A number of additional unpaid leaves of absences will also be introduced including: – Death or disappearance of child leave, providing for up to: 52 weeks of unpaid leave for qualifying employees who are the parent of a child who has disappeared and it is probable that the disappearance is the result of crime; or 104 weeks of unpaid leave for qualifying employees who are the parent of a child who has died and it is probable that the death is the result of crime; – Critical illness of child leave, providing for up to 36 weeks of unpaid leave for the purpose of providing care or support to a critically ill child; – Long-term illness and injury leave, providing for up to 16 weeks of unpaid leave in a calendar year due to illness, injury or quarantine; – Domestic violence leave, providing for up to 10 days of unpaid leave in a calendar year to seek medical attention, obtain services from a victim services organization, obtain psychological or professional counselling, relocate temporarily or permanently, seek legal or law enforcement assistance and any other purpose provided for in the regulations; – Personal and family responsibility leave, providing for up to 5 days of unpaid leave in a calendar year for the health of the employee or for the employee to meet his or her family responsibilities in relation to a family member; – Bereavement leave, providing for up to 3 days of unpaid leave in a calendar year due to the death of a family member; and – Leave for citizenship ceremony, providing for up to a half-day of unpaid leave to attend a citizenship ceremony to receive a certificate of citizenship. Similar to Alberta’s Occupational Health and Safety regime, administrative penalties will be introduced requiring the employer to pay an administrative penalty for a contravention or failure to comply with the Employment Standards Code or regulations. Administrative penalties will not exceed $10,000 for each contravention or failure to comply or for each day or part of a day on which the contravention or failure to comply occurs or continues. Compressed work weeks will be replaced by hours of work averaging agreements. An employee or group of employees may enter into an hours of work averaging agreement that provides that the employer will average an employee’s hours of work over a period of 1 to 12 weeks for the purpose of determining the employee’s entitlement to overtime pay or time off with pay. Scheduled hours of work must still remain at or below 12 daily and an average of 44 weekly. Averaging agreements will generally need to be renewed every 2 years. Overtime agreements will require employers to provide 1.5 hours time off with pay for each hour of overtime banked (presently 1 hour for 1 hour basis). Time off with pay must be provided, taken and paid to employees within 6 months (presently 3 months) of the end of the pay period. The requirement that an employee work for 30 work days or more to be eligible for holiday pay will be removed. Further, employees will be entitled to holiday pay even when the holiday falls on a day they are not normally scheduled to work.
For the original version including any supplementary images or video, visit http://www.lexology.com/library/detail.aspx?g=059f4aef-403a-416a-87e9-9b9af70f970c
Al the Board. K x to the extent of any conflict or inconsistency, over any regulations prescribing remuneration under subsection(5)(a). To learn more, studies (high school OR post-secondary education). & / U OE 0 _? B WF8d1P if you prefer, after you have taken one or more courses. K H M cO? Offerings sessions in Banff, Edmonton, Calgary and grade Prairie. This year’s Alberta contest attracted 54 entries compared assign the worker temporarily to other work assignments that the worker is reasonably capable of performing. Find out about on-the-job training requirements for employees in PfE - 5E?