GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Department of Public Works and Government Services Act — P-38.2 28
Transfer of powers, duties and functions 28 Wherever under any Act, order, rule or regulation, or any contract, lease, licence or other document, any power, duty or function is vested in or exercisable by (a) the Minister of Public Works or the Minister of Supply and Services, (b) the Deputy Minister of Public Works or the Deputy Minister of Supply and Services, or (c) any officer of the Department of Public Works or the Department of Supply and Services, the power, duty or function is vested in and shall be exercised by (d) the Minister of Public Works and Government Services, (e) the Deputy Minister of Public Works and Government Services, or (f) the appropriate officer of the Department of Public Works and Government Services, as the case may be, unless the Governor in Council by order designates another minister, deputy minister or officer of the public service of Canada to exercise that power, duty or function.
Department of Public Works and Government Services Act — P-38.2 60
60 (1) [Amendments] References to Minister of Public Works and Minister of Supply and Services (2) Every reference to the Minister of Public Works or the Minister of Supply and Services in any other Act of Parliament or in any order, regulation or other instrument made under an Act of Parliament shall, unless the context otherwise requires, be read as a reference to the Minister of Public Works and Government Services.
Department of Public Works and Government Services Act — P-38.2 61
61 (1) [Amendments] References to Department of Public Works and Department of Supply and Services (2) Every reference to the Department of Public Works or the Department of Supply and Services in any other Act of Parliament or in any order, regulation or other instrument made under an Act of Parliament shall, unless the context otherwise requires, be read as a reference to the Department of Public Works and Government Services.
Department of Public Works and Government Services Act — P-38.2 Coming into force
Coming into force * 67 This Act or any of its provisions or any provision of an Act of Parliament enacted by this Act comes into force on a day or days to be fixed by order of the Governor in Council. * [Note: Act, except sections 32, 54 and 55, in force July 12, 1996, see SI/96-67; sections 54 and 55 in force October 8, 1996, see SI/96-91; section 32 repealed before coming into force, see 2008, c. 20, s. 3.]
Department of Public Works and Government Services Act — P-38.2 220
Complaints filed between July 1, 2017 and date of royal assent 220 Any complaint referred to in paragraph 22.1(3)(b) of the Department of Public Works and Government Services Act that is filed with the Procurement Ombudsman during the period beginning on July 1, 2017 and ending on the day on which this Act receives royal assent is deemed to be a complaint referred to in paragraph 22.1(3)(b) of the Department of Public Works and Government Services Act as enacted by section 224 of this Act.
Purple Day Act — P-38.8 Preamble
Preamble Whereas the Parliament of Canada wishes to assist in efforts to educate and increase awareness, among members of the public, about people living with epilepsy;
Purple Day Act — P-38.8
Now, therefore, Her Majesty, by and with the advice and consent of the Senate and House of Commons of Canada, enacts as follows:
Purple Day Act — P-38.8 1
Short title 1 This Act may be cited as the Purple Day Act .
Purple Day Act — P-38.8 2
Purple Day 2 Throughout Canada, in each and every year, the 26th day of March is to be known as “Purple Day”.
Purple Day Act — P-38.8 3
Wearing purple 3 On the 26th day of March, people are encouraged to wear the colour purple to indicate their support for people with epilepsy and to increase public awareness of this disorder.
Purple Day Act — P-38.8 4
Not a legal holiday 4 For greater certainty, Purple Day is not a legal holiday or a non-juridical day.
Pay Equity Act — P-4.2 1
Short title 1 This Act may be cited as the Pay Equity Act .
Pay Equity Act — P-4.2 2
Purpose 2 The purpose of this Act is to achieve pay equity through proactive means by redressing the systemic gender-based discrimination in the compensation practices and systems of employers that is experienced by employees who occupy positions in predominantly female job classes so that they receive equal compensation for work of equal value, while taking into account the diverse needs of employers, and then to maintain pay equity through proactive means.
Pay Equity Act — P-4.2
bank rate means the rate of interest established periodically by the Bank of Canada as the minimum rate at which the Bank of Canada makes short term advances to members of the Canadian Payments Association. ( taux d’escompte )
Pay Equity Act — P-4.2
bargaining agent has the same meaning as in subsection 2(1) of the Federal Public Sector Labour Relations Act or the same meaning as in subsection 3(1) of the Canada Labour Code , as the case may be. ( agent négociateur )
Pay Equity Act — P-4.2
bargaining unit has the same meaning as in subsection 2(1) of the Federal Public Sector Labour Relations Act or the same meaning as in subsection 3(1) of the Canada Labour Code , as the case may be. ( unité de négociation )
Pay Equity Act — P-4.2 (a)
compensation means any form of remuneration payable for work performed by an employee and includes (a) salaries, commissions, vacation pay, severance pay and bonuses; (b) payments in kind; (c) employer contributions to pension funds or plans, long-term disability plans and all forms of health insurance plans; and (d) any other advantage received directly or indirectly from the employer. ( rémunération )
Pay Equity Act — P-4.2
core public administration has the same meaning as in subsection 11(1) of the Financial Administration Act . ( administration publique centrale )
Pay Equity Act — P-4.2
dependent contractor has the same meaning as in subsection 3(1) of the Canada Labour Code . ( entrepreneur dépendant )
Pay Equity Act — P-4.2 (a)
employee means (a) a person employed in the public service, other than (i) a person appointed by the Governor in Council under an Act of Parliament to a statutory position described in that Act, (ii) a person locally engaged outside Canada, or (iii) a person employed under a program designated by the employer as a student employment program; (b) an officer or non-commissioned member of the Canadian Forces; (c) a person employed by an employer referred to in paragraph (2)(e) on or in connection with the operation of any federal work, undertaking or business , as defined in section 2 of the Canada Labour Code , including a private constable , as defined in subsection 3(1) of that Act, other than (i) a person employed under a program designated by the employer as a student employment program, or (ii) a student employed by the employer solely during the student’s vacation periods; (c.1) a person employed by an employer referred to in paragraph (2)(e.1), other than (i) a person employed under a program designated by the employer as a student employment program, or (ii) a student employed by the employer solely during the student’s vacation periods; (d) in respect of an employer referred to in paragraph (2)(f), a dependent contractor; (e) a person employed by the government of Yukon; (f) a person employed by the government of the Northwest Territories; and (g) a person employed by the government of Nunavut. ( employé )
Pay Equity Act — P-4.2
employee organization has the same meaning as in subsection 2(1) of the Federal Public Sector Labour Relations Act . ( organisation syndicale )
Pay Equity Act — P-4.2
group of job classes means a series of job classes that bear a relationship to each other because of the nature of the work required to be performed within each job class in the series and that are organized in successive levels. ( groupe de catégories d’emplois )
Pay Equity Act — P-4.2
Minister means the member of the Queen’s Privy Council for Canada designated under section 5 . ( ministre )
Pay Equity Act — P-4.2
non-unionized employee means an employee who is not a member of a bargaining unit, other than an employee who occupies a position declared to be a managerial or confidential position as defined in subsection 2(1) of the Federal Public Sector Labour Relations Act or an employee who performs management functions or is employed in a confidential capacity in matters relating to industrial relations. ( non syndiqué )
Pay Equity Act — P-4.2
Pay Equity Commissioner means the Pay Equity Commissioner appointed under subsection 26(1) of the Canadian Human Rights Act . ( Commissaire à l’équité salariale )
Pay Equity Act — P-4.2
payroll , in respect of an employer, means the total of all salaries payable to the employer’s employees. ( masse salariale )
Pay Equity Act — P-4.2 (a)
public service means the several positions in or under (a) the departments named in Schedule I to the Financial Administration Act ; (b) the other portions of the federal public administration named in Schedule IV to that Act; and (c) the separate agencies named in Schedule V to that Act. ( fonction publique )
Pay Equity Act — P-4.2
trade union has the same meaning as in subsection 3(1) of the Canada Labour Code . ( syndicat )
Pay Equity Act — P-4.2
Tribunal means the Canadian Human Rights Tribunal established by section 48.1 of the Canadian Human Rights Act . ( Tribunal )
Pay Equity Act — P-4.2
unionized employee means an employee who is a member of a bargaining unit that is represented by a bargaining agent. ( syndiqué )
Pay Equity Act — P-4.2 4
Group of employers 4 (1) Two or more employers described in any of paragraphs 3 (2)(e) to (i) that are subject to this Act may form a group and apply to the Pay Equity Commissioner to have the group of employers recognized as a single employer. References to employers (2) If a group of employers is recognized by the Pay Equity Commissioner as a single employer under section 106 , every reference in sections 19 to 21 , 27 , 32 , 35 , 38 to 41 , 43 to 50 and 54 , subsection 57 (1), sections 64 , 75 , 78 , 79 and 82 , subsections 85 (1) and 104 (2), sections 111 , 147 , 148 and 151 , subsection 157 (1) and paragraph 181 (1)(c) to an employer is, in respect of the group of employers, to be read as a reference to that group of employers, unless the context otherwise requires. References to employers (3) If a group of employers is recognized by the Pay Equity Commissioner as a single employer under section 106 , every reference in sections 118 to 120 , subsections 149(2) and 150(3), paragraph 158 (1)(b), subsections 158 (2) and (3) and section 168 to an employer may, in respect of the group of employers, is to be read as a reference to that group of employers or to any employer in the group, as the context requires. Date on which group becomes subject to Act (4) If the Pay Equity Commissioner recognizes a group of employers as a single employer, the date on which the group of employers is considered to have become subject to this Act for the purpose of subsection 55 (1) and paragraphs 61 (1)(b) and 89 (2)(b) is the date chosen by that Commissioner.
Pay Equity Act — P-4.2 5
Designation of Minister 5 The Governor in Council may, by order, designate a member of the Queen’s Privy Council for Canada as the Minister for the purposes of this Act.
Pay Equity Act — P-4.2 6
Employers subject to Act on coming into force 6 The following employers become subject to this Act on the date on which this section comes into force: (a) an employer referred to in any of paragraphs 3 (2)(a) to (d) that (i) is considered under subparagraph 8 (a)(i) to have 10 to 99 employees, or (ii) is considered under subparagraph 8 (b)(i) to have 100 or more employees; and (b) an employer referred to in any of paragraphs 3 (2)(e) to (i) that (i) is considered under subparagraph 9 (a)(i) to have 10 to 99 employees, or (ii) is considered under subparagraph 9 (b)(i) to have 100 or more employees.
Pay Equity Act — P-4.2 7
Later date in public sector — 10 to 99 employees 7 (1) An employer referred to in any of paragraphs 3 (2)(a) to (d) that is considered under subparagraph 8 (a)(ii) to have 10 to 99 employees becomes subject to this Act on the first day of the fiscal year immediately after the fiscal year in which the average of the number of the employer’s employees was at least 10 but less than 100. Public sector — 100 or more employees (2) An employer referred to in any of paragraphs 3 (2)(a) to (d) that is considered under subparagraph 8 (b)(ii) to have 100 or more employees becomes subject to this Act on the first day of the fiscal year immediately after the fiscal year in which the average of the number of the employer’s employees was 100 or more. Private sector and territorial governments — 10 to 99 employees (3) An employer referred to in any of paragraphs 3 (2)(e) to (i) that is considered under subparagraph 9 (a)(ii) to have 10 to 99 employees becomes subject to this Act on January 1 of the calendar year immediately after the calendar year in which the average of the number of the employer’s employees was at least 10 but less than 100. Private sector and territorial governments — 100 or more employees (4) An employer referred to in any of paragraphs 3 (2)(e) to (i) that is considered under subparagraph 9 (b)(ii) to have 100 or more employees becomes subject to this Act on January 1 of the calendar year immediately after the calendar year in which the average of the number of the employer’s employees was more than 100.
Pay Equity Act — P-4.2 8
Determination of number of employees — public sector 8 For the purpose of sections 6 and 7 (a) an employer referred to in any of paragraphs 3 (2)(a) to (d) is considered to have 10 to 99 employees if (i) the average of the number of the employer’s employees in the fiscal year immediately before the fiscal year in which this section comes into force is at least 10 but less than 100, or (ii) the average of the number of the employer’s employees in the fiscal year in which this section comes into force or in any subsequent fiscal year is at least 10 but less than 100; and (b) an employer referred to in any of paragraphs 3 (2)(a) to (d) is considered to have 100 or more employees if (i) the average of the number of the employer’s employees in the fiscal year immediately before the fiscal year in which this section comes into force is 100 or more, or (ii) the average of the number of the employer’s employees in the fiscal year in which this section comes into force or in any subsequent fiscal year is 100 or more.
Pay Equity Act — P-4.2 9
Determination of number of employees — private sector and territorial governments 9 For the purpose of sections 6 and 7 (a) an employer referred to in any of paragraphs 3 (2)(e) to (i) is considered to have 10 to 99 employees if (i) the average of the number of the employer’s employees in the calendar year immediately before the calendar year in which this section comes into force is at least 10 but less than 100, or (ii) the average of the number of the employer’s employees in the calendar year in which this section comes into force or in any subsequent calendar year is at least 10 but less than 100; and (b) an employer referred to in any of paragraphs 3 (2)(e) to (i) is considered to have 100 or more employees if (i) the average of the number of the employer’s employees in the calendar year immediately before the calendar year in which this section comes into force is 100 or more, or (ii) the average of the number of the employer’s employees in the calendar year in which this section comes into force or in any subsequent calendar year is 100 or more.
Pay Equity Act — P-4.2 10
Exemption 10 The governments of Yukon, the Northwest Territories and Nunavut are exempt from the application of this Act until the date that the Governor in Council may, by order, specify in respect of that government.
Pay Equity Act — P-4.2 11
Exemption 11 (1) Indigenous governing bodies that are employers are exempt from the application of this Act until the date that the Governor in Council may, by order, specify. Definition of Indigenous governing body (2) In this section, Indigenous governing body means a council, government or other entity that is authorized to act on behalf of an Indigenous group, community or people that holds rights recognized and affirmed by section 35 of the Constitution Act, 1982 .
Pay Equity Act — P-4.2 12
Requirement to establish plan 12 Every employer must establish a pay equity plan in accordance with this Act in respect of its employees.
Pay Equity Act — P-4.2 13
Requirement to establish plan — group of employers 13 Every group of employers must establish a pay equity plan in accordance with this Act in respect of the employees of the employers in the group.
Pay Equity Act — P-4.2 14
Notice — employers referred to in subsection 16 (1) 14 (1) An employer referred to in subsection 16 (1) must post a notice (a) setting out its obligation (i) to establish a pay equity plan, and (ii) to make all reasonable efforts to establish a pay equity committee for that purpose; (b) setting out the requirements for the committee’s membership; (c) informing its non-unionized employees, if any, of their right to designate the committee members who will represent them; and (d) informing its unionized employees, if any, that their bargaining agent will select the committee members who will represent the employees who are members of any bargaining unit represented by that bargaining agent. Notice — employers referred to in subsection 16 (2) (2) An employer referred to in subsection 16 (2) must post a notice (a) setting out its obligation to establish a pay equity plan; and (b) if it has decided to establish a pay equity committee, (i) setting out the requirements for the committee’s membership, and (ii) informing its employees of their right to designate the committee members who will represent them.
Pay Equity Act — P-4.2 15
Notice — group of employers referred to in subsection 17 (1) 15 (1) Each employer that is in a group of employers referred to in subsection 17 (1) must post a notice (a) indicating that it is in a group of employers; (b) setting out the group’s obligation (i) to establish a pay equity plan, and (ii) to make all reasonable efforts to establish a pay equity committee for that purpose; (c) setting out the requirements for the committee’s membership; (d) informing the employer’s non-unionized employees, if any, of their right to designate the committee members who will represent the non-unionized employees of all of the employers in the group of employers; and (e) informing the employer’s unionized employees, if any, that their bargaining agent will select the committee members who will represent the employees — of all of the employers in the group of employers — who are members of any bargaining unit represented by that bargaining agent. Notice — group of employers referred to in subsection 17 (2) (2) Each employer that is in a group of employers referred to in subsection 17 (2) must post a notice (a) indicating that it is in a group of employers; (b) setting out the group’s obligation to establish a pay equity plan; and (c) if the group has decided to establish a pay equity committee, (i) setting out the requirements for the committee’s membership, and (ii) informing the employer’s employees of their right to designate the committee members who will represent the employees of all of the employers in the group of employers.
Pay Equity Act — P-4.2 16
Requirement to establish pay equity committee 16 (1) The following employers must, in respect of the pay equity plan that the employer is required to establish, make all reasonable efforts to establish a pay equity committee: (a) an employer that is considered to have 100 or more employees for the purpose of section 6 or 7 , as the case may be; or (b) an employer that is considered to have 10 to 99 employees for the purpose of section 6 or 7 , as the case may be, if some or all of its employees were unionized employees on the date on which the employer became subject to this Act. Voluntary establishment of pay equity committee (2) An employer that is considered to have 10 to 99 employees for the purpose of section 6 or 7 , as the case may be, may, on its own initiative or at the request of an employee, decide to establish a pay equity committee if all of its employees were non-unionized employees on the date on which the employer became subject to this Act. Notice to Pay Equity Commissioner (3) An employer referred to in subsection (2) that establishes a pay equity committee must notify the Pay Equity Commissioner that it has done so.
Pay Equity Act — P-4.2 17
Requirement to establish pay equity committee — group of employers 17 (1) The following groups of employers must, in respect of the pay equity plan that the group is required to establish, make all reasonable efforts to establish a pay equity committee: (a) a group of employers that is considered under section 18 to have 100 or more employees; or (b) a group of employers that is considered under section 18 to have 10 to 99 employees, if at least one of the employers in the group had unionized employees on the date on which it became subject to this Act. Voluntary establishment of pay equity committee (2) A group of employers that is considered under section 18 to have 10 to 99 employees, may, on its own initiative or at the request of an employee, decide to establish a pay equity committee if each of the employers in the group had only non-unionized employees on the date on which it became subject to this Act. Notice to Pay Equity Commissioner (3) A group of employers referred to in subsection (2) that establishes a pay equity committee must notify the Pay Equity Commissioner that it has done so.
Pay Equity Act — P-4.2 18
Number of employees — group of employers 18 For the purpose of section 17 , (a) a group of employers is considered to have 100 or more employees if the sum of the average of the number of employees of each of the employers in the group — that average, for each of those employers, being the average of the number described in paragraph 9 (a) or (b) that determined the date on which the employer became subject to this Act — is 100 or more; and (b) a group of employers is considered to have 10 to 99 employees if the sum of the average of the number of employees of each of the employers in the group — that average, for each of those employers, being the average of the number described in paragraph 9 (a) that determined the date on which the employer became subject to this Act — is at least 10 but less than 100.
Pay Equity Act — P-4.2 19
Composition of committee 19 (1) A pay equity committee is to be composed of at least three members and must also meet the following requirements: (a) at least two-thirds of the members must represent the employees to whom the pay equity plan relates; (b) at least 50% of the members must be women; (c) at least one member must be a person selected by the employer to represent it; (d) if some or all of the employees to whom the pay equity plan relates are unionized employees, there must be at least the same number of members to represent those employees as there are bargaining agents, with each bargaining agent selecting at least one person to be a member and to represent employees who are members of any bargaining unit represented by that bargaining agent; and (e) if some or all of the employees to whom the pay equity plan relates are non-unionized employees, at least one member must be a person selected by those employees to represent them. Non-unionized employees (2) Non-unionized employees must select members to represent them by a majority of votes. Committee cannot be established (3) If the employer is unable to establish a pay equity committee that meets the requirements set out in any of paragraphs (1)(a), (b), (d) and (e), it must apply to the Pay Equity Commissioner for authorization to establish a committee with different requirements than the ones set out in that paragraph.