GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Pay Equity Regulations — 52
Entitlement 52 (1) For the purposes of subsection 88(2) of the Act, an employee referred to in subsection 88(1) of the Act is entitled to a lump sum in respect of each period set out in subsection 41 (1) or (2) or section 46 in which a difference in compensation is identified between the predominantly female job classes and the predominantly male job classes and that falls within the maximum period described in subsection 88(2) of the Act. Amount (2) The amount of the lump sum to which the employee is entitled in respect of a period set out in subsection 41 (1) or (2) or section 46 is the product obtained by multiplying the amount of the increase in compensation that was calculated with respect to the period for the job class in which the employee occupied a position by the number of hours the employee worked in the period.
Pay Equity Regulations — 52.1
Data received from another employer 52.1 (1) Except to identify differences in compensation for the purposes of sections 60 or 78 of the Act and to comply with sections 30 or 46.1 of these Regulations, an employer and each member of a pay equity committee that is, directly or indirectly, provided with data from another employer for the purpose of the identification of those differences must keep that data confidential. Bargaining agent (2) A bargaining agent that receives from a member of a pay equity committee data that the member is required under subsection (1) to keep confidential must also keep the data confidential. SOR/2024-101, s. 13
Pay Equity Regulations — 53
Employer 53 (1) For the purposes of paragraph 89(1)(h) of the Act, the following information is prescribed: (a) if the employer — or, if a pay equity committee has been established, that committee — has made the determination referred to in subsection 41(2) of the Act, an indication to that effect; (b) if the employer — or, if a pay equity committee has been established, that committee — has made the determination referred to in subsection 20 (2), an indication to that effect; and (c) for each job class referred to in paragraph 89(1)(f) of the Act, if that paragraph applies, (i) the amount, in dollars per hour, of the increase in the hourly rate of pay and the date on which that increase is payable or, if the employer has chosen to phase in that increase, the amount of each increase, in dollars per hour, and the dates on which each increase will be made, (ii) the number of women who occupy a position in that job class and who are entitled to the increase referred to in subparagraph (i), and (iii) the total number of employees who occupy a position in that job class; (d) the employer’s legal name, if different than the name submitted under paragraph 89(1)(a) of the Act; (e) if the employer has a business number , as defined in subsection 248(1) of the Income Tax Act , that number; and (f) the name, telephone number and email address of a senior official of the employer to whom questions may be directed respecting the pay equity plans the employer must establish. Group of employers (2) For the purposes of paragraph 89(2)(h) of the Act, the other information that is prescribed is the following: (a) if the group of employers — or, if a pay equity committee has been established, that committee — has made the determination referred to in subsection 41(2) of the Act, an indication to that effect; (b) if the group of employers — or, if a pay equity committee has been established, that committee — has made the determination referred to in subsection 20 (2), an indication to that effect; and (c) for each job class referred to in paragraph 89(2)(f) of the Act, if that paragraph applies, (i) the amount, in dollars per hour, of the increase in the hourly rate of pay and the date on which that increase is payable, or if the employer has chosen to phase in that increase, the amount of each increase, in dollars per hour, and the dates on which each increase will be made, (ii) the number of women who occupy a position in that job class and who are entitled to the increase referred to in subparagraph (i), and (iii) the total number of employees who occupy a position in that job class; (d) the legal name of each employer in the group whose legal name is different than the name submitted under paragraph 89(2)(a) of the Act; (e) for each employer in the group that has a business number , as defined in subsection 248(1) of the Income Tax Act , that number; and (f) for each employer in the group, the name, telephone number and email address of a senior official of the employer to whom questions may be directed respecting the pay equity plans the group must establish. SOR/2024-101, s. 14
Pay Equity Regulations — 54
Final version of pay equity plan 54 An employer that is required, in accordance with paragraph 94(1)(b) of the Act, to post the final version of the pay equity plan must keep it posted until it posts the final version of the revised pay equity plan in accordance with section 83 or paragraph 85(2)(b) of the Act.
Pay Equity Regulations — 55
Designations 55 The following are designated as violations that may be proceeded with in accordance with Part 7 of the Act: (a) the contravention of any provision of the Act that is specified in column 1 of Part 1 of Schedule 2; (b) the contravention of any order made or issued under any provision of the Act that is specified in column 1 of Part 2 of Schedule 2; and (c) the contravention of any provision of these Regulations that is specified in column 1 of Part 3 of Schedule 2. SOR/2024-101, s. 15
Pay Equity Regulations — 56
Classification 56 A violation related to a provision set out in column 1 of Part 1 or 3 of Schedule 2 or an order made or issued under a provision set out in column 1 of Part 2 of Schedule 2 is classified as a minor, serious or very serious violation as set out in column 2 of that Part. SOR/2024-101, s. 15
Pay Equity Regulations — 57
 in paragraph 71(a) of the Act; or (b) in any other case, the average is the one described in paragraph 9(a) or (b) of the Act that was used to determine the date on which the employer became subject to the Act, for each employer in the group of employers. Prior violations (7) For the purposes of subsections (1), (3) and (4), only prior violations that the employer, group of employers or bargaining agent, as the case may be, is deemed or determined to have committed during the 10 years before the day on which the notice of violation is served and that are of the same classification are taken into account. SOR/2024-101, s. 15
Pay Equity Regulations — 58
Range — person referred to in section 130 of the Act 58 (1) The range of penalties in respect of a violation referred to in section 130 of the Act within a classification set out in column 1 of Part 1 of Schedule 3 that is committed by a person referred to in any of the paragraphs of that section is set out in column 2 for a first violation, in column 3 for a second violation and in column 4 for a third or subsequent violation. Range — employee, agent or mandatary (2) The range of penalties in respect of a violation of subsection 23(2) or 24(1) or section 99, 100, 101, 102, 103 or 124 of the Act or subsection 52.1(1) of these Regulations or an order made or issued under section 119 or 170 of the Act within a classification set out in column 1 of a Part of Schedule 3 that is committed by an employer’s or bargaining agent’s employee, agent or mandatary in the course of their employment or the scope of their authority as agent or mandatary is (a) set out in column 2 of Part 1 for a first violation, in column 3 for a second violation and in column 4 for a third or subsequent violation, if the employer is referred to in paragraph 57(1)(a) or (b) or is in the group of employers referred to in paragraph 57(1)(c) or the bargaining agent is referred to in paragraph 57(1)(d), as case the may be; (b) set out in column 2 of Part 2 for a first violation, in column 3 for a second violation and in column 4 for a third or subsequent violation, if the employer is referred to in paragraph 57(3)(a) or is in the group of employers referred to in paragraph 57(3)(b) or the bargaining agent is referred to in paragraph 57(3)(c), as the case may be; and (c) set out in column 2 of Part 3 for a first violation, in column 3 for a second violation and in column 4 for a third or subsequent violation, if the employer is referred to in paragraph 57(4)(a) or is in the group of employers referred to in paragraph 57(4)(b) or the bargaining agent is referred to in paragraph 57(4)(c), as the case may be. Range — other person (3) The range of penalties in respect of a violation of subsection 24(1) or section 99, 100, 101 or 124 of the Act or subsection 52.1(1) of these Regulations, within a classification set out in column 1 of Part 1 of Schedule 3 that is committed by a person who is not referred to in subsection (2) or in section 130 of the Act and who is not an employer, a group of employers or a bargaining agent, is set out in column 2 for a first violation, in column 3 for a second violation and in column 4 for a third or subsequent violation. Prior violations (4) For the purposes of subsections (1) to (3), only prior violations that the person is deemed or determined to have committed during the 10 years before the day on which the notice of violation is served and that are of the same classification are taken into account. SOR/2024-101, s. 15
Pay Equity Regulations — 59
Determination of penalty amount 59 (1) The amount of the penalty is determined by the formula ((A – B) × C ÷ 20) + B where A is the maximum amount in the applicable penalty range of penalties set out in column 2, 3 or 4, as the case may be, of the applicable Part of Schedule 3; B is the minimum amount in the applicable range of penalties set out in column 2, 3 or 4, as the case may be, of the applicable Part of Schedule 3; and C is the gravity value. Gravity value (2) Subject to subsection (3), for the purpose of subsection (1), the gravity value is the sum of the values from the gravity scale set out in column 2 of the table to this subsection that are ascribed to each of the applicable criteria set out in column 1. A lower or negative gravity value reflects a mitigating factor and a higher or positive gravity value reflects an aggravating factor. TABLE Column 1 Column 2 Item Criteria Gravity Scale 1 The degree of negligence of the employer, group of employers, bargaining agent or other person 0 to 4 2 The degree to which the employer, group of employers, bargaining agent or other person might derive strategic or economic advantage from a continuing violation 0 to 4 3 The degree to which the employer, group of employers, bargaining agent or other person demonstrated disregard for the authority of the Pay Equity Commissioner 0 to 4 4 The manner in which the violation came to the Pay Equity Commissioner’s attention - 2 to 4 5 The steps taken by the employer, group of employers, bargaining agent or other person to mitigate or reverse the harm done by the violation - 2 to 4 Zero gravity value (3) If the gravity value would, but for this subsection, be a negative amount, it is deemed to be zero. SOR/2024-101, s. 15
Pay Equity Regulations — 60
Service — employer or bargaining agent 60 A document that is required or authorized to be served under Part 7 of the Act on an employer or bargaining agent may be served by (a) leaving a copy of it at the employer’s or bargaining agent’s head office or place of business with its agent or mandatary or with an officer or other individual who appears to manage or be in control of the head office or place of business; (b) sending a copy of it by registered mail or courier to the head office or place of business of the employer or bargaining agent or its agent or mandatary; or (c) sending a copy of it by fax, email or other electronic means to anyone referred to in paragraph (a), and then sending a copy of it by registered mail or courier, in the manner set out in paragraph (b), within 48 hours after the time of the original transmission. SOR/2024-101, s. 15
Pay Equity Regulations — 61
Service — person 61 A document required or authorized to be served under Part 7 of the Act on a person, other than an employer or bargaining agent, may be served (a) personally, by leaving a copy of it with the person at any place or, if it is not feasible to find the person, with someone who appears to be an adult member of the same household at the person’s last known address or usual place of residence; (b) by sending a copy of it by registered mail or courier to the person’s last known address or usual place of residence; or (c) by sending a copy of it to the person by fax, email or other electronic means, and then sending a copy of it by registered mail or courier, in the manner set out in paragraph (b), within 48 hours after the time of the original transmission. SOR/2024-101, s. 15
Pay Equity Regulations — 62
Substitutional service 62 If a document that is required or authorized to be served under Part 7 of the Act cannot reasonably be served in accordance with section 60 or 61, as applicable, it may be served by leaving a copy of it at the employer’s, bargaining agent’s or other person’s last known address or place of business or, in the case of an individual, at the individual’s usual place of residence or workplace. SOR/2024-101, s. 15
Pay Equity Regulations — 63
Proof of service 63 Service referred to in sections 60 and 61 may be proved by (a) an acknowledgement of service signed by or on behalf of the employer, bargaining agent or other person served, specifying the date and location of service; or (b) a certificate of service signed by the person who effected the service, stating that service was made on the employer, bargaining agent or other person named in the certificate and indicating the means by which and day on which service was effected. SOR/2024-101, s. 15
Pay Equity Regulations — 64
Date of service 64 A document that is required or authorized to be served under Part 7 of the Act is deemed to be served on (a) in the case of service made in accordance with paragraph 60(a) or 61(a), the earlier of the day on which the acknowledgment of service is signed by or on behalf of the employer, bargaining agent or other person served and the day on which the certificate of service is signed by the person who effected service; and (b) in the case of service made in accordance with paragraph 60(b) or (c) or 61(b) or (c), the earlier of (i) the day on which the acknowledgment of service is signed by or on behalf of the employer, bargaining agent or other person served, (ii) the day on which the certificate of service is signed by the person who effected service, and (iii) the 10th day after the date indicated on the receipt issued by the post office or courier. SOR/2024-101, s. 15
Pay Equity Regulations — 65
Manner 65 A request for review under section 139 of the Act must be made in writing by the party named in the notice of violation or by that party’s authorized representative. SOR/2024-101, s. 15
Pay Equity Regulations — 66
Other information 66 The following information is prescribed for the purposes of paragraph 146(d) of the Act with respect to an employer, a group of employers or a bargaining agent that is determined under section 142 of the Act, or that is deemed by the Act, to have committed a violation: (a) the city, town or other locality and the province where the employer, each employer in a group of employers or the bargaining agent is located; (b) in the case of a violation resulting from non-compliance with an order made or issued under the Act, the nature of the order; (c) the date on which the period to file a request for review elapsed or, if a request for review was filed during that period, the date on which the decision was rendered; (d) whether the employer, group of employers or bargaining agent has complied with the provision or order, the non-compliance of which gave rise to the violation, and, if applicable, the date of that compliance; (e) whether the employer, group of employers or bargaining agent has taken measures to counteract any consequences of the violation; (f) whether the employer, group of employers or bargaining agent has paid the penalty set out in the notice of violation and, if so, the date on which the amount was paid; and (g) whether, under section 144 of the Act, a certificate of default of payment has been issued and whether that certificate has been registered with the Federal Court. SOR/2024-101, s. 15
Pay Equity Regulations — (a)
(a) perform basic or support tasks and activities within a team or organization, such as operating equipment, cleaning, conducting repairs and performing routine maintenance tasks;
Pay Equity Regulations — (b)
(b) assist technicians, specialists or tradespersons in the completion of tasks and projects; and
Pay Equity Regulations — (c)
(c) report to a manager on the status of tasks and projects
Pay Equity Regulations — (b)
(b) a high school diploma or equivalent may be required; and
Pay Equity Regulations — (a)
(a) perform activities and tasks that require a specialized or particular degree of knowledge in a field of work, such as conducting research and analysis, developing technical policies and procedures and designing and inspecting systems to ensure compliance with operating standards;
Pay Equity Regulations — (b)
(b) provide advice and support to management regarding the tasks and projects of the team or organization; and
Pay Equity Regulations — (a)
(a) a college diploma or other post-secondary program in a specialized field of study may be required; and
Pay Equity Regulations — (b)
(b) certification in a specialized field of study and a period of supervised work experience may be required
Pay Equity Regulations — (a)
(a) plan, organize, direct, control and evaluate the operations and activities of a team or organization;
Pay Equity Regulations — (b)
(b) coordinate and assign tasks to personnel within the team or organization;
Pay Equity Regulations — (c)
(c) supervise the conduct and work of personnel and recommend measures to improve productivity, quality or other performance measurements;
Pay Equity Regulations — (d)
(d) report to a senior executive, board or owner on the status of tasks and projects; and
Pay Equity Regulations — (e)
(e) conduct personnel management tasks, including the recruitment, hiring, training and promotion of employees
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — a
The Minister of Industry, pursuant to subsection 33(1) of the College of Patent Agents and Trademark Agents Act a , makes the annexed Code of Professional Conduct for Patent Agents and Trademark Agents Regulations . a S.C. 2018, c. 27, s. 247
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — 1
Definitions 1 The following definitions apply in these Regulations. Act means the College of Patent Agents and Trademark Agents Act . ( Loi ) licensee has the same meaning as in section 2 of the Act. ( titulaire de permis )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
Act means the College of Patent Agents and Trademark Agents Act . ( Loi )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
licensee has the same meaning as in section 2 of the Act. ( titulaire de permis )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — 2
Code of professional conduct established 2 The Code of Professional Conduct for Licensees set out in the schedule is established for the purpose of subsection 33(1) of the Act.
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — 3
Non-application 3 The standards of professional conduct and competence described in the schedule do not apply to a licensee to the extent that those standards would conflict with the licensee’s obligations under (a) any federal or provincial statute, regulation or code of professional conduct; or (b) a code of professional conduct established by a provincial law society or the Chambre des notaires du Québec.
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — 4
For greater certainty 4 For greater certainty, the standards of professional conduct and competence described in the schedule (a) include the standards established by the fundamental canon, principles, rules and commentaries set out in the schedule; and (b) are to be interpreted in a manner that is consistent with the advisory portions of the fundamental canon, principles, rules and commentaries set out in the schedule.
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — S.C. 2018, c. 27, s. 247
S.C. 2018, c. 27, s. 247 * 5 These Regulations come into force on the day on which paragraph 76(1)(c) of the College of Patent Agents and Trademark Agents Act come into force, but if they are registered after that day, they come into force on the day on which they are registered. * [Note: Regulations in force June 28, 2021, see SI/2021-30.]
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — 1
1 The following definitions apply in this schedule. agency services means services, as described in section 27 or 30 of the Act, that are associated with the representation of a person. ( services d’agent ) agent means a patent agent or a trademark agent. ( agent ) CIPO means the Canadian Intellectual Property Office, which includes the Patent Office and the Office of the Registrar of Trademarks. ( OPIC ) client means a person who consults an agent and on whose behalf the agent provides or agrees to provide representation under section 27 or 30 of the Act or who, having consulted an agent, reasonably concludes that the agent has agreed to provide representation on their behalf. It includes a client of a firm of which the agent is a partner or associate, whether or not the agent handles the client’s work. ( client ) firm means a sole proprietorship, corporation, partnership, limited liability partnership or professional corporation. ( cabinet ) person includes an individual and a corporation or other entity. ( personne ) profession means the profession of patent agent or trademark agent as those terms are defined in section 2 of the Act. ( profession ) Fundamental Canon
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
agency services means services, as described in section 27 or 30 of the Act, that are associated with the representation of a person. ( services d’agent )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
agent means a patent agent or a trademark agent. ( agent )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
CIPO means the Canadian Intellectual Property Office, which includes the Patent Office and the Office of the Registrar of Trademarks. ( OPIC )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
client means a person who consults an agent and on whose behalf the agent provides or agrees to provide representation under section 27 or 30 of the Act or who, having consulted an agent, reasonably concludes that the agent has agreed to provide representation on their behalf. It includes a client of a firm of which the agent is a partner or associate, whether or not the agent handles the client’s work. ( client )
Code of Professional Conduct for Patent Agents and Trademark Agents Regulations — Code of Professional Conduct for Patent Agents and Trademark Agents Regulations
firm means a sole proprietorship, corporation, partnership, limited liability partnership or professional corporation. ( cabinet )