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.
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.