Federal Employment Law Changes
Federal employment law changes are pending for later in 2019. Well, at least possibly. This of course assumes that the writ for the next federal election is not dropped before the changes become effective.
The changes are part of federal Bill C-86, which received royal assent on December 13, 2018. This Bill contains a number of changes, including far-reaching changes to the Canada Labour Code, the Employment Insurance Act, and federal pay equity legislation.
The changes will apply to federally regulated employers. The Constitution Act, 1867 (s. 91 and 92) determines which areas are federally or provincially regulated. Federally regulated employers include banks, telecommunications, transportation that travels outside provincial boundaries, and several others.
This article summarizes only a few of the changes. Affected employers should be sure to review the bill in detail, and seek advice if needed.
Canada Labour Code Changes
Amendments to the Canada Labour Code include changes to leaves of absence, hours of work, minimum age of employment, equal treatment, vacation, and rights upon dismissal from employment.
Upon commencing employment, employees will be eligible for sick, maternity, parental and critical illness leaves, and leaves related to the death or disappearance of a child.
Depending on their selections, employees who divide their parental leave will be entitled to a greater combined parental leave, and a greater combined maternity and parental leave.
Employees will be entitled to take new paid and unpaid leaves of absences including a five day paid leave for victims of family violence, five day personal leave; court or jury duty leave; and medical leave of up to 17 weeks due to personal illness or injury, organ or tissue donation, or medical appointments during work hours.
Employees will become entitled to a break of 30 minutes for every five hours of work.
A minimum of eight hours will be required between shifts.
Employees will become entitled to unpaid breaks for breastfeeding, pumping breastmilk or medical reasons.
Unionized employers will become obliged, subject to a collective agreement, to give employees at least 96 hours of advance written notice of their work schedule. If that notice is not given, employees may with some exceptions refuse that work.
The minimum age for employment will rise from 17 to 18 years of age, with some exceptions such as in certain industrial establishments.
Employers will be required to pay equal wage rates to people who work in the same industrial establishment, perform substantially the same type of work, requiring substantially the same skill, effort and responsibility, and under similar working conditions.
Employees with five years’ continuous service will now become entitled to three weeks’ paid vacation, up from the current six years’ service. Employees with 10 or more years of service will become entitled to four weeks’ paid vacation.
Employees with at least three months’ service will become entitled to a minimum of two to eight weeks’ written notice of dismissal, or pay in lieu of such notice at their regular wage rate for regular hours of work, or a combination of the two. The specific amount will depend on the length of service.
Employers will be required to provide employees with a written employment statement and certain other materials regarding their rights and obligations within the first 30 days of employment and at certain other intervals, including upon dismissal from employment.
The changes to the Canada Labour Code are to be proclaimed in force within 18 months of royal assent.
Employment Insurance Act Changes
Employment Insurance Act changes will increase the maximum time allowed for parental leave benefits. These changes are to come into force in May, 2019.
Federal Pay Equity Changes
The pay equity provisions will require certain federal employers to actively scrutinize compensation practices to ensure equal compensation among men and women for work of equal value.
Affected employers with at least 10 employees will have three years to create a pay equity plan that meets certain criteria.
The pay equity provisions come into force upon proclamation, when the relevant regulations are filed.
This bill contains several additional important changes, including certain provisions relating to occupational health and safety, which are not discussed above.
Federally regulated employers will need to become familiar with the changes, and study this bill, to ensure compliance. Updates to workplace policies will likely be required.
Employees of federally regulated organizations who wish to know their rights should also study this bill.
This is a modified version of an article that appeared in the Kelowna Daily Courier on or about January 11, 2019, the Kelowna Capital News online on or about January 13, 2019 and other online publications. The content of this article is intended to provide very general thoughts and general information, not to provide legal advice. Advice from an experienced legal professional should be sought about your specific circumstances. If you would like to reach us, we may be reached at 250-764-7710 or firstname.lastname@example.org. Check out our website, www.inspirelaw.ca.