GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Canada Labour Code — L-2 203.1
Prohibition 203.1 (1) An employer is prohibited from (a) charging a fee to a person in connection with him or her becoming its employee; (b) charging a fee to its employee for assigning or attempting to assign him or her to perform work for a client; (c) charging a fee to its employee for any assignment or job preparation services, including assisting him or her in preparing resumes or preparing for job interviews; (d) charging a fee to its employee for him or her establishing an employment relationship with one of its clients; (e) charging a fee to a client for establishing an employment relationship with an employee if the day on which the employee’s first assignment with the client started is more than six months before the day on which the client establishes the employment relationship with the employee; and (f) preventing or attempting to prevent an employee from establishing an employment relationship with a client. Payment (2) If an employee pays any fee described in any of paragraphs (1)(a) to (d), the employer must pay to the employee an amount equal to that fee.
Canada Labour Code — L-2 203.2
Equal treatment 203.2 (1) An employer is prohibited from paying an employee a rate of wages that is less than the rate the client pays to its employee if (a) they work in the same industrial establishment; (b) they perform substantially the same kind of work; (c) the performance of that work requires substantially the same skill, effort and responsibility; (d) their work is performed under similar working conditions; and (e) any other factor that may be prescribed by regulation is present. Exception (2) Subsection (1) does not apply if the difference in employees’ rates of wages is due to a system based on (a) seniority; (b) merit; (c) the quantity or quality of each employee’s production; or (d) any other criterion that may be prescribed by regulation. Prohibition — reduction in rate of wages (3) A client is prohibited from reducing their employee’s rate of wages in order to enable the employer to comply with subsection (1).
Canada Labour Code — L-2 203.3
Request for review 203.3 (1) If an employee who believes that their rate of wages does not comply with subsection 203.2(1) makes a written request to the employer for a review of the rate, the employer must, within 90 days after receiving the request, conduct a review of the employee’s rate of wages and provide the employee with a written response that includes (a) a statement that the employer has increased their rate of wages in order to comply with subsection 203.2(1); or (b) a statement, including reasons, that the employer has not increased their rate of wages. Payment of wages (2) If an employer increases an employee’s rate of wages in order to comply with subsection 203.2(1), the employer must pay the employee an amount equal to the difference between the two rates of wages from the day on which the employee makes their request under subsection (1) to the date on which the employer starts paying the employee the increased rate of wages. Prohibition — dismissal etc. (3) An employer is prohibited from dismissing, suspending, laying off, demoting or disciplining an employee because the employee has made a request under subsection (1) or taking such a request into account in any decision to promote or train the employee or to provide an assignment to them.
Canada Labour Code — L-2 203.4
Inspections and complaints 203.4 If an inspection that relates to an employer’s compliance with this Division is carried out under this Part or a complaint is made under section 251.01(1) that relates to the contravention of this Division by the employer, section 249 applies in respect of the employer’s clients as if they were the employer.
Canada Labour Code — L-2 203.5
Regulations 203.5 The Governor in Council may make regulations (a) defining any term for the purposes of this Division; (b) setting out factors for the purpose of paragraph 203.2(1)(e); (c) setting out criteria for the purpose of paragraph 203.2(2)(d); (d) modifying the provisions of any section of this Division for the purpose of the application of this Division to any class of employees; and (e) exempting any class of employees from the application of any provision of this Division.
Canada Labour Code — L-2 478
478 (1) The definition redundant employee in section 211 of the Act is replaced by the following: redundant employee means an employee whose employment is terminated in a group termination of employment or whose employment is to be terminated in accordance with a notice under subsection 212(1). ( surnuméraire ) (2) Section 211 of the Act is amended by adding the following in alphabetical order: group notice period means the 16-week period preceding the group termination period. ( période de préavis de licenciement collectif ) group termination of employment means the termination by an employer, either simultaneously or within any four-week period, determined in accordance with any regulations, of the employment of a group of 50 or more employees — or of any lesser number of employees that is prescribed by regulations that are applicable to the employer — within a particular industrial establishment. ( licenciement collectif ) group termination period means the four-week period, determined in accordance with any regulations, starting on the date of the first termination of employment identified in a notice of group termination of employment given under subsection 212(1). ( période de licenciement collectif ) (3) Section 211 of the Act is renumbered as subsection 211(1) and is amended by adding the following: Application (2) For the purposes of this Division, if an employer gives notice under subsection 212(1) and the number of redundant employees whose employment is terminated is less than 50 — or any lesser number that is prescribed by regulations that are applicable to the employer — the termination of those employees is deemed to be a group termination of employment.
Canada Labour Code — L-2
redundant employee means an employee whose employment is terminated in a group termination of employment or whose employment is to be terminated in accordance with a notice under subsection 212(1). ( surnuméraire )
Canada Labour Code — L-2
group notice period means the 16-week period preceding the group termination period. ( période de préavis de licenciement collectif )
Canada Labour Code — L-2
group termination of employment means the termination by an employer, either simultaneously or within any four-week period, determined in accordance with any regulations, of the employment of a group of 50 or more employees — or of any lesser number of employees that is prescribed by regulations that are applicable to the employer — within a particular industrial establishment. ( licenciement collectif )
Canada Labour Code — L-2
group termination period means the four-week period, determined in accordance with any regulations, starting on the date of the first termination of employment identified in a notice of group termination of employment given under subsection 212(1). ( période de licenciement collectif )
Canada Labour Code — L-2 479
479 Subsections 212(1) and (2) of the Act are replaced by the following: Notice — Minister 212 (1) An employer must give notice to the Minister, in writing, of any group termination of employment at least 16 weeks before the first date of termination of employment of an employee in the group. Exception (1.1) If an employer terminates the employment of at least 50 employees — or any lesser number that is prescribed by regulations that are applicable to the employer — on the same day and pays them at least 16 weeks’ wages under paragraph 212.1(1)(b), the group notice period is deemed to begin on that day and the notice referred to in subsection (1) is to be given at least 48 hours before that date. Copy of notice (2) A copy of any notice given under this section must be given immediately by the employer to the Minister of Employment and Social Development and the Canada Employment Insurance Commission. Copy of notice — union and redundant employee (2.1) Subject to subsection (2.2), the employer must immediately give a copy of any notice given under subsection (1) to any trade union representing a redundant employee, and if any redundant employee is not represented by a trade union, a copy of that notice must be given immediately to the employee or immediately posted by the employer in a conspicuous place within the industrial establishment in which that employee is employed. Copy of notice — subsection (1.1) (2.2) If subsection (1.1) applies, the employer must give a copy of the notice to any trade union representing a redundant employee referred to in that subsection on the date of the group termination of employment.
Canada Labour Code — L-2 212
Notice — Minister 212 (1) An employer must give notice to the Minister, in writing, of any group termination of employment at least 16 weeks before the first date of termination of employment of an employee in the group. Exception (1.1) If an employer terminates the employment of at least 50 employees — or any lesser number that is prescribed by regulations that are applicable to the employer — on the same day and pays them at least 16 weeks’ wages under paragraph 212.1(1)(b), the group notice period is deemed to begin on that day and the notice referred to in subsection (1) is to be given at least 48 hours before that date. Copy of notice (2) A copy of any notice given under this section must be given immediately by the employer to the Minister of Employment and Social Development and the Canada Employment Insurance Commission. Copy of notice — union and redundant employee (2.1) Subject to subsection (2.2), the employer must immediately give a copy of any notice given under subsection (1) to any trade union representing a redundant employee, and if any redundant employee is not represented by a trade union, a copy of that notice must be given immediately to the employee or immediately posted by the employer in a conspicuous place within the industrial establishment in which that employee is employed. Copy of notice — subsection (1.1) (2.2) If subsection (1.1) applies, the employer must give a copy of the notice to any trade union representing a redundant employee referred to in that subsection on the date of the group termination of employment.
Canada Labour Code — L-2 480
loyee whose employment is terminated a statement in writing that sets out their vacation benefits, wages, severance pay and any other benefits and pay arising from their employment with the employer as at the date of the statement. The statement must be given to the employee (a) in the case of an employee who receives notice under paragraph (1)(a), as soon as possible, but not later than two weeks before the date of the termination of their employment; (b) in the case of an employee who receives wages in lieu of notice under paragraph (1)(b), not later than the date of the termination of their employment; and (c) in the case of an employee who receives a combination of notice and wages in lieu of notice under paragraph (1)(c), as soon as possible, but not later than two weeks before the date of the termination of their employment unless the period of notice is shorter, in which case, the day on which notice is given to the employee of the date of the termination of their employment. Cooperation with Commission 213 An employer who carries out a group termination and any trade union representing a redundant employee must give the Canada Employment Insurance Commission any information requested by it for the purpose of assisting any redundant employee and must cooperate with the Commission to facilitate the re-establishment in employment of that employee. Transitional support measures 213.1 (1) Unless the employer gives a redundant employee referred to in subsection 212.1(1) notice under paragraph 212.1(1)(a), they must provide the transitional support measures set out in the regulations to that redundant employee. Amount payable (2) If an employer fails to provide the transitional support measures required under subsection (1), the redundant employee is entitled to be paid an amount equal to the prescribed value of those measures.
Canada Labour Code — L-2 212.1
ng that sets out their vacation benefits, wages, severance pay and any other benefits and pay arising from their employment with the employer as at the date of the statement. The statement must be given to the employee (a) in the case of an employee who receives notice under paragraph (1)(a), as soon as possible, but not later than two weeks before the date of the termination of their employment; (b) in the case of an employee who receives wages in lieu of notice under paragraph (1)(b), not later than the date of the termination of their employment; and (c) in the case of an employee who receives a combination of notice and wages in lieu of notice under paragraph (1)(c), as soon as possible, but not later than two weeks before the date of the termination of their employment unless the period of notice is shorter, in which case, the day on which notice is given to the employee of the date of the termination of their employment.
Canada Labour Code — L-2 213
Cooperation with Commission 213 An employer who carries out a group termination and any trade union representing a redundant employee must give the Canada Employment Insurance Commission any information requested by it for the purpose of assisting any redundant employee and must cooperate with the Commission to facilitate the re-establishment in employment of that employee.
Canada Labour Code — L-2 213.1
Transitional support measures 213.1 (1) Unless the employer gives a redundant employee referred to in subsection 212.1(1) notice under paragraph 212.1(1)(a), they must provide the transitional support measures set out in the regulations to that redundant employee. Amount payable (2) If an employer fails to provide the transitional support measures required under subsection (1), the redundant employee is entitled to be paid an amount equal to the prescribed value of those measures.
Canada Labour Code — L-2 481
481 (1) Section 227 of the Act is amended by adding the following after paragraph (a): (a.1) prescribing circumstances where an employer is exempted from the application of a provision of this Division and any measure that that employer must take in respect of redundant employees; (2) Section 227 of the Act is amended by adding the following after paragraph (b): (b.1) establishing the method of determining the four-week period referred to in the definition group termination of employment ; (b.2) establishing the method of determining the four-week period referred to in the definition group termination period ; (3) Section 227 of the Act is amended by striking out “and” at the end of paragraph (c) and by adding the following after paragraph (d): (e) defining the expressions “regular rate of wages” and “regular hours of work”; and (f) respecting transitional support measures to be provided under section 213.1, including establishing the value of those measures for the purposes of subsection 213.1(2).
Canada Labour Code — L-2 484
484 Section 229.1 of the Act is replaced by the following: Application 229.1 This Division does not apply to an employee (a) who is a redundant employee to whom subsection 212.1(1) applies; or (b) whose termination of employment is by way of dismissal for just cause.
Canada Labour Code — L-2 229.1
Application 229.1 This Division does not apply to an employee (a) who is a redundant employee to whom subsection 212.1(1) applies; or (b) whose termination of employment is by way of dismissal for just cause.
Canada Labour Code — L-2 493
493 Paragraph 246.1(1)(a) of the Act is replaced by the following: (a) the employer has taken action against the employee in contravention of subsection 173.01(5), 174.1(4), 177.1(7), 182.2(3) or 203.3(3) or of section 208, 209.3, 238, 239, 239.01, 239.1 or 247.96;
Canada Labour Code — L-2 498
498 (1) Section 251.01 of the Act is amended by adding the following after subsection (1): Restriction (1.1) If an employee made a request under subsection 182.2(1) or 203.3(1), they are prohibited from making a complaint in respect of a contravention of subsection 182.1(1) or 203.2(1), as the case may be, until the earlier of the day on which the period set out in the subsection under which they made the request expires and the day on which they receive the employer’s response under that subsection. (2) Section 251.01 of the Act is amended by adding the following after subsection (2): Complaints — equal treatment (2.1) Despite subsection (2), a complaint in respect of a contravention of subsection 182.1(1) or 203.2(1) shall be made within six months from (a) in the case of an employee who made a request under subsection 182.2(1) or 203.3(1), the earlier of the day on which the complainant received the employer’s response and the day on which the period set out in the subsection under which they made the request expires; and (b) in any other case, the day on which the complainant knew, or in the inspector’s opinion ought to have known, of the action or circumstances giving rise to the complaint. (3) The portion of subsection 251.01(3) of the Act before paragraph (a) is replaced by the following: Extension of time (3) The Minister may, subject to the regulations, extend the period set out in subsection (2) or (2.1) (4) [In force] (5) Subsection 251.01(4) of the Act is replaced by the following: Exception (4) Despite subsection (3.1), the employee may file a complaint under subsection (1) if it relates only to the payment of their wages or other amounts to which they are entitled under this Part, including amounts referred to in subsections 212.1(1), 230(1) and 235(1), and that complaint is suspended until the day on which the complaint made under subsection 240(1), 246.1(1) or 247.99(1), as the case may be, is withdrawn or resolved.
Canada Labour Code — L-2 501
501 Section 251.1 of the Act is amended by adding the following after subsection (1.1): Equal treatment (1.2) Despite subsection (1.1), if a complaint is made in respect of a contravention of subsection 182.1(1) or 203.2(1), any payment order respecting that complaint may only take into account the difference in wages from the earlier of the day on which the complaint is made and the day on which the employee makes a request under subsection 182.2(1) or 203.3(1).
Canada Labour Code — L-2 505
505 (3) Paragraph 264(1)(e.1) of the Act is replaced by the following: (e.1) respecting the calculation and payment of the wages and other amounts to which an employee whose wages are paid on a commission basis, on a salary plus commission basis or on any other basis other than time is entitled to under Divisions V, VII, VIII, IX, X and XI;
Canada Labour Code — L-2 518
Section 182.1 of Canada Labour Code 518 If a collective agreement that is in effect on the day on which section 452 of this Act comes into force contains a provision that permits differences in rates of wages based on employment status and there is a conflict between that provision and section 182.1 of the Canada Labour Code , as enacted by that section 452 , the provision of the collective agreement prevails to the extent of the conflict until the day that is two years after the day on which that section 452 comes into force.
Canada Labour Code — L-2 520
Section 203.2 of Canada Labour Code 520 If a collective agreement that is in effect on the day on which section 461 of this Act comes into force contains a provision that permits differences in rates of wages between employees of a temporary help agency and rates of wages paid to their client’s employees and there is a conflict between that provision and section 203.2 of the Canada Labour Code , as enacted by that section 461 , the provision of the collective agreement prevails to the extent of the conflict until the day that is two years after the day on which that section 461 comes into force.
Canada Labour Code — L-2 521
Group termination of employment 521 If an employer gives notice under subsection 212(1) of the Canada Labour Code before the day on which section 479 of this Act comes into force, Divisions IX and X of Part III of the Canada Labour Code , as they read on the day on which that notice was given, applies to the employer and to the employees affected by the terminations of employment set out in that notice.
Canada Labour Code — L-2 622
This Act 622 (1) On the first day on which both section 479 and subsection 574 (1) are in force, subsection 212(1) of the Canada Labour Code is replaced by the following: Notice — Head 212 (1) An employer must give notice to the Head, in writing, of any group termination of employment at least 16 weeks before the first date of termination of employment of an employee in the group. (6) On the first day on which both subsection 498 (2) and section 535 are in force, paragraph 251.01(2.1)(b) of the Canada Labour Code is replaced by the following: (b) in any other case, the day on which the complainant knew, or in the Head’s opinion ought to have known, of the action or circumstances giving rise to the complaint. (7) On the first day on which both subsections 498 (3) and 591 (2) are in force, the portion of subsection 251.01(3) of the Canada Labour Code before paragraph (a) is replaced by the following: Extension of time (3) The Head may, subject to the regulations, extend the period set out in subsection (2) or (2.1)
Canada Labour Code — L-2 212
Notice — Head 212 (1) An employer must give notice to the Head, in writing, of any group termination of employment at least 16 weeks before the first date of termination of employment of an employee in the group.
Canada Labour Code — L-2 45
2018, c. 27 45 (1) In this section, other Act means the Budget Implementation Act, 2018, No. 2 . (3) If subsection 43 (2) of this Act comes into force before section 493 of the other Act, then, on the day on which that section 493 comes into force, paragraph 246.1(1)(a) of the Canada Labour Code is replaced by the following: (a) the employer has taken action against the employee in contravention of subsection 173.01(5), 174.1(4), 177.1(7), 182.2(3) or 203.3(3) or of section 208, 209.3, 238, 239, 239.1 or 247.96;
Canada Labour Code — L-2 7.1
7.1 The Act is amended by adding the following after section 239: Application — 100 or more employees 239.001 The provisions of this Division respecting the medical leave of absence with pay apply to an employer and its employees beginning on the first day on which, as of the day on which this section comes into force, the employer has 100 or more employees, even if the number of employees falls below 100 after that first day.
Canada Labour Code — L-2 239.001
Application — 100 or more employees 239.001 The provisions of this Division respecting the medical leave of absence with pay apply to an employer and its employees beginning on the first day on which, as of the day on which this section comes into force, the employer has 100 or more employees, even if the number of employees falls below 100 after that first day.
Canada Labour Code — L-2 426
426 Section 239.001 of the Canada Labour Code is repealed.
Canada Labour Code — L-2 64
64 Subsection 9(2) of the Canada Labour Code is amended by striking out “and” at the end of paragraph (d), by adding “and” at the end of paragraph (e) and by adding the following after paragraph (e): (f) any other full-time or part-time members that the Governor in Council considers necessary to assist the Board in carrying out its functions under the Use of French in Federally Regulated Private Businesses Act .
Canada Labour Code — L-2 65
65 Subsection 10(3) of the Act is replaced by the following: Exception (3) The members of the Board appointed under paragraph 9(2)(e) or (f) are to be appointed by the Governor in Council, on the recommendation of the Minister, to hold office during good behaviour for terms not exceeding three years each, subject to removal by the Governor in Council at any time for cause. Members appointed under paragraph 9(2)(f) (3.1) The members of the Board appointed under paragraph 9(2)(f) must have experience and expertise in official language rights.