GreatNorthCollective/greatnorth-canada-federal-laws-text huggingface dataset:
Canada Labour Code — L-2 66
66 Subsection 11(2) of the Act is replaced by the following: Part-time occupation (2) A part-time Vice-Chairperson, or a member appointed under paragraph 9(2)(e) or (f), must not hold any other employment or office in respect of which they receive any remuneration and that is inconsistent with their duties under this Act or the Use of French in Federally Regulated Private Businesses Act .
Canada Labour Code — L-2 67
67 Section 12.02 of the Act is amended by adding the following after subsection (4): Members — paragraph 9(2)(f) (5) For greater certainty, members appointed under paragraph 9(2)(f) are not permitted to vote on the making of regulations under section 15.
Canada Labour Code — L-2 356
356 Subsection 187.1(2) of the Canada Labour Code is replaced by the following: Application of section 209.1 (2) If an employee interrupts a vacation to take leave under any of sections 205.1, 206 to 206.1 and 206.3 to 206.9 and resumes the vacation immediately at the end of that leave, section 209.1 applies to them as if they did not resume the vacation before returning to work.
Canada Labour Code — L-2 357
357 The Act is amended by adding the following after section 206: Leave for Placement of Child Definitions 206.01 (1) The following definitions apply in this section. placement means (a) the placement of a child into the actual care of an employee for the purposes of adoption under the laws governing adoption in the province in which the employee resides; (b) the arrival of a new-born child of an employee into the employee’s actual care, in the case where the person who gave birth to the child is not, or is not intended to be, a parent of the child; or (c) any other case prescribed by regulation. ( placement ) week means the period between midnight on Saturday and midnight on the immediately following Saturday. ( semaine ) Entitlement to leave (2) Subject to subsections (7) and (8), every employee is entitled to and shall be granted a leave of absence from employment of up to 16 weeks for carrying out responsibilities related to a placement. Period when leave may be taken (3) The leave of absence may only be taken during the period (a) beginning no earlier than six weeks before the week of the estimated date of the placement or, if the actual date of the placement is earlier than the estimated date, no earlier than the week of that actual date; and (b) ending no later than 17 weeks following the week of the actual date of that placement. Delayed placement (4) If the placement is delayed, the period referred to in subsection (3) must not, subject to any extension under subsection (5), end later than 52 weeks following the week of the estimated date referred to in paragraph (3)(a). Extension of period — child in hospital (5) If, after placement, the child is hospitalized during the period referred to in subsection (3), the period is extended by the number of weeks during which the child is hospitalized. Restriction (6) An extension under subsection (5) must not result in the period referred to in subsection (3) ending later than 52 weeks following the week of the actual date of the placement. Aggregate leave — employees (7) The aggregate amount of leave that may be taken by more than one employee under this section in respect of the same placement must not exceed 16 weeks. If placement will not occur (8) If, during a leave of absence under this section, the employee is informed that the placement will not occur, the leave may continue until the end of the week after the week in which the employee is so informed.
Canada Labour Code — L-2 206.01
Definitions 206.01 (1) The following definitions apply in this section. placement means (a) the placement of a child into the actual care of an employee for the purposes of adoption under the laws governing adoption in the province in which the employee resides; (b) the arrival of a new-born child of an employee into the employee’s actual care, in the case where the person who gave birth to the child is not, or is not intended to be, a parent of the child; or (c) any other case prescribed by regulation. ( placement ) week means the period between midnight on Saturday and midnight on the immediately following Saturday. ( semaine ) Entitlement to leave (2) Subject to subsections (7) and (8), every employee is entitled to and shall be granted a leave of absence from employment of up to 16 weeks for carrying out responsibilities related to a placement. Period when leave may be taken (3) The leave of absence may only be taken during the period (a) beginning no earlier than six weeks before the week of the estimated date of the placement or, if the actual date of the placement is earlier than the estimated date, no earlier than the week of that actual date; and (b) ending no later than 17 weeks following the week of the actual date of that placement. Delayed placement (4) If the placement is delayed, the period referred to in subsection (3) must not, subject to any extension under subsection (5), end later than 52 weeks following the week of the estimated date referred to in paragraph (3)(a). Extension of period — child in hospital (5) If, after placement, the child is hospitalized during the period referred to in subsection (3), the period is extended by the number of weeks during which the child is hospitalized. Restriction (6) An extension under subsection (5) must not result in the period referred to in subsection (3) ending later than 52 weeks following the week of the actual date of the placement. Aggregate leave — employees (7) The aggregate amount of leave that may be taken by more than one employee under this section in respect of the same placement must not exceed 16 weeks. If placement will not occur (8) If, during a leave of absence under this section, the employee is informed that the placement will not occur, the leave may continue until the end of the week after the week in which the employee is so informed.
Canada Labour Code — L-2 (a)
placement means (a) the placement of a child into the actual care of an employee for the purposes of adoption under the laws governing adoption in the province in which the employee resides; (b) the arrival of a new-born child of an employee into the employee’s actual care, in the case where the person who gave birth to the child is not, or is not intended to be, a parent of the child; or (c) any other case prescribed by regulation. ( placement )
Canada Labour Code — L-2
week means the period between midnight on Saturday and midnight on the immediately following Saturday. ( semaine )
Canada Labour Code — L-2 358
358 The Act is amended by adding the following after section 206.2: Aggregate leave — leave for placement of child and parental leave 206.21 The aggregate amount of leave that may be taken by more than one employee under sections 206.01 and 206.1 in respect of the same child shall not exceed 85 weeks, but the aggregate amount of leave that may be taken by one employee under those sections in respect of the same child shall not exceed 77 weeks.
Canada Labour Code — L-2 206.21
Aggregate leave — leave for placement of child and parental leave 206.21 The aggregate amount of leave that may be taken by more than one employee under sections 206.01 and 206.1 in respect of the same child shall not exceed 85 weeks, but the aggregate amount of leave that may be taken by one employee under those sections in respect of the same child shall not exceed 77 weeks.
Canada Labour Code — L-2 359
359 (1) The portion of subsection 207(1) of the Act before paragraph (a) is replaced by the following: Notification to employer 207 (1) Every employee who intends to take a leave of absence from employment under any of sections 206 to 206.1 shall (2) Subsection 207(2) of the English version of the Act is replaced by the following: Change in length of leave (2) Every employee who intends to take or who is on a leave of absence from employment under any of sections 206 to 206.1 shall provide the employer with notice in writing of at least four weeks of any change in the length of leave intended to be taken, unless there is a valid reason why that notice cannot be given, in which case the employee shall provide the employer with notice in writing as soon as possible.
Canada Labour Code — L-2 207
Notification to employer 207 (1) Every employee who intends to take a leave of absence from employment under any of sections 206 to 206.1 shall
Canada Labour Code — L-2 360
360 Section 207.01 of the Act is replaced by the following: Minimum periods of leave 207.01 Subject to the regulations, a leave of absence under any of sections 206.01 and 206.3 to 206.5 may only be taken in one or more periods of not less than one week’s duration.
Canada Labour Code — L-2 207.01
Minimum periods of leave 207.01 Subject to the regulations, a leave of absence under any of sections 206.01 and 206.3 to 206.5 may only be taken in one or more periods of not less than one week’s duration.
Canada Labour Code — L-2 361
361 Subsection 207.02(1) of the Act is replaced by the following: Interruption 207.02 (1) An employee may interrupt a leave of absence referred to in any of sections 206.01 and 206.3 to 206.5 in order to be absent due to a reason referred to in subsection 239(1) or 239.1(1).
Canada Labour Code — L-2 207.02
Interruption 207.02 (1) An employee may interrupt a leave of absence referred to in any of sections 206.01 and 206.3 to 206.5 in order to be absent due to a reason referred to in subsection 239(1) or 239.1(1).
Canada Labour Code — L-2 362
362 (1) Subsection 207.2(1) of the Act is replaced by the following: Notification to employer — interruption for child’s hospitalization 207.2 (1) An employee who intends to interrupt their maternity or parental leave or their leave for the placement of a child in order to return to work as a result of the hospitalization of their child shall provide the employer with a notice in writing of the interruption as soon as possible. (2) Subsection 207.2(3) of the Act is replaced by the following: Refusal (3) If the employer refuses the interruption or does not advise the employee within the week referred to in subsection (2), the leave under any of sections 206 to 206.1 is extended by the number of weeks during which the child is hospitalized. The aggregate amounts of leave referred to in subsections 206.01(7) and 206.1(3) and sections 206.2 and 206.21 are extended by the same number of weeks. (3) Subsection 207.2(5) of the Act is replaced by the following: End of interruption (5) An employee who intends to return to their leave after the interruption shall, as soon as possible, advise the employer in writing of the date on which the leave is to resume.
Canada Labour Code — L-2 207.2
Notification to employer — interruption for child’s hospitalization 207.2 (1) An employee who intends to interrupt their maternity or parental leave or their leave for the placement of a child in order to return to work as a result of the hospitalization of their child shall provide the employer with a notice in writing of the interruption as soon as possible.
Canada Labour Code — L-2 363
363 (1) Paragraph 209.4(a.2) of the Act is replaced by the following: (a.2) prescribing the maximum number of periods of leave of absence that an employee may take under any of sections 206.01 and 206.3 to 206.5; (2) Section 209.4 of the Act is amended by adding the following after paragraph (c): (c.1) prescribing cases for the purposes of paragraph (c) of the definition placement in subsection 206.01(1); (c.2) defining, for the purposes of section 206.01, any word or expression that is used but not defined in that section;
Canada Labour Code — L-2 364
Definition of Act 364 (1) In this section, Act means the Canada Labour Code . Interruption of parental leave (2) An employee who, on the day on which section 357 comes into force, is on parental leave under section 206.1 of the Act and is eligible for leave for the placement of a child under section 206.01 of the Act may interrupt their parental leave to take leave for the placement of a child. Their parental leave resumes immediately after the interruption ends. Notice of interruption (3) Section 207.1 of the Act applies, with any necessary modifications, with respect to an interruption under subsection (2). Words and expressions (4) Words and expressions used in this section have the same meaning as in the Act.
Canada Labour Code — L-2 245
245 Subsection 136(11) of the Canada Labour Code is amended by striking out “and” at the end of paragraph (b), by adding “and” at the end of paragraph (c) and by adding the following after paragraph (c): (d) a time limit for filling a vacant health and safety representative position.
Canada Labour Code — L-2 246
246 Paragraph 145(1)(a) of the English version of the Act is replaced by the following: (a) terminate the contravention within the time that the Head may specify; and
Canada Labour Code — L-2 247
247 Subsection 175(1) of the Act is amended by adding the following after paragraph (b.1): (b.2) defining the expressions “shift” and “work period” for the purposes of sections 173.01 and 173.1;
Canada Labour Code — L-2 248
s to whom this Division applies, the collective agreement prevails to the extent of the inconsistency. Regulations 177.8 The Governor in Council may make regulations (a) prescribing the form of the policy for the purposes of subsection 177.2(1) and section 177.3; (b) prescribing, for the purposes of paragraph 177.2(1)(d), any other elements to be included in the policy, including any elements to be included in respect of one or more employees or classes of employees; and (c) prescribing the manner in which the policy is to be posted for the purposes of subsection 177.6(1).
Canada Labour Code — L-2 177.2
Policy 177.2 (1) On or before the first anniversary of the day on which an employer becomes subject to this section, the employer must bring into effect a policy that includes the following elements: (a) a general rule respecting work-related communication outside of scheduled hours of work, including the employer’s expectations and any opportunity for employees to disconnect from means of communication; (b) any exceptions to the rule and their underlying rationale; (c) the effective date of the policy; and (d) any other elements that may be prescribed by regulation. Exempted employees (2) The employer may exclude from the application of the policy any employees who are exempted from sections 169, 171 and 174 or who are referred to in subsection 167(2). Employees subject to collective agreement (3) If the parties to a collective agreement agree, in writing, that the agreement meets the requirements of subsection (1) with respect to some or all of the employees who are subject to the agreement, this Division does not apply with respect to those employees.
Canada Labour Code — L-2 177.3
Duty to update 177.3 The employer must bring into effect an updated version of the policy on or before the third anniversary of the effective date of its previous version.
Canada Labour Code — L-2 177.4
Duty to consult 177.4 (1) In the development and updating of its policy, the employer must consult employees and provide them with at least 90 days to provide their comments. Exception — excluded employees (2) The employer is not required to consult any employees referred to in subsection 177.2(2) that it intends to exclude from the application of the policy. Employees represented by trade union (3) If an employee to whom this Division applies is represented by a trade union, the employer must conduct the consultation through the trade union.
Canada Labour Code — L-2 177.5
Record keeping 177.5 In accordance with any requirements prescribed by regulation, the employer must keep a record of information related to the consultation of employees and to the development and updating of the policy.
Canada Labour Code — L-2 177.6
Duty to post policy 177.6 (1) On or before the effective date of the policy, the employer must post and keep posted a copy of it in readily accessible places where it is likely to be seen by the employees to whom it applies. Duty to provide policy (2) The employer must provide a copy of the policy in paper or electronic form to every employee to whom the policy applies within 30 days after the day on which it starts applying to them. Special needs (3) If an employee is affected by a condition that impairs their ability to receive the policy when it is provided by a method that would otherwise be sufficient under this Division, the employer must provide them with the policy by any method of communication that readily permits them to receive it, including braille, large print, audio recording, sign language and verbal communication.
Canada Labour Code — L-2 177.61
Prohibition 177.61 It is prohibited for an employer or person acting on behalf of an employer to intimidate, dismiss, penalize, discipline or otherwise take reprisals against an employee, or threaten to take any such action against an employee, because the employee (a) asks the employer to comply with the policy; (b) makes inquiries about their rights under the policy; (c) files a complaint under the policy; or (d) exercises or attempts to exercise a right under the policy.
Canada Labour Code — L-2 177.7
Act and regulations prevail 177.7 (1) For greater certainty, this Act and the regulations prevail over the policy to the extent of any inconsistency between them. Collective agreement (2) For greater certainty, in the event of any inconsistency between the policy and a provision of a collective agreement that applies to employees to whom this Division applies, the collective agreement prevails to the extent of the inconsistency.
Canada Labour Code — L-2 177.8
Regulations 177.8 The Governor in Council may make regulations (a) prescribing the form of the policy for the purposes of subsection 177.2(1) and section 177.3; (b) prescribing, for the purposes of paragraph 177.2(1)(d), any other elements to be included in the policy, including any elements to be included in respect of one or more employees or classes of employees; and (c) prescribing the manner in which the policy is to be posted for the purposes of subsection 177.6(1).
Canada Labour Code — L-2 255
255 Subsection 264(1) of the Act is amended by adding the following after paragraph (f): (g) specifying activities that are or are not considered work for the purposes of this Part or any of its Divisions or provisions; (g.1) defining expressions such as “disconnect”, “scheduled hours of work” and “work-related communication” for the purposes of this Part or any of its Divisions or provisions;
Canada Labour Code — L-2 257
2018, c. 27 257 On the first day on which both section 249 of this Act and section 480 of the Budget Implementation Act, 2018, No. 2 are in force, (a) section 212.1 of the Canada Labour Code is amended by adding the following after subsection (1): Clarification (1.1) The employer’s obligation to give and the employee’s right to receive notice or wages in lieu of notice under subsection (1) apply whether or not the employee has a right to avail themselves of any procedure for redress under this Part, including under subsection 240(1), with respect to the termination of their employment. (b) subsection 242(5) of the Canada Labour Code is replaced by the following: Payments under subsection 212.1(1), 230(1) or 235(1) (5) For greater certainty, in making an order for compensation under subsection (4) the Board may, among other things, take into account any amount paid by the employer to the employee under subsection 212.1(1), 230(1) or 235(1).
Labrador Inuit Land Claims Agreement Act — L-4.3 Preamble
Preamble WHEREAS the Constitution Act, 1982 recognizes and affirms the existing aboriginal and treaty rights of the aboriginal peoples of Canada;
Labrador Inuit Land Claims Agreement Act — L-4.3
WHEREAS the Inuit of Labrador are an aboriginal people of Canada;
Labrador Inuit Land Claims Agreement Act — L-4.3
WHEREAS the Inuit of Labrador claim aboriginal rights in and to the Labrador Inuit Land Claims Area, as defined in the Agreement, based on their traditional and current use and occupancy of the lands, waters and sea ice of the Labrador Inuit Land Claims Area in accordance with their own customs and traditions;
Labrador Inuit Land Claims Agreement Act — L-4.3
WHEREAS the Inuit of Labrador, as represented by the Labrador Inuit Association, the Government of Newfoundland and Labrador and the Government of Canada have negotiated the Agreement;
Labrador Inuit Land Claims Agreement Act — L-4.3
WHEREAS the Inuit of Labrador, by a vote held on May 26, 2004, approved the Agreement;
Labrador Inuit Land Claims Agreement Act — L-4.3
WHEREAS on December 6, 2004, the Legislature of the Province of Newfoundland and Labrador enacted the Labrador Inuit Land Claims Agreement Act to ratify the Agreement;
Labrador Inuit Land Claims Agreement Act — L-4.3
WHEREAS the Agreement was signed on behalf of the Inuit of Labrador, Her Majesty the Queen in right of Newfoundland and Labrador and Her Majesty the Queen in right of Canada on January 22, 2005;
Labrador Inuit Land Claims Agreement Act — L-4.3
AND WHEREAS the Agreement requires that legislation be enacted by the Parliament of Canada in order for the Agreement to be ratified;
Labrador Inuit Land Claims Agreement Act — L-4.3
NOW, THEREFORE, Her Majesty, by and with the advice and consent of the Senate and House of Commons of Canada, enacts as follows:
Labrador Inuit Land Claims Agreement Act — L-4.3 1
Short title 1 This Act may be cited as the Labrador Inuit Land Claims Agreement Act .
Labrador Inuit Land Claims Agreement Act — L-4.3 2
Definitions 2 The following definitions apply in this Act. Agreement means the land claims agreement signed on behalf of the Inuit of Labrador, Her Majesty the Queen in right of Newfoundland and Labrador and Her Majesty the Queen in right of Canada on January 22, 2005, including any amendments made to it. ( Accord ) Inuit bylaw means a Bylaw as defined in section 1.1.1 of the Agreement. ( règlement inuit ) Inuit law means an Inuit Law as defined in section 1.1.1 of the Agreement. ( loi inuite ) Nunatsiavut Government means the government established pursuant to subsection 17.3.3(a) of the Agreement. ( gouvernement nunatsiavut ) Tax Treatment Agreement means the tax treatment agreement signed on behalf of the Inuit of Labrador on March 15, 2005, Her Majesty the Queen in right of Newfoundland and Labrador on March 24, 2005 and Her Majesty the Queen in right of Canada on April 12, 2005, including any amendments made to it. ( accord sur le traitement fiscal )
Labrador Inuit Land Claims Agreement Act — L-4.3
Agreement means the land claims agreement signed on behalf of the Inuit of Labrador, Her Majesty the Queen in right of Newfoundland and Labrador and Her Majesty the Queen in right of Canada on January 22, 2005, including any amendments made to it. ( Accord )
Labrador Inuit Land Claims Agreement Act — L-4.3
Inuit bylaw means a Bylaw as defined in section 1.1.1 of the Agreement. ( règlement inuit )
Labrador Inuit Land Claims Agreement Act — L-4.3
Inuit law means an Inuit Law as defined in section 1.1.1 of the Agreement. ( loi inuite )
Labrador Inuit Land Claims Agreement Act — L-4.3
Nunatsiavut Government means the government established pursuant to subsection 17.3.3(a) of the Agreement. ( gouvernement nunatsiavut )
Labrador Inuit Land Claims Agreement Act — L-4.3
Tax Treatment Agreement means the tax treatment agreement signed on behalf of the Inuit of Labrador on March 15, 2005, Her Majesty the Queen in right of Newfoundland and Labrador on March 24, 2005 and Her Majesty the Queen in right of Canada on April 12, 2005, including any amendments made to it. ( accord sur le traitement fiscal )
Labrador Inuit Land Claims Agreement Act — L-4.3 3
Status of Agreement 3 The Agreement is a treaty and a land claims agreement within the meaning of sections 25 and 35 of the Constitution Act, 1982 .