On July 9, 2023, amendments to the Canada Labour Code, as well as supporting amendments to two regulations under the Canada Labour Code, came into force.

On July 9, 2023, amendments to the Canada Labour Code, as well as supporting amendments to two regulations under the Canada Labour Code, came into force.

  • Cyborganism
    20·
    11 months ago

    The amendments will require employers to (a) reimburse reasonable work-related expenses,[2] (b) provide employees with materials regarding employer and employee rights, © post these materials in readily accessible places,[3] and (d) provide employees with written statements containing information regarding their employment.[4] The amendments also establish administrative monetary penalties for failures to comply with these new obligations.[5]

    That seems like pretty basic stuff.

      • fresh@sh.itjust.works
        3·
        11 months ago

        Could you expand on that? I would’ve naively thought all jobs are subject to federal labour law.

        • jadero
          4·
          11 months ago

          It’s been a long time, but IIRC, federal sets the minimum standards and provinces can improve upon them as they see fit.

          For example, federal standards call for a minimum of 2 weeks paid vacation (technically, the actual pay is 1/26 annual earnings, including overtime pay). Some provinces, like Alberta, go with that. Others, like Saskatchewan, make that 3 weeks (3/52 annual pay, including OT).

          If you are in a federally regulated industry, the employer is not required (but has the option?) to follow the provincial standards of the province you’re employed in.

          And, of course, employment agreements and union contracts can further improve upon either.

          • corsicanguppy
            3·
            11 months ago

            only applies to federally regulated workplaces

            Oh, so not all jobs need to conform to this minimum.

            federal sets the minimum standards and provinces can improve upon them as they see fit.

            Oh. So all jobs in a province need to confirm to this minimum, even if provinces may add benefits on top of the minimum.

            If those reads are correct, they partially conflict.

            • jadero
              2·
              11 months ago

              Yes, those two statements conflict as written. I think the first statement is in error. The federal regulations apply to all workplaces not just those not governed provincially. The provinces (and unions, and other agreements) can improve upon them. I think that federally regulated businesses have the option to follow the regulations of the province in which they operate, but, in my experience, few do.