GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Canada Labour Standards Regulations — 32
32 Network Operations Ontario Region Centre – Area Code 905 Craft Employees (CEP) Clerical & Associated Employees (CTEA) Management Employees
Canada Labour Standards Regulations — 33
33 Bell Canada Quebec Region (Ontario — Operational Groups) All Area Codes Craft Employees (CEP) Clerical & Associated Employees (CTEA) Management Employees
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Quebec Region (Ontario — Operational Groups)
Canada Labour Standards Regulations — 34
34 Bell Canada Quebec Region East – West – North – Area Codes 819 & 418 Craft Employees (CEP)
Canada Labour Standards Regulations — Canada Labour Standards Regulations
East – West – North – Area Codes 819 & 418
Canada Labour Standards Regulations — 35
35 Bell Canada Quebec Region East – West – North – Area Codes 819 & 418 Clerical & Associated Employees and Sales (CTEA)
Canada Labour Standards Regulations — 36
36 Bell Canada Quebec Region East – West – North – Area Codes 819 & 418 Management Employees
Canada Labour Standards Regulations — 37
37 Bell Canada Quebec Region Metro (Montreal Excluded) – Area Code 450 Craft Employees (CEP) Clerical & Associated Employees (CTEA) Management Employees
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Metro (Montreal Excluded) – Area Code 450
Canada Labour Standards Regulations — 38
38 Bell Canada Quebec Region Montreal – Area Code 514 Craft & Operator Services Employees (CEP)
Canada Labour Standards Regulations — 39
39 Bell Canada Quebec Region Montreal – Area Code 514 Clerical & Associated Employees and Sales (CTEA)
Canada Labour Standards Regulations — 40
40 Bell Canada Quebec Region Montreal – Area Code 514 Management Employees
Canada Labour Standards Regulations — 41
41 Corporate Centre Quebec Region All Area Codes Craft Employees (CEP) Clerical Employees (CTEA)
Canada Labour Standards Regulations — 42
42 Corporate Centre Quebec Region All Area Codes Management Employees
Canada Labour Standards Regulations — 43
43 Network Operations Quebec Region East – West – North – Area Codes 819 & 418 Craft Employees (CEP)
Canada Labour Standards Regulations — 44
44 Network Operations Quebec Region East – West – North – Area Codes 819 & 418 Clerical Employees (CTEA) Management Employees
Canada Labour Standards Regulations — 45
45 Network Operations Quebec Region Metro (Montreal Excluded) – Area Code 450 Craft Employees (CEP) Clerical & Associated Employees (CTEA) Management Employees
Canada Labour Standards Regulations — 46
46 Network Operations Quebec Region Montreal – Area Code 514 Craft Employees (CEP)
Canada Labour Standards Regulations — 47
47 Network Operations Quebec Region Montreal – Area Code 514 Clerical & Associated Employees (CTEA)
Canada Labour Standards Regulations — 48
48 Network Operations Quebec Region Montreal – Area Code 514 Management Employees
Canada Labour Standards Regulations — 49
49 Bell Canada Western Region Calgary Craft Employees (CEP) Clerical & Associated Employees (CTEA) Management Employees
Canada Labour Standards Regulations — 50
50 Bell Canada Western Region Vancouver Craft Employees (CEP) Clerical & Associated Employees (CTEA) Management Employees
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Part III of the Canada Labour Code contains provisions setting out minimum labour standards for employers and employees in the federal jurisdiction.
Canada Labour Standards Regulations — Canada Labour Standards Regulations
These provisions include standards relating to the following: Hours of work Maximum hours of work Weekly day of rest Notice of work schedule Notice of shift changes Overtime pay or time off Right to refuse overtime Right to request flexible work arrangements Minimum wages Equal wages Annual vacations General holidays Multi-employer employment Maternity-related reassignment and leave Maternity leave Parental leave Compassionate care leave Leave related to critical illness Leave related to death or disappearance Leave related to pregnancy loss Personal leave Leave for victims of family violence Leave for traditional Aboriginal practices Bereavement leave Sick leave Work-related illness and injury Leave of absence for members of the reserve force Group termination of employment Individual termination of employment Severance pay Unjust dismissal Long-term disability plans Genetic testing Garnishment of wages Payment of wages
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Hours of work Maximum hours of work Weekly day of rest Notice of work schedule Notice of shift changes Overtime pay or time off Right to refuse overtime
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Right to request flexible work arrangements
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Maternity-related reassignment and leave
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Leave for traditional Aboriginal practices
Canada Labour Standards Regulations — Canada Labour Standards Regulations
Leave of absence for members of the reserve force
Canada Labour Standards Regulations — Canada Labour Standards Regulations
For more information concerning these provisions, please contact your nearest Labour Program office of the Department of Employment and Social Development or visit the following website: https://www.canada.ca/en/employment-social-development/programs/employment-standards/federal-standards.html
Canada Labour Standards Regulations — Canada Labour Standards Regulations
https://www.canada.ca/en/employment-social-development/programs/employment-standards/federal-standards.html
Canada Labour Standards Regulations — Canada Labour Standards Regulations
All inquiries will be treated confidentially.
Canada Labour Standards Regulations — (b)
(b) An identification of the affected employee or employees:
Canada Labour Standards Regulations — (d)
(d) Hours of work in each work day: In each work week : ( The number of hours in a work day and in a work week may be specified by attaching the work schedule of the affected employee or employees. )
Canada Labour Standards Regulations — Canada Labour Standards Regulations
( The number of hours in a work day and in a work week may be specified by attaching the work schedule of the affected employee or employees. )
Canada Labour Standards Regulations — (e)
(e) Number of work days in the work schedule:
Canada Labour Standards Regulations — (f)
(f) Number of weeks in the work schedule:
Canada Labour Standards Regulations — (g)
(g) Number of days of rest in the work schedule:
Canada Labour Standards Regulations — (h)
(h) Where one or more general holidays occur in a week, the weekly standard hours shall be reduced by:
Canada Labour Standards Regulations — (j)
(j) The maximum number of hours that may be worked: in a week in a work schedule
Canada Labour Standards Regulations — (k)
(k) The method of calculating holiday pay is:
Canada Labour Standards Regulations — (l)
(l) Date the work schedule comes into effect: / /
Canada Labour Standards Regulations — 1
Note: 1 Any hours worked in excess of the daily hours of work set out in paragraph (d) and in excess of a weekly average of 40 hours over the work schedule are payable at the overtime rate. 2 This work schedule is posted in accordance with subsections 170(2) and (3) and 172(2) and (3) of the Canada Labour Code . These provisions require that notice of the proposed work schedule be posted for at least 30 days prior to its coming into effect and that the affected employee or at least 70% of affected employees, as the case may be, approve the schedule. Section 5 of the Canada Labour Standards Regulations requires that details of the modified work schedule be posted and kept posted as long as the work schedule is in effect.
Canada Labour Standards Regulations — 1
1 Any hours worked in excess of the daily hours of work set out in paragraph (d) and in excess of a weekly average of 40 hours over the work schedule are payable at the overtime rate.
Canada Labour Standards Regulations — 2
2 This work schedule is posted in accordance with subsections 170(2) and (3) and 172(2) and (3) of the Canada Labour Code . These provisions require that notice of the proposed work schedule be posted for at least 30 days prior to its coming into effect and that the affected employee or at least 70% of affected employees, as the case may be, approve the schedule. Section 5 of the Canada Labour Standards Regulations requires that details of the modified work schedule be posted and kept posted as long as the work schedule is in effect.
Canada Labour Standards Regulations — (d)
(d) Number of weeks in the averaging period:
Canada Labour Standards Regulations — (e)
(e) Information to establish that there is an irregular distribution of hours of work that is necessitated by the nature of the work in the industrial establishment:
Canada Labour Standards Regulations — (f)
(f) Reasons for the length of the averaging period:
Canada Labour Standards Regulations — (g)
(g) Date the averaging of hours of work comes into effect: / /
Canada Labour Standards Regulations — (h)
(h) Date the averaging of hours of work ends: / /
Canada Labour Standards Regulations — Canada Labour Standards Regulations
This notice is posted in accordance with section 6 of the Canada Labour Standards Regulations , which requires that the employer notify the affected employee or employees of details of the averaging of hours of work at least 30 days before the averaging takes effect and that the information contained in this notice remain posted for the duration of the averaging of hours of work.
Canada Labour Standards Regulations — 9
9 (1) Schedule II to the Regulations is amended by adding the following after “Maternity leave”: Leave for placement of child
Canada Labour Standards Regulations — 1
al establishment in which the employee would attend meetings in person, (B) the industrial establishment where the employee would report in person to receive work-related documents or material or associated instructions or assistance, (C) the industrial establishment where the employee would report in person to receive instructions regarding their duties, (D) the industrial establishment in which the employee’s supervisor reports for work in person or would report for work in person but for their own remote work agreement, and (E) the industrial establishment in which the employee would report for work in person based on the nature of their duties. 11.5 For the purposes of paragraph 182.1(1)(e) of the Act, it is a factor that the employees’ wages for the performance of a job function are calculated using the same type of rate of wages, such as (a) a rate based on time; (b) a mileage rate; (c) a piece rate; (d) a per load rate; or (e) a commission rate. 11.6 For the purposes of paragraph 182.1(2)(d) of the Act, the criteria are (a) the maintenance of an employee’s rate of wages following their reclassification or demotion to a position that has a lower rate of wages until the rate for the position is greater than the rate payable to the employee immediately before the reclassification or demotion; (b) the increase in rates of wages due to difficulty, during a shortage of skilled workers, in recruiting or retaining employees with the requisite skills for certain positions; (c) the geographic area in which an employee works; (d) the geographic area in which an employee who is on travel status works; and (e) the fact that an employee who is on travel status is paid a rate of wages that is different than the rate paid to an employee doing the same work who is not on travel status.
Canada Labour Standards Regulations — 11.2
11.2 (1) The following definitions apply in this section. full-time , in respect of an employee, means that the employee is considered to be full-time under the terms of the collective agreement that applies to them or, in the absence of such an agreement, of their contract of employment. However, if the collective agreement or contract of employment, as the case may be, does not address the issue, it means (a) that the employee is considered to be full-time under the terms of a policy of their employer that has been communicated to them; or (b) if paragraph (a) does not apply, that the employee (i) is scheduled to work an average of 30 or more hours per week, if they are subject to an averaging plan under subsection 169(2) or 171(2) of the Act or a modified work schedule under section 170 or 172 of the Act, or (ii) usually works 30 or more hours per week, if they are not subject to such a plan or schedule. ( à temps plein ) part-time , in respect of an employee, means that they are not full-time. ( à temps partiel ) permanent , in respect of an employee, means that their contract of employment provides that they are employed for an indeterminate period. ( permanent ) temporary , in respect of an employee, means that their contract of employment provides that they are employed for a fixed term or on a seasonal, casual or irregular basis. ( temporaire ) (2) For the purposes of subparagraph (b)(i) of the definition full-time in subsection (1), the average number of hours of work per week is the total number of hours scheduled under the averaging plan or modified work schedule, as the case may be, divided by the number of weeks in the plan or schedule. (3) The following definitions apply for the purposes of Division III of the Act. employment status means an employee’s status as a full-time, part-time, permanent or temporary employee. ( situation d’emploi ) system means a system (a) that applies to all employees whose rates of wages are comparable by reason of subsection 182.1(1) of the Act; and (b) whose particulars have been communicated to those employees in writing or are readily available for examination by them. ( régime )
Canada Labour Standards Regulations — (a)
full-time , in respect of an employee, means that the employee is considered to be full-time under the terms of the collective agreement that applies to them or, in the absence of such an agreement, of their contract of employment. However, if the collective agreement or contract of employment, as the case may be, does not address the issue, it means (a) that the employee is considered to be full-time under the terms of a policy of their employer that has been communicated to them; or (b) if paragraph (a) does not apply, that the employee (i) is scheduled to work an average of 30 or more hours per week, if they are subject to an averaging plan under subsection 169(2) or 171(2) of the Act or a modified work schedule under section 170 or 172 of the Act, or (ii) usually works 30 or more hours per week, if they are not subject to such a plan or schedule. ( à temps plein )
Canada Labour Standards Regulations — Canada Labour Standards Regulations
part-time , in respect of an employee, means that they are not full-time. ( à temps partiel )
Canada Labour Standards Regulations — Canada Labour Standards Regulations
permanent , in respect of an employee, means that their contract of employment provides that they are employed for an indeterminate period. ( permanent )
Canada Labour Standards Regulations — Canada Labour Standards Regulations
temporary , in respect of an employee, means that their contract of employment provides that they are employed for a fixed term or on a seasonal, casual or irregular basis. ( temporaire )
Canada Labour Standards Regulations — Canada Labour Standards Regulations
employment status means an employee’s status as a full-time, part-time, permanent or temporary employee. ( situation d’emploi )
Canada Labour Standards Regulations — (a)
system means a system (a) that applies to all employees whose rates of wages are comparable by reason of subsection 182.1(1) of the Act; and (b) whose particulars have been communicated to those employees in writing or are readily available for examination by them. ( régime )
Canada Labour Standards Regulations — 11.3
11.3 For the purposes of Division III of the Act, all branches, sections and other divisions of federal works, undertakings and businesses that are located in a region established under paragraph 54(w) of the Employment Insurance Act are designated as industrial establishments.
Canada Labour Standards Regulations — 11.4
11.4 For the purposes of paragraph 182.1(1)(a) of the Act, if an employer has more than one industrial establishment, an employee is considered to work (a) in the industrial establishment in which the employee most often reports for work in person; (b) in the case of an employee whose main duty is the transportation of goods or passengers by motor vehicle, or an employee who works on board trains, aircraft or ships, in the industrial establishment in which the employee’s home terminal, station, base or port is located; or (c) in the case of an employee who is subject to a remote work agreement that provides that all hours be worked remotely, (i) in the industrial establishment in which the employee most often reported for work in person before the remote work agreement took effect, if the nature of their duties and of those carried out in that industrial establishment has not since changed, or (ii) if subparagraph (i) does not apply or is not determinative of where the employee is considered to work, in the industrial establishment in which the employee would report for work in person if there were no remote work agreement, as determined using the following indicators: (A) the industrial establishment in which the employee would attend meetings in person, (B) the industrial establishment where the employee would report in person to receive work-related documents or material or associated instructions or assistance, (C) the industrial establishment where the employee would report in person to receive instructions regarding their duties, (D) the industrial establishment in which the employee’s supervisor reports for work in person or would report for work in person but for their own remote work agreement, and (E) the industrial establishment in which the employee would report for work in person based on the nature of their duties.
Canada Labour Standards Regulations — 11.5
11.5 For the purposes of paragraph 182.1(1)(e) of the Act, it is a factor that the employees’ wages for the performance of a job function are calculated using the same type of rate of wages, such as (a) a rate based on time; (b) a mileage rate; (c) a piece rate; (d) a per load rate; or (e) a commission rate.
Canada Labour Standards Regulations — 11.6
11.6 For the purposes of paragraph 182.1(2)(d) of the Act, the criteria are (a) the maintenance of an employee’s rate of wages following their reclassification or demotion to a position that has a lower rate of wages until the rate for the position is greater than the rate payable to the employee immediately before the reclassification or demotion; (b) the increase in rates of wages due to difficulty, during a shortage of skilled workers, in recruiting or retaining employees with the requisite skills for certain positions; (c) the geographic area in which an employee works; (d) the geographic area in which an employee who is on travel status works; and (e) the fact that an employee who is on travel status is paid a rate of wages that is different than the rate paid to an employee doing the same work who is not on travel status.
Canada Labour Standards Regulations — 16.1
16.1 For the purposes of Division VI.1 of the Act, system means a client’s system , as defined in subsection 11.2(3) of these Regulations, whose particulars have been communicated in writing to an employee who performs a work assignment for the client or are readily available for examination by that employee.
Canada Labour Standards Regulations — 16.2
16.2 For the purposes of Division VI.1 of the Act, all branches, sections and other divisions of federal works, undertakings and businesses that are located in a region established under paragraph 54(w) of the Employment Insurance Act are designated as industrial establishments.
Canada Labour Standards Regulations — 16.3
16.3 For the purposes of paragraph 203.2(1)(a) of the Act, if a client has more than one industrial establishment, an employee is considered to work (a) in the industrial establishment in which the employee most often reports for work in person; (b) in the case of an employee whose main duty is the transportation of goods or passengers by motor vehicle, or an employee who works on board trains, aircraft or ships, in the industrial establishment in which the employee’s home terminal, station, base or port is located; or (c) in the case of an employee who is subject to a remote work agreement that provides that all hours be worked remotely, (i) in the industrial establishment in which the employee most often reported for work in person before the remote work agreement took effect, if the nature of their duties and of those carried out in that industrial establishment has not since changed, or (ii) if subparagraph (i) does not apply or is not determinative of where the employee is considered to work, in the industrial establishment in which the employee would report for work in person if there were no remote work agreement, as determined using the following indicators: (A) the industrial establishment in which the employee would attend meetings in person, (B) the industrial establishment where the employee would report in person to receive work-related documents or material or associated instructions or assistance, (C) the industrial establishment where the employee would report in person to receive instructions regarding their duties, (D) the industrial establishment in which the employee’s supervisor reports for work in person or would report for work in person but for their own remote work agreement, and (E) the industrial establishment in which the employee would report for work in person based on the nature of their duties.
Canada Labour Standards Regulations — 16.4
16.4 For the purposes of paragraph 203.2(1)(e) of the Act, it is a factor that the employees’ wages for the performance of a job function are calculated using the same type of rate of wages, such as (a) a rate based on time; (b) a mileage rate; (c) a piece rate; (d) a per load rate; or (e) a commission rate.
Canada Labour Standards Regulations — 16.5
16.5 For the purposes of paragraph 203.2(2)(d) of the Act, the criteria are (a) the maintenance of an employee’s rate of wages following their reclassification or demotion to a position that has a lower rate of wages until the rate for the position is greater than the rate payable to the employee immediately before the reclassification or demotion; (b) the increase in rates of wages due to difficulty, during a shortage of skilled workers, in recruiting or retaining employees with the requisite skills for certain positions; (c) the geographic area in which an employee works; (d) the geographic area in which an employee who is on travel status works; and (e) the fact that an employee who is on travel status is paid a rate of wages that is different than the rate paid to an employee doing the same work who is not on travel status.
Canada Labour Standards Regulations — 3
3 Subsection 24(2) of the Regulations is amended by adding the following after paragraph (f): (f.1) a record describing any system referred to in subsection 182.1(2) or 203.2(2) of the Act on the basis of which the employee is paid a rate of wages that is less than the rate paid to another employee; (f.2) any written request for review made by the employee under subsection 182.2(1) or 203.3(1) of the Act and a copy of the employer’s written response to that request; (f.3) in the case of an employer who is a temporary help agency, a record of each client for whom the employee performs a work assignment and the dates of commencement and termination of the assignment;
Canada Labour Standards Regulations — 4
4 Schedule II to the Regulations is amended by replacing “Equal wages” with “Equal treatment”.
Canada Labour Standards Regulations — 5
5 Schedule II to the Regulations is amended by adding the following after “Multi-employer employment”: Temporary help agencies