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.
FYI, the date of compliance for the listed items is Oct 7th. If employers have not provided the above to existing employees by that date, they can be fined.
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.
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.
Hmmm. I wonder what this means for something like a boot allowance? My employer thinks a pair of CSA steel toe boots still costs $100. Any real boots that won’t make your feet bleed after a couple hours will set you back $250+ and when you wear them all day every day for work you’re lucky to get a whole year out of them.
Our company uses their purchasing power to buy boots cheaper. They are provided upon request, although it is a taxable benefit and the selection is curated. But generally they are all really good boots. If you can’t find a pair you love, you can request an exemption and pick a specific pair that fits you.
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FYI, the date of compliance for the listed items is Oct 7th. If employers have not provided the above to existing employees by that date, they can be fined.
That seems like pretty basic stuff.
The Canada Labour Code also only applies to federally regulated workplaces, not all workplaces.
Could you expand on that? I would’ve naively thought all jobs are subject to federal labour law.
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.
Oh, so not all jobs need to conform to this minimum.
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.
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.
Hmmm. I wonder what this means for something like a boot allowance? My employer thinks a pair of CSA steel toe boots still costs $100. Any real boots that won’t make your feet bleed after a couple hours will set you back $250+ and when you wear them all day every day for work you’re lucky to get a whole year out of them.
Our company uses their purchasing power to buy boots cheaper. They are provided upon request, although it is a taxable benefit and the selection is curated. But generally they are all really good boots. If you can’t find a pair you love, you can request an exemption and pick a specific pair that fits you.
Agreed. Sadly my employer only gives $50/year. But I know exactly what you mean.