jswizzle3737/ontario_laws_and_regs huggingface dataset:
1 The purpose of this Act is to ensure that increases in public sector compensation reflect the fiscal situation of the Province, are consistent with the principles of responsible fiscal management and protect the sustainability of public services. Interpretation
2 In this Act, “collective agreement” includes, (a) a collective agreement within the meaning of the Labour Relations Act, 1995, and (b) any agreement, whether negotiated or the result of an arbitration award, between an employer or an employers’ organization and a bargaining organization to which this Act applies, in respect of compensation for employees; (“convention collective”) “compensation” means anything paid or provided, directly or indirectly, to or for the benefit of an employee, and includes salary, benefits, perquisites and all forms of non-discretionary and discretionary payments; (“rémunération”) “compensation plan” means the provisions, however established, for the determination and administration of an employee’s compensation; (“régime de rémunération”) “directive” means a directive made under this Act; (“directive”) “employers’ organization” means an organization of employers, or an organization that represents employers, that negotiates terms and conditions of employment relating to compensation; (“association patronale”) “Minister” means the President of the Treasury Board or such other member of the Executive Council to whom responsibility for the administration of this Act may be assigned or transferred under the Executive Council Act; (“ministre”) “moderation period” means a moderation period determined in accordance with section 9, 17, 23.1 or 23.2; (“période de modération”) “non-represented employee” means an employee to whom this Act applies who is not represented by a bargaining organization or is excluded from being represented by a bargaining organization to which this Act applies; (“employé non représenté”) “regulations” means regulations made under this Act; (“règlements”) “salary rate” means a base rate of pay, whether expressed as a single rate of pay, including a rate of pay expressed on an hourly, weekly, bi-weekly, monthly, annual or some other periodic basis, or a range of rates of pay, or, if no such rate or range exists, any fixed or ascertainable amount of base pay.  (“taux de traitement”) 2019, c. 12, s. 2; 2020, c. 36, Sched. 38, s. 1. Section Amendments with date in force (d/m/y) 2020, c. 36, Sched. 38, s. 1 - 08/12/2020
3 Subject to the other provisions of this Act, the right to bargain collectively is continued.
4 Nothing in this Act affects the right to engage in a lawful strike or lockout. Application
6 (1) This Act applies to the employees of the employers to whom this Act applies. Exceptions (2) This Act does not apply to such employees or classes of employees as may be specified by a Minister’s regulation. Same, designated executives (3) This Act does not apply to designated executives within the meaning of the Broader Public Sector Executive Compensation Act, 2014.
7 For greater certainty, this Act does not apply to judges, deputy judges, justices of the peace or associate judges. 2019, c. 12, s. 7; 2021, c. 4, Sched. 3, s. 26. Section Amendments with date in force (d/m/y) 2021, c. 4, Sched. 3, s. 26 - 01/09/2021
8 This Act applies to the following bargaining organizations that represent employees of any of the employers to whom this Act applies for the purpose of collectively bargaining terms and conditions of employment relating to compensation: 1. A trade union certified or voluntarily recognized under the Labour Relations Act, 1995. 2. An organization that represents employees under the
Crown Employees Collective Bargaining Act, 1993. 3. An organization designated under the School Boards Collective Bargaining Act, 2014 as the bargaining agent for a teachers’ bargaining unit. 4. An organization that represents employees under the Colleges Collective Bargaining Act, 2008. 5. The Association as defined in section 1 of the Ontario Provincial Police Collective Bargaining Act, 2006. 6. A council of trade unions that collectively bargains, with the employer or employers’ organization, terms and conditions of employment relating to compensation. 7. An organization that collectively bargains or negotiates, with the employer or employers’ organization, terms and conditions of employment relating to compensation. 8. An organization that has or establishes a framework for collectively bargaining or negotiating, with the employer or employers’ organization, terms and conditions of employment relating to compensation. Moderation Measures — Employees Represented by a Bargaining Organization
10 (1) No collective agreement or arbitration award may provide for an increase in a salary rate applicable to a position or class of positions during the applicable moderation period that is greater than one per cent for each 12-month period of the moderation period, but they may provide for increases that are lower. Exception, certain increases (2) Subsection (1) does not prohibit an employee’s salary rate from increasing in recognition of the following matters, if the increase is authorized under a collective agreement: 1. The employee’s length of time in employment. 2. An assessment of performance. 3. The employee’s successful completion of a program or course of professional or technical education.
11 (1) During the applicable moderation period, no collective agreement or arbitration award may provide for any incremental increases to existing compensation entitlements or for new compensation entitlements that in total equal more than one per cent on average for all employees covered by the collective agreement for each 12-month period of the moderation period. Same (2) For greater certainty, an increase in a salary rate under subsection 10 (1) is an increase to compensation entitlements for the purposes of subsection (1). Effect of cost increases (3) If the employer’s cost of providing a benefit as it existed on the day before the beginning of the moderation period increases during the moderation period, the increase in the employer’s cost does not constitute an increase in compensation entitlements for the purposes of subsection (1).
12 (1) If a collective agreement has expired and no collective agreement is in operation during an applicable moderation period, the salary rate applicable to a position or class of positions shall not be increased. Exception, certain increases (2) Subsection (1) does not prohibit an employee’s salary rate from increasing in recognition of the following matters, if the increase would have been authorized under the expired collective agreement: 1. The employee’s length of time in employment. 2. An assessment of performance. 3. The employee’s successful completion of a program or course of professional or technical education.
13 For the purposes of sections 10, 11 and 12, payments that are made in accordance with a voluntary exit program that has been approved by the Management Board of Cabinet are not an increase in a salary rate, an increase to existing compensation entitlements or new compensation entitlements.
14 If an employer is converting a single employer pension plan into a jointly sponsored pension plan in accordance with section 80.4 or 81.0.1 of the Pension Benefits Act, an increase in a salary rate, an incremental increase to existing compensation entitlements or new compensation entitlements provided in exchange for an increase in member-required contributions that occurs coincident with and as a result of the conversion are not an increase in a salary rate, an incremental increase to existing compensation entitlements or new compensation entitlements for the purposes of sections 10, 11 and 12.
15 The Minister may, by regulation, specify that certain compensation provided by employers for the purpose of reducing the growth in compensation costs over the long-term are not an increase in a salary rate, an increase to existing compensation entitlements or new compensation entitlements for the purposes of sections 10, 11 and 12.
16 This Act prevails over any collective agreement or arbitration award and, if the Minister makes an order under subsection 26 (1) declaring that a collective agreement or arbitration award is inconsistent with this Act, the collective agreement or arbitration award is void and deemed never to have had effect. Moderation Measures — Non-Represented Employees
17 (1) For the purposes of sections 18 to 23, the moderation period is the three-year period that begins on the earlier of, (a) a date to be selected by the employer that is after June 5, 2019; or (b) January 1, 2022. Exception (2) Despite subsection (1), if a compensation plan provides that a non-represented employee’s salary rate shall increase in a corresponding manner with an increase to the salary rate of represented employees under a collective agreement, the moderation period for the non-represented employee is the moderation period that applies in respect of the collective agreement of the represented employees to which the non-represented employee’s compensation corresponds, as determined under section 9.
18 (1) No employer may provide to non-represented employees an increase in a salary rate applicable to a position or class of positions during the applicable moderation period that is greater than one per cent for each 12-month period of the moderation period, but they may provide for increases that are lower. Exception, certain increases (2) Subsection (1) does not prohibit an employee’s salary rate from increasing in recognition of the following matters, if the increase is authorized under a compensation plan: 1. The employee’s length of time in employment. 2. An assessment of performance. 3. The employee’s successful completion of a program or course of professional or technical education.
19 (1) During the applicable moderation period, no employer may provide to non-represented employees any incremental increases to existing compensation entitlements or for new compensation entitlements that in total equal more than one per cent on average for non-represented employees employed by the employer for each 12-month period of the moderation period. Same (2) For greater certainty, an increase in a salary rate under subsection 18 (1) is an increase to compensation entitlements for the purposes of subsection (1). Effect of cost increases (3) If the employer’s cost of providing a benefit as it existed on the day before the beginning of the moderation period increases during the moderation period, the increase in the employer’s cost does not constitute an increase in compensation entitlements for the purposes of subsection (1).
20 For the purposes of sections 18 and 19, payments that are made in accordance with a voluntary exit program that has been approved by the Management Board of Cabinet are not an increase in a salary rate, an increase to existing compensation entitlements or new compensation entitlements
21 If an employer is converting a single employer pension plan into a jointly sponsored pension plan in accordance with section 80.4 or 81.0.1 of the Pension Benefits Act, an increase in a salary rate, an incremental increase to existing compensation entitlements or new compensation entitlements provided in exchange for an increase in member-required contributions that occurs coincident with and as a result of the conversion are not an increase in a salary rate, an incremental increase to existing compensation entitlements or new compensation entitlements for the purposes of sections 18 and 19.
22 The Minister may, by regulation, specify that certain compensation provided by employers for the purpose of reducing the growth in compensation costs over the long-term are not an increase in a salary rate, an increase to existing compensation entitlements or new compensation entitlements for the purposes of sections 18 and 19.
23 This Act prevails over any provision in an agreement between an employee and an employer, or a compensation plan, that authorizes or requires an amount to be paid in excess of the limits set out in sections 18 and 19, and any such provision is void and unenforceable to the extent of the conflict, regardless of when the agreement or compensation plan was entered into. Special Rules re Changes in Representation Status
23.1 If a class of employees who are represented by a bargaining organization ceases to be represented by the bargaining organization after June 5, 2019 and before the expiry of the moderation period in respect of that class of employees determined in accordance with section 9, the following rules apply: 1. If the class of employees ceases to be represented on or after the day the moderation period starts, the moderation period determined in accordance with section 9 continues to apply with respect to the class of employees and sections 18 to 23 apply for the remainder of the moderation period. 2. If the class of employees ceases to be represented before the day the moderation period starts, the moderation period determined in accordance with section 9 continues to apply with respect to the class of employees and sections 18 to 23 apply for the duration of the moderation period. 2020, c. 36, Sched. 38, s. 2. Section Amendments with date in force (d/m/y) 2020, c. 36, Sched. 38, s. 2 - 08/12/2020
23.2 If a class of non-represented employees becomes represented by a bargaining organization after June 5, 2019 and before the expiry of the moderation period in respect of that class of employees determined in accordance with section 17, the following rules apply: 1. If subsection 17 (2) does not apply with respect to the class of employees and the class of employees becomes represented by a bargaining organization on or after the day the moderation period determined under subsection 17 (1) starts, the moderation period determined in accordance with that subsection continues to apply with respect to the class of employees and sections 10 to 16 apply for the remainder of the moderation period. 2. If subsection 17 (2) does not apply with respect to the class of employees and the class of employees becomes represented by a bargaining organization before the day the moderation period determined under subsection 17 (1) starts, i. the moderation period is the three-year period that begins on the earlier of, A. January 1, 2022, or B. the commencement date of the first collective agreement, and ii. sections 10 to 16 apply for the duration of the moderation period. 3. If subsection 17 (2) applies with respect to the class of employees and the class of employees becomes represented by a bargaining organization on or after the day the moderation period determined under subsection 17 (2) starts, the moderation period determined in accordance with that subsection continues to apply with respect to the class of employees and sections 10 to 16 apply for the remainder of the moderation period. 4. If subsection 17 (2) applies with respect to the class of employees and the class of employees becomes represented by a bargaining organization before the day the moderation period starts, i. the moderation period is the three-year period that begins on the earlier of, A. the first day of the moderation period determined in accordance with subsection 17 (2), or B. the commencement date of the first collective agreement, and ii. sections 10 to 16 apply for the duration of the moderation period. 2020, c. 36, Sched. 38, s. 2. Section Amendments with date in force (d/m/y) 2020, c. 36, Sched. 38, s. 2 - 08/12/2020 Anti-Avoidance Measures
24 An employer shall not provide compensation before or after the applicable moderation period to an employee for compensation that the employee will not, does not or did not receive as a result of the temporary moderation measures in this Act. Oversight Mechanisms
25 (1) The Management Board of Cabinet may issue directives to employers and to employers’ organizations requiring the employer or the employers’ organization to provide information relating to collective bargaining or compensation that the Management Board of Cabinet considers appropriate for the purpose of ensuring compliance with this Act. Same (2) Without restricting the generality of subsection (1), a directive may include requirements to provide information with respect to, (a) compensation; (b) collective agreements, employer bargaining mandates, negotiated settlements and submissions to arbitrators; (c) the employer’s costing with respect to collective agreements, proposed or negotiated changes to collective agreements, compensation plans and proposed changes to compensation plans; (d) the moderation periods that apply to represented and non-represented employees; (e) agreements between an employer and one or more employees relating to compensation; and (f) compensation policies, plans, guidelines and programs. Deemed compliance FOI Acts (3) Any disclosure of personal information made by an employer in compliance with a directive shall be deemed to be in compliance with clause 42 (1) (e) of the Freedom of Information and Protection of Privacy Act and clause 32 (e) of the Municipal Freedom of Information and Protection of Privacy Act. Confidentiality (4) A person who receives information described in subsection (1) shall maintain the information in confidence and shall only use the information for the purposes authorized by the Management Board of Cabinet. Disclosure of information (5) The Management Board of Cabinet may issue directives that, (a) authorize the disclosure of information described in subsection (1) to, (i) a minister of the Crown, (ii) a person employed in the office of a minister, (iii) a person employed under Part III of the Public Service of Ontario Act, 2006, (iv) a consultant or advisor retained to provide advice or services in relation to compensation matters, or (v) such other persons as the Management Board of Cabinet considers appropriate; and (b) authorize the purposes for which information described in subsection (1) may be used. Prevails over FIPPA (6) Subsections (4) and (5) prevail over the Freedom of Information and Protection of Privacy Act.
25.1 (1) If an employer or an employers’ organization fails to comply with a directive issued under section 25, the Management Board of Cabinet may require a minister of the Crown to withhold part or all of any amount authorized by law to be paid to that employer or employers’ organization. 2020, c. 36, Sched. 38, s. 3. When amount withheld may be paid (2) An amount withheld under subsection (1) shall be paid only when the employer or employers’ organization complies with the directive. 2020, c. 36, Sched. 38, s. 3. Failure continuing past fiscal year end (3) An employer or an employers’ organization, as the case may be, ceases to be entitled to payment of an amount withheld under subsection (1) if the failure to comply with the directive continues to the March 31 after the Management Board of Cabinet required the withholding and in that case the amount withheld is part of the Consolidated Revenue Fund. 2020, c. 36, Sched. 38, s. 3. Section Amendments with date in force (d/m/y) 2020, c. 36, Sched. 38, s. 3 - 08/12/2020
26 (1) The Minister may, in the Minister’s sole discretion, make an order declaring that a collective agreement or an arbitration award is inconsistent with this Act. Same, certain multi-employer agreements (2) If a collective agreement or arbitration award applies to both employers to whom this Act applies and employers to whom this Act does not apply, an order made under subsection (1) in respect of the collective agreement or arbitration award applies only with respect to the employers to whom this Act applies. Opportunity for submissions (3) Before the Minister makes an order under subsection (1), (a) the Minister shall provide notice to the parties of their opportunity to provide written submissions to the Minister regarding whether the collective agreement or arbitration award is consistent with this Act; and (b) the parties may provide written submissions to the Minister no later than 20 days after the Minister’s notice is issued under clause (a). Timing of Minister’s order (4) Upon the expiry of the 20-day period referred to in clause (3) (b), the Minister may, without further notice, issue an order under subsection (1). Where collective agreement inconsistent with Act (5) If the Minister makes an order under subsection (1) that a collective agreement is inconsistent with this Act, (a) the parties shall return to the same stage in bargaining as they were at immediately before they settled the collective agreement that was the subject of the order under subsection (1); (b) the terms and conditions of employment that applied to the employees immediately before the parties settled the collective agreement that was the subject of the order under subsection (1) apply to the employees, subject to any changes permitted by this Act and which may otherwise be lawfully made; and (c) the parties shall conclude a new collective agreement that is consistent with this Act. Where arbitration award inconsistent with Act (6) If the Minister makes an order under subsection (1) that an arbitration award is inconsistent with this Act, (a) the arbitrator or arbitration board that issued the award that was the subject of the order under subsection (1) remains seized to make an award that is consistent with this Act; (b) the terms and conditions of employment that applied to the employees immediately before the date of the arbitration award that was the subject of the order under subsection (1) apply to the employees, subject to any changes permitted by this Act and which may otherwise be lawfully made; and (c) the parties shall conclude a new collective agreement that is consistent with this Act.
27 The Minister may, by regulation, exempt a collective agreement from the application of this Act. General
28 Nothing in this Act or in the regulations shall be interpreted or applied so as to reduce a right or entitlement under, (a) the Human Rights Code; (b) section 42 or 44 of the Employment Standards Act, 2000; (c) Part IX of the Employment Standards Act, 2000; or (d) the Pay Equity Act. Restrictions on jurisdiction
29 (1) The Ontario Labour Relations Board shall not inquire into or make a decision on whether a provision of this Act, a regulation or an order made under subsection 26 (1) is constitutionally valid or is in conflict with the Human Rights Code. Limit on jurisdiction of arbitrators (2) An arbitrator, arbitration board or tribunal shall not inquire into or make a decision on whether a provision of this Act, a regulation or an order made under subsection 26 (1) is constitutionally valid or is in conflict with the Human Rights Code.
30 (1) An employer shall not be considered to have constructively dismissed an employee under clause 56 (1) (b) or 63 (1) (b) of the Employment Standards Act, 2000
or under the common law as a result of having done anything required by this Act, the regulations or the directives, or as a result of not having done anything prohibited by this Act, the regulations or the directives. Same (2) Nothing in subsection (1) shall be read as suggesting that an employer’s compliance with the law can be the basis for a finding of constructive dismissal.
31 Nothing done or not done in accordance with this Act, the regulations or the directives constitutes an expropriation or injurious affection for the purposes of the Expropriations Act or otherwise at law.
32 (1) No cause of action arises against the Crown or any of the Crown’s current or former ministers, agents, appointees and employees or against an employer to whom this Act applies or a current or former director, officer or employee of an employer to whom this Act applies, (a) as a direct or indirect result of the enactment, amendment or repeal of any provision of this Act; (b) as a direct or indirect result of the making, amending or revoking of any provision of a regulation or a directive; (c) as a direct or indirect result of anything done or not done in order to comply with this Act, a regulation or a directive, including any denial or reduction of compensation that would otherwise have been payable to any person; (d) as a direct or indirect result of any order made in good faith under subsection 26 (1); or (e) as a direct or indirect result of any requirement imposed in good faith under section 25.1. 2019, c. 12, s. 32 (1); 2020, c. 36, Sched. 38, s. 4. Proceedings barred (2) No proceeding, including but not limited to any proceeding in contract, restitution, unjust enrichment, tort, misfeasance, bad faith, trust, fiduciary obligation or otherwise, that is directly or indirectly based on or related to anything referred to in subsection (1) may be brought or maintained against a person referred to in that subsection. 2019, c. 12, s. 32 (2). Application (3) Without limiting the generality of subsection (2), that subsection applies to an action or other proceeding claiming any remedy or relief, including specific performance, injunction, declaratory relief or any form of damages or any other remedy or relief, or a claim to be compensated for any losses, including loss of earnings, loss of revenue or loss of profit. 2019, c. 12, s. 32 (3). Section Amendments with date in force (d/m/y) 2020, c. 36, Sched. 38, s. 4 (1, 2) - 08/12/2020
33 Nothing in this Act prevents the Attorney General from bringing an application or commencing proceedings to require any person to comply with this Act, a regulation or a directive.
34 Despite any other Act or law, no person is entitled to be compensated for any loss or damages, including loss of revenues, loss of profit or loss of expected earnings or denial or reduction of compensation that would otherwise have been payable to any person, arising from anything referred to in subsection 32 (1).
35 This Act prevails over any other Act and over any regulation, by-law or other statutory instrument, unless another Act expressly declares that it or any of its provisions apply despite this Act.
36 Nothing in this Act changes the status of an employer of employees and the application of this Act does not create an employment relationship between the Crown and employees of employers or a deemed employment relationship between them for the purposes of this or any other Act or any law.
37 (1) Every employer and employers’ organization to which a directive under this Act applies shall comply with it. General or particular (2) A directive may be general or particular in its application. Form, manner, timing (3) A directive may provide for the form and manner in which it is to be complied with, and the time frame within which it is to be complied. No notice to individual required (4) Subsection 39 (2) of the Freedom of Information and Protection of Privacy Act and subsection 29 (2) of the Municipal Freedom of Information and Protection of Privacy Act do not apply with respect to any personal information disclosed or collected under the authority of a directive. Public inspection (5) The Minister shall ensure that the directives are readily available for inspection by the public by posting them on a public website. Non-application of Legislation Act, 2006, Part III (6) Part III (Regulations) of the Legislation Act, 2006 does not apply with respect to directives.
38 (1) The Lieutenant Governor in Council may make regulations for carrying out the purposes and provisions of this Act. Same (2) Without restricting the generality of subsection (1), the Lieutenant Governor in Council may make regulations with respect to any matter that, in this Act, is described as being done by regulation, except where otherwise specified. Same, Minister (3) The Minister may make regulations with respect to any matter that, in this Act, is described as being done by a regulation made by the Minister. Transitional regulations (4) The Lieutenant Governor in Council may make regulations providing for any transitional matter that the Lieutenant Governor in Council considers necessary or advisable in connection with the implementation of this Act. Same (5) In the event of a conflict between this Act and a regulation made under subsection (4), the regulation prevails. 39 Omitted (provides for amendments to this Act). Repeal Note: Section 40 comes into force on a day to be named by proclamation of the Lieutenant Governor. Repeal of this Act 40 On the day this section comes into force, this Act is repealed. 41, 42 Omitted (amends, repeals or revokes other legislation). 43 Omitted (provides for coming into force of provisions of this Act). 44 Omitted (enacts short title of this Act). ______________  Français