regulations . e S.C. 2018, c. 22, s. 3(4)
Work Place Harassment and Violence Prevention Regulations — 1
Definitions 1 (1) The following definitions apply in these Regulations. Act means Part II of the Canada Labour Code . ( Loi ) designated recipient means a work unit in a work place or person that is designated by an employer under section 14 . ( destinataire désigné ) occurrence means an occurrence of harassment and violence in the work place. ( incident ) principal party means an employee or employer who is the object of an occurrence. ( partie principale ) responding party means the person who is alleged to have been responsible for the occurrence in notice of an occurrence provided under subsection 15 (1). ( partie intimée ) witness means a person who witnessed an occurrence or is informed of an occurrence by the principal party or responding party. ( témoin ) Applicable Partner (2) In these Regulations, a reference to the “applicable partner” is to be read as a reference to the policy committee or, if there is no policy committee, as a reference to the work place committee or the health and safety representative.
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
Act means Part II of the Canada Labour Code . ( Loi )
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
designated recipient means a work unit in a work place or person that is designated by an employer under section 14 . ( destinataire désigné )
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
occurrence means an occurrence of harassment and violence in the work place. ( incident )
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
principal party means an employee or employer who is the object of an occurrence. ( partie principale )
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
responding party means the person who is alleged to have been responsible for the occurrence in notice of an occurrence provided under subsection 15 (1). ( partie intimée )
Work Place Harassment and Violence Prevention Regulations — Work Place Harassment and Violence Prevention Regulations
witness means a person who witnessed an occurrence or is informed of an occurrence by the principal party or responding party. ( témoin )
Work Place Harassment and Violence Prevention Regulations — 2
When unable to agree 2 If an employer and the policy committee, the work place committee or the health and safety representative are unable to agree on any matter that is required by these Regulations to be done jointly by them, the employer’s decision prevails.
Work Place Harassment and Violence Prevention Regulations — 3
Prescribed circumstances — extension 3 The Head of Compliance and Enforcement may extend the time period referred to in subsection 125(4) of the Act if a former employee demonstrates in an application to the Head of Compliance and Enforcement that they were unable to make the occurrence known to the employer within the time period because they incurred trauma as a result of the occurrence or because of a health condition. SOR/2021-118, s. 14
Work Place Harassment and Violence Prevention Regulations — 4
Time period to make complaint 4 For the purpose of subsection 127.1(12) of the Act, a former employee may make a complaint under subsection 127.1(1) of the Act until the day that is the later of (a) three months after the day on which the former employee ceases to be employed by the employer, and (b) if notice of the occurrence was provided under subsection 15 (1), three months after the day on which the resolution process is completed in respect of the occurrence.
Work Place Harassment and Violence Prevention Regulations — 5
Joint assessment 5 (1) An employer and the applicable partner must jointly carry out a work place assessment that consists of the identification of risk factors under section 8 and the development and implementation of preventive measures under section 9 . Joint monitoring and updates (2) An employer and the applicable partner must jointly monitor the accuracy of the work place assessment and, if necessary, update it in order to reflect a change to the information set out in the assessment, including (a) a change to the risk factors identified under section 8 ; and (b) a change that compromises the effectiveness of a preventive measure developed and implemented under section 9 . Review after three years (3) An employer and the applicable partner must jointly review the work place assessment every three years and, if necessary, update it.
Work Place Harassment and Violence Prevention Regulations — 6
Joint review and update 6 (1) An employer and the work place committee or the health and safety representative must jointly review and, if necessary, update the work place assessment if notice of an occurrence is provided under subsection 15 (1) and (a) the occurrence is not resolved under section 23 and the principal party ends the resolution process under section 18 ; or (b) the responding party is not an employee or the employer. Review to consider circumstances (2) A review conducted under subsection (1) must take into account the circumstances of the occurrence. Multiple occurrences (3) If a review and update are being conducted under subsection (1) and notice is provided under subsection 15 (1) of another occurrence that involves substantially the same matters and for which a review and update are also required under subsection (1), those occurrences may be addressed together in the same review and update.
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Qualifications 7 An employer must ensure that each individual who is directed by the employer to identify the risk factors referred to in section 8 , or to develop and implement the preventive measures referred to in section 9 , is qualified to do so by virtue of their training, education or experience.
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Identification of risk factors 8 An employer and the applicable partner must jointly identify the risk factors, internal and external to the work place, that contribute to harassment and violence in the work place, taking into account (a) the culture, conditions, activities and organizational structure of the work place; (b) circumstances external to the work place, such as family violence, that could give rise to harassment and violence in the work place; (c) any reports, records and data that are related to harassment and violence in the work place; (d) the physical design of the work place; and (e) the measures that are in place to protect psychological health and safety in the work place.
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Preventive measures — development and implementation 9 Within six months after the risk factors are identified under section 8 , an employer and the applicable partner must jointly (a) develop preventive measures that, to the extent feasible, (i) mitigate the risk of harassment and violence in the work place, and (ii) neither create nor increase the risk of harassment and violence in the work place; (b) develop an implementation plan for the preventive measures; and (c) implement the preventive measures in accordance with the implementation plan.