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
    link
    fedilink
    181 year 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.

    • @Nouveau_Burnswick
      link
      11
      edit-2
      1 year ago

      The Canada Labour Code also only applies to federally regulated workplaces, not all workplaces.

      • @[email protected]
        link
        fedilink
        31 year ago

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

        • jadero
          link
          fedilink
          41 year 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.

          • @[email protected]
            link
            fedilink
            31 year 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
              link
              fedilink
              21 year 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.

  • DeepChill
    link
    fedilink
    91 year ago

    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.

    • @ConfuzedAZ
      link
      41 year ago

      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.

    • @BreadOven
      link
      11 year ago

      Agreed. Sadly my employer only gives $50/year. But I know exactly what you mean.

  • TerribleTortoise
    link
    21 year ago

    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.