C.R.C., c. 986
CANADA LABOUR CODE
Canada Labour Standards Regulations
1 [Repealed, SOR/2019-168, s. 2]
Previous Version
Interpretation
- 2 (1) In
these Regulations,
Act means Part III of the Canada Labour Code;
(Loi)
Director[Repealed, SOR/94-668, s. 2]
post means, in respect of a document, to
post in readily accessible places where the document is likely to be seen by
the employees to whom it applies, and to keep the document posted for the
period during which it applies. (afficher)
- (2) If,
under these Regulations, any notice, application or other document is
required or authorized to be filed with or sent to the Head of Compliance
and Enforcement, it shall be filed with or sent to the Head of Compliance
and Enforcement at the regional office of the Labour Program of the
Department of Employment and Social Development that is located at the
city nearest to the place where the employee concerned resides.
Previous Version
Exclusion of Professions
3 Division I of the Act does not apply to
members of the architectural, dental, engineering, legal or medical
professions.
- SOR/78-560,
s. 1
- SOR/91-461,
s. 3(F)
Employment Statement
3.1 The following information must be included
in the employment statement provided under section 253.2 of the Act:
- (a) the
names of the parties to the employment relationship;
- (b) the
job title of the employee and a brief description of their duties and
responsibilities;
- (c) the
address of the ordinary place of work;
- (d) the
date on which the employment commences;
- (e) the
term of the employment;
- (f) the
duration of the probationary period, if any;
- (g) a
description of the necessary qualifications for the position;
- (h) a
description of any required training for the position;
- (i) the
hours of work for the employee, including information on the calculation
of those hours and rules regarding overtime hours;
- (j) the
rate of wages or salary and the rate of overtime pay;
- (k) the
frequency of pay days and the frequency of payment of any other
remuneration;
- (l) any
mandatory deductions from wages; and
- (m) information
about how the employee can claim reimbursement of reasonable work-related
expenses.
Modified Work Schedule
4 If, in accordance with subsection 170(1) or
172(1) of the Act, the parties to a collective agreement have agreed in writing
to a modified work schedule, the agreement shall be dated and contain the
information set out in paragraphs (a) to (m) of Schedule III.
Previous Version
5 A notice that is referred to in subsection
170(3) or 172(3) of the Act shall contain the information set out in Schedule
III and remain posted while the modified work schedule is in effect.
Previous Version
Averaging
- 6 (1) Where
the nature of the work in an industrial establishment necessitates that
the hours of work of certain employees be irregularly distributed with the
result that those employees
- (a) have
no regularly scheduled daily or weekly hours of work, or
- (b) have
regularly scheduled hours of work that vary in number from time to time,
the hours of work of each of those employees in a day and in
a week may be calculated as an average over an averaging period of two or more
consecutive weeks.
- (2) The
averaging period referred to in subsection (1) may be changed in
accordance with these Regulations, but shall not exceed the number of
weeks necessary to cover the period in which fluctuations in the hours of
work of the employees take place.
- (3) Before
averaging hours of work under subsection (1) or changing the number of
weeks in the averaging period, the employer shall, at least 30 days before
the date on which the averaging or the change takes effect,
- (a) post
a notice of intention to average hours of work or change the number of
weeks in the averaging period, containing the information set out in
Schedule IV; and
- (b) provide
a copy of the notice to the Head of Compliance and Enforcement and every
trade union representing any affected employees who are subject to a collective
agreement.
- (4) Where
averaging of hours of work is in effect, the employer shall post a notice
containing the information set out in Schedule IV.
- (5) Where
the parties to a collective agreement have agreed in writing to average
the hours of work of employees or to change the averaging period and the
written agreement is dated and contains the information set out in
Schedule IV, the employer need not satisfy the requirements of subsections
(3) and (4).
- (6) Where
the hours of work of employees are calculated as an average pursuant to
subsection (1),
- (a) the
standard hours of work of an employee shall be 40 times the number of
weeks in the averaging period;
- (b) the
maximum hours of work of an employee shall not exceed 48 times the number
of weeks in the averaging period; and
- (c) the
overtime rate referred to in paragraph 174(1)(a) of the Act shall be paid
or, subject to subsection 174(2) of the Act, the time off referred to in
paragraph 174(1)(b) of the Act shall be granted for those hours worked in
excess of the standard hours of work referred to in paragraph (a),
excluding those hours for which a rate at least one and one-half times
the regular rate of wages has been paid prior to the end of the averaging
period.
- (7) Subject
to subsection (8), the standard hours of work and the maximum hours of
work calculated in accordance with subsection (6) shall be reduced by
eight hours for every day during the averaging period that, for an
employee, is a day
- (a) of
annual vacation with pay;
- (b) of
general or other holiday with pay;
- (c) of
leave of absence with pay under subsection 205(2) of the Act;
- (d) of
personal leave with pay;
- (e) of
leave for victims of family violence with pay;
- (f) of
bereavement leave with pay;
- (f.1) of
medical leave of absence with pay; or
- (g) that
is normally a working day in respect of which the employee is not
entitled to regular wages.
- (8) The
standard hours of work and the maximum hours of work calculated in
accordance with subsection (6) shall not be reduced by more than 40 hours
for any week that, for an employee, is a week
- (a) of
annual vacation with pay;
- (b) of
leave of absence with pay under subsection 205(2) of the Act;
- (c) that
is normally a working week in respect of which the employee is not
entitled to regular wages;
- (d) of
leave for victims of family violence with pay; or
- (e) of
medical leave of absence with pay.
- (9) The
standard hours of work and the maximum hours of work calculated in
accordance with subsection (6) shall be reduced by 40 hours for every
period of seven consecutive days, in the averaging period, during which an
employee is not entitled to regular wages.
- (10) Where
an employee whose hours of work are averaged pursuant to subsection (1)
terminates the employee’s employment during the averaging period, the employer
shall pay the employee’s regular rate of wages for the actual hours worked
during the completed part of the averaging period.
- (11) If,
during the averaging period, an employer lays off or terminates the
employment of an employee whose hours of work are averaged under
subsection (1), the employer shall pay the employee at the overtime rate
of wages established under paragraph 174(1)(a) of the Act for any hours
worked, but not previously paid, in excess of 40 times the number of weeks
in the completed part of the averaging period.
- (12) An
employer who has adopted an averaging period under subsection (1) shall
not alter the number of weeks in the averaging period or cease to
calculate the average hours of work of employees unless the employer has,
at least 30 days before making either change,
- (a) posted
a notice of the change; and
- (b) provided
a copy of the notice to the Head of Compliance and Enforcement and every
trade union representing any affected employees who are subject to a
collective agreement.
- (13) If,
before the end of an averaging period, an employer alters the number of
weeks in the averaging period applicable to employees or ceases to
calculate the average hours of work of employees, the employer shall, for
each hour worked in excess of 40 times the number of weeks in the
completed part of the averaging period,
- (a) pay
those employees at the overtime rate referred to in paragraph 174(1)(a)
of the Act; or
- (b) subject
to subsection 174(2) of the Act, grant those employees time off in
accordance with paragraph 174(1)(b) of the Act.
Previous Version
7 Notwithstanding the requirements of these
Regulations, section 174 of the Act does not apply in circumstances where there
is an established work practice that
- (a) requires
or permits an employee to work in excess of standard hours for the
purposes of changing shifts;
- (b) permits
an employee to exercise seniority rights to work in excess of standard
hours pursuant to a collective agreement; or
- (c) permits
an employee to work in excess of standard hours as the result of his
exchanging a shift with another employee.
Weekly Rest
- 8 (1) Where
hours to be worked in excess of maximum hours of work established by or
under section 171 of the Act are agreed to in writing under section 172 of
the Act, the work schedule shall include no fewer days of rest than the
number of weeks in the work schedule.
- (2) Where
hours to be worked in excess of maximum hours of work established by or
under section 171 of the Act are authorized under section 176 of the Act,
the Head of Compliance and Enforcement may specify in a permit referred to
in section 176 of the Act that the hours of work in a week need not be
scheduled as required by section 173 of the Act during the period of the
permit and, having regard to the conditions of employment in the
industrial establishment and the welfare of the employees, may prescribe
in the permit alternative days of rest to be observed.
Previous Version
9 During an averaging period, hours of work may
be scheduled and actually worked without regard to section 173 of the Act.
Employees Under 18 Years of Age
[
- SOR/91-461,
s. 9
- SOR/2023-40,
s. 1
]
- 10 (1) An
employer may employ a person under the age of 18 years in any office or
plant, in any transportation, communication, maintenance or repair
service, or in any construction work or other employment in a federal
work, undertaking or business if
- (a) the
person is not required, under the law of the province in which they are
ordinarily resident, to be in attendance at school; and
- (b) the
work in which the person is to be employed
- (i) is
not carried on underground in a mine,
- (ii) would
not cause them to be employed in or enter a place that they are
prohibited from entering under the Explosives
Regulations, 2013,
- (iii) is
not work as a nuclear energy worker as defined in the Nuclear Safety
and Control Act,
- (iv) is
not work that they are prohibited from doing under the Canada
Shipping Act, 2001 by reason of their age, and
- (v) is
not likely to be injurious to their health or to endanger their safety.
- (2) An
employer may not cause or permit an employee under the age of 18 years to
work between 11 p.m. on one day and 6 a.m. on the following day.
- (3) [Repealed,
SOR/99-337, s. 1]
- (4) [Repealed,
SOR/91-461, s. 10]
Previous Version
Apprenticeship
11 An employer is exempted from the application
of section 178 of the Act in respect of any of the employer’s employees who are
being trained on the job if those employees are apprentices registered under a
provincial apprenticeship Act and are being paid in accordance with a schedule
of rates established under such an Act.
- SOR/91-461,
s. 11
- SOR/2002-113,
s. 3
Reporting Pay
11.1 An employer shall pay an employee who
reports for work at the call of the employer wages for not less than three
hours of work at the employee’s regular rate of wages, whether or not the
employee is called on to perform any work after so reporting for work.
Annual Vacations
12 An employer shall, at least 30 days prior to
determining a year of employment under paragraph (b) of the definition year
of employment in section 183 of the Act, notify in writing the
affected employees of
- (a) the
dates of commencement and expiry of the year of employment; and
- (b) the
method of calculating the length of vacation and the vacation pay for a
period of employment of less than 12 consecutive months.
- 13 (1) Where
an employer has determined a year of employment under paragraph (b) of the
definition year of employment in section 183 of
the Act, the employer shall, within ten months after the commencement date
or after each subsequent anniversary date, as the case may be, of the
determined year of employment, grant a vacation with vacation pay to each
employee who has completed less than 12 months of continuous employment at
that date.
- (2) The
vacation granted to an employee pursuant to subsection (1) shall be the
number of weeks of the employee’s vacation entitlement under section 184
of the Act divided by 12 and multiplied by the number of completed months
of employment from and including
- (a) the
date employment began, for an employee who became an employee after the
commencement date of the year of employment referred to in subsection
(1); or
- (b) the
commencement date of the year of employment previously in effect, for all
other employees.
- (3) Where
an employee is entitled to an annual vacation and there is no agreement
between the employer and employee concerning when the vacation may be
taken, the employer shall give the employee at least two weeks notice of
the commencement of the employee’s annual vacation.
- (4) An
employer shall pay to an employee who is entitled to it the vacation pay
referred to in subparagraph 185(b)(i) of the Act or the amount referred to
in subparagraph 185(b)(ii) of the Act, as the case may be,
- (a) on
a day that is within 14 days before the day on which a vacation period
begins; or
- (b) on
the regular pay day during or immediately following a vacation period if
it is not practicable to comply with paragraph (a) or if it is an
established practice in the industrial establishment in which the
employee is employed to pay vacation pay or a proportion of that vacation
pay on the regular pay day during or immediately following a vacation
period.
Previous Version
- 14 (1) An
employee may, by written agreement with the employer, postpone or waive
the employee’s entitlement to an annual vacation for a specified year of
employment.
- (2) Where
an employee waives an annual vacation in accordance with subsection (1),
the employer shall pay the vacation pay to the employee within 10 months
after the end of the specified year of employment.
- SOR/91-461,
s. 13
- SOR/94-668,
s. 5
General Holidays
- 15 (1) A
notice of substitution of a general holiday required to be posted pursuant
to subsection 195(3) of the Act shall contain
- (a) the
name of the employer;
- (b) an
identification of the affected employees;
- (c) the
address or location of the workplace;
- (d) the
dates of the general holiday and the substituted holiday;
- (e) the
dates the substitution comes into effect and expires;
- (f) the
date of posting; and
- (g) a
statement that at least 70 per cent of the affected employees must agree
to the substitution of the general holiday for the substitution to come
into effect.
- (2) The
notice referred to in subsection (1) shall remain posted for the duration
of the substitution.
- SOR/91-461,
s. 14
- SOR/94-668,
s. 5
16 If, in accordance with subsection 195(1) of
the Act, any other day is substituted for a general holiday in a written
agreement between the parties to a collective agreement, the written agreement
shall contain the information set out in paragraphs 15(1)(a) to (e).
Previous Version
Regular Rate of Wages for Purposes of General Holidays,
Personal Leave, Leave for Victims of Family Violence, Bereavement Leave and
Medical Leave
[
]
17 For the purposes of subsections 206.6(2),
206.7(2.1), 210(2) and 239(1.3) of the Act, the regular rate of wages of an
employee whose hours of work differ from day to day or who is paid on a basis
other than time shall be
- (a) the
average of the employee’s daily earnings, exclusive of overtime hours, for
the 20 days the employee has worked immediately preceding the first
day of the period of paid leave; or
- (b) an
amount calculated by a method agreed on under or pursuant to a collective
agreement that is binding on the employer and the employee.
Previous Version
18 For the purposes of section 197 of the
Act, if the hours of work of an employee whose wages are calculated on a daily
or hourly basis differ from day to day, or if the employee’s wages are
calculated on a basis other than time, the regular rate of wages for a general
holiday shall be
- (a) the
average of his daily earnings exclusive of overtime for the 20 days he has
worked immediately preceding the holiday; or
- (b) an
amount calculated by a method agreed upon under or pursuant to a collective
agreement that is binding on the employer and the employee.
- SOR/79-309,
s. 2
- SOR/91-461,
s. 16
- SOR/2014-305,
s. 3
Previous Version
Regular Rate of Wages for Purposes of Attending Appeal
Proceedings
- 18.1 (1) The
following definitions apply in this section.
Act means the Canada Labour Code. (Loi)
week means the period between midnight on
Saturday and midnight on the immediately following Saturday. (semaine)
- (2) Despite
section 20, for the purposes of subsection 251.12(5) of the Act, the
regular rate of wages of an employee who is paid on a basis other than an
hourly rate is calculated or determined in accordance with this section.
- (3) Subject
to subsections (5) to (7), if the employee worked for at least one hour
during the four-week period preceding a week in which the employee attends
the appeal proceeding in response to a summons by the Board, the employee’s
regular rate of wages for that week is calculated by dividing the wages
that the employee earned in that period by the hours that they worked
during the same period, excluding overtime hours.
- (4) Subject
to subsections (5) to (7), if the employee did not work for at least one
hour in the period referred to in subsection (3) but did work for at least
one hour in the preceding four-week period, their regular rate of wages is
calculated using the formula set out in subsection (3) but in respect of
the preceding four-week period.
- (5) Subject
to subsections (6) and (7), if the employee is paid, in whole or in part,
on a commission basis and the employee has completed at least 12 weeks of
continuous employment for their employer, the employee’s regular rate of
wages for the week in which the employee attends the appeal proceeding in
response to a summons by the Board is calculated by dividing the amount of
wages that they earned in the 12-week period preceding that week by the
number of hours that the employee worked during that period, excluding
overtime hours.
- (6) Subject
to subsection (7), if a collective agreement that is binding on the
employee and employer sets out a regular rate of wages that is applicable
to the employee, or a method for calculating it, that rate, or the rate
calculated following that method, is the employee’s regular rate of wages.
- (7) In
the following circumstances, an employee’s regular rate of wages is the
minimum wage rate referred to in Part III of the Act:
- (a) the
employee’s regular rate of wages cannot be calculated or determined in
accordance with any of subsections (3) to (6) because the employer is not
required, under paragraph 24(2)(d), to keep records of hours worked by
the employee each day and the employer cannot otherwise determine the
number of hours that the employee worked during the applicable period; or
- (b) the
employee’s regular rate of wages, as calculated or determined in
accordance with any of subsections (3) to (6), is less than that minimum
wage rate.
- (8) For
the purposes of subsections (3) to (5), vacation pay, general holiday pay,
personal leave pay, pay for leave for victims of family violence,
bereavement leave pay, overtime pay and pay received under section 146.5,
subsection 205(2) or 251.12(5) or section 288 of the Act are not taken
into account in the calculation of wages earned.
Multi-employer Employment
[
]
basic rate of wages means the basic
hourly wage rate of an employee excluding any premium or bonus rates paid under
any specific conditions of his employment; (taux de salaire de base)
employee means an employee engaged in
multi-employer employment; (employé)
employer means the employer of an
employee; (employeur)
longshoring employment means employment
in the loading or unloading of ship’s cargo and in operations related to the
loading or unloading of ship’s cargo; (emploi au débardage)
multi-employer employment means longshoring
employment in any port in Canada where by custom the employee engaged in such
employment would in the usual course of a working month be ordinarily employed
by more than one employer; (travail
au service de plusieurs employeurs)
multi-employer unit means an association
of employers designated by the Minister as a multi-employer unit. (groupe de plusieurs employeurs)
- (2) When
an employee of an employer who is a member of a multi-employer unit is
entitled to wages for multi-employer employment, the employee is entitled
to and shall be paid by the multi-employer unit an amount equal to their
basic rate of wages multiplied by one twentieth of the hours, exclusive of
overtime hours, that they worked in the four-week period immediately
preceding the week in which a general holiday occurs.
- (3) Where
an employee is employed by an employer who is not a member of a
multi-employer unit, the employee is entitled to and shall be paid, on
each pay day, in lieu of general holidays, an amount equal to three and one-half
per cent of his basic rate of wages multiplied by the number of hours
worked by the employee for that employer in the pay period for which he is
paid on that pay day.
- (4) In
addition to any amounts that an employee is entitled to under subsections
(2) and (3), an employee who is required by an employer to work on a
general holiday shall be paid at a rate of not less than one and one-half
times his basic rate of wages for the time worked by him on that day.
- (5) The
Minister may by order designate an association of employers as a
multi-employer unit for any port or ports if
- (a) the
association has set up and administers a central pay office to record the
employment of the employees of the employers who are members of the
association and to pay wages to such employees on behalf of their
employers; and
- (b) the
Minister is satisfied that the central pay office so set up by the
association of employers is authorized to collect from each of the
members of the association and pay out on their behalf to their employees
the pay required to be paid to those employees pursuant to this section.
- (6) For
the purposes of subsections 177.1(1), 206.6(2), 206.7(2.1), 206.8(1),
210(2), 230(1), 235(1) and 239(1.2), paragraph 240(1)(a) and subsection
247.5(1) of the Act, if an employee is engaged in multi-employer
employment, that employee is deemed to be continuously employed.
Previous Version
Determination of Hourly Rate of Wages
- 20 (1) Subject
to subsections (2) and (3), for the purposes of calculating and
determining the regular hourly rate of wages of employees who are paid on
any basis of time other than hourly, an employer shall divide the wages
paid for work performed by the number of hours required to perform the
work.
- (2) The
regular hourly rate of wages for the purposes of paragraph 174(1)(a) and
subsections 174(4) and (5), 197(1) and 205(2) of the Act may be the rate
agreed on under a collective agreement that is binding on the employer and
the employee.
- (3) For
the purposes of subsection (1),
- (a) the
wages paid for work performed do not include vacation pay, general
holiday pay, other holiday pay, bereavement leave pay and wages paid for
any hours of overtime; and
- (b) the
number of hours required to perform the work does not include hours for
which an overtime rate of wages has been paid.
Previous Version
Board, Living Quarters and other Remuneration
21 Where board or living quarters or both are
furnished by or on behalf of an employer to an employee and the arrangement is
accepted by the employee, the amount by which the wages of the employee may be reduced,
for any pay period, below the minimum hourly wage established under section 178
of the Act either by deduction from wages or by payment from the employee to
the employer for such board or living quarters, shall not exceed
- (a) for
board, $0.50 for each meal; and
- (b) for
living quarters, $0.60 per day.
- SOR/91-461,
s. 19
- SOR/94-668,
s. 6
22 For the purposes of calculating and
determining wages, the monetary value of any board, lodging or any remuneration
other than money received by an employee in respect of his employment shall be
of the amount that has been agreed upon between the employer and the employee,
or where there is no such agreement or the amount agreed upon unduly affects
the wages of the employee, the amount as may be determined by the Head of
Compliance and Enforcement.
Previous Version
Payment of Wages, Vacation or Holiday Pay or other
Remuneration when Employee Cannot Be Found
- 23 (1) Where
an employer is required to pay wages to an employee or an employee is
entitled to payment of wages by the employer and the employee cannot be
found for the purposes of making such payment, the employer shall, not
later than six months after the wages became due and payable, pay the
wages to the Head of Compliance and Enforcement and such payment shall be
deemed to be payment to the employee.
- (1.1) Prior
to paying the wages to the Head of Compliance and Enforcement under
subsection (1), the employer shall, not later than two months after the
wages become due and payable, by written notice delivered personally or
sent by registered mail to the employee’s last known address, inform the
employee of the wages to which the employee is entitled.
- (2) The
Head of Compliance and Enforcement shall deposit any amounts received
under subsection (1) to the credit of the Receiver General in an account
to be known as the “Labour Standards Suspense Account”, and the Head of
Compliance and Enforcement may authorize payments out of the Account to
any employee whose wages are held therein.
- (3) The
Head of Compliance and Enforcement shall keep a record of receipts and
disbursements from the Labour Standards Suspense Account.
Previous Version
Reimbursement of Reasonable Work-Related Expenses
- 23.1 (1) For
the purposes of subsection 238.1(1) of the Act, the factors to consider in
determining whether or not an expense is work-related are
- (a) whether
the expense is connected to the employee’s performance of work;
- (b) whether
the expense enables an employee to perform work;
- (c) whether
incurring the expense is required by the employer as a condition of
employment or continued employment;
- (d) whether
the expense satisfies a requirement for the employee’s work imposed by an
occupational health or safety standard; and
- (e) whether
the expense is incurred for a legitimate business purpose and not for
personal use or enjoyment.
- (2) For
the purposes of subsection 238.1(1) of the Act, the factors to consider in
determining whether or not an expense is reasonable are
- (a) whether
the expense is connected to the employee’s performance of work;
- (b) whether
the expense is incurred to enable an employee to perform work;
- (c) whether
it is incurred at the request of the employer;
- (d) whether
any amount of expense is incurred beyond the amount necessary to enable
the performance of the work;
- (e) whether
the expense is one that is normally reimbursed by employers in similar
industries;
- (f) whether
the employer authorized the expense in advance;
- (g) whether
the expense is incurred by the employee in good faith; and
- (h) whether
the claim includes documentation, such as a receipt or invoice, that
indicates that the expense was incurred.
- (3) For
the purposes of paragraph 238.1(3)(c) of the Act, the time limit for the
employer to pay the employee any amount that is payable is 30 days after
the day on which the employee submits the claim for payment.
Keeping of Records
- 24 (1) Every
employer shall make and keep a record in respect of each employee showing
the date of commencement of employment and the date of termination of
employment and shall keep such record for a period of at least 36 months
after the date of termination of employment.
- (2) Every
employer shall keep, for at least three years after work is performed by an
employee, the following information:
- (a) the
full name, address, Social Insurance Number, occupational classification
and sex of the employee, and if the employee is under the age of 18
years, the age of the employee;
- (b) the
rate of wages, clearly indicating whether it is on an hourly, weekly,
monthly or other basis, and the date and particulars of any change in the
rate;
- (c) where
the rate of wages is on a basis other than time or on a combined basis of
time and some other basis, a clear indication of the method of
computation of that basis;
- (d) the
hours worked each day, except where the employee is
- (i) excluded
from the application of Division I of the Act by or under subsection
167(2) of the Act, or
- (ii) exempt
from the application of sections 169 and 171 of the Act pursuant to
regulations made under paragraph 175(1)(b) of the Act;
- (e) the
actual earnings, indicating the amounts paid each pay day, with a
recording of the amounts paid for overtime, vacation pay, general holiday
pay, personal leave pay, pay for leave for victims of family violence,
bereavement leave pay, medical leave of absence pay, termination pay and
severance pay;
- (f) the
payments made each pay day after deductions, with clear details of the
deductions made;
- (g) with
respect to annual vacations
- (i) the
dates of commencement and termination of each vacation period,
- (ii) if
a vacation was interrupted under subsection 187.1(1) of the Act, the
date of interruption, and if the employee resumed the vacation under
subsection 187.1(7) of the Act, the date of resumption, and
- (iii) if
a vacation was postponed under subsection 187.2(1) of the Act, the new
dates of commencement and termination of that vacation;
- (g.01) the
year of employment in respect of which each annual vacation period was granted;
- (g.02) any
written notice of an interruption of a vacation or leave provided in
accordance with subsection 187.1(6), 207.1(1) or 207.2(1) of the Act, as
the case may be, and any written notice of resumption of a vacation or
leave provided in accordance with subsection 187.1(7), 207.1(2) or
207.2(5) of the Act, as the case may be;
- (g.1) any
written agreement between the employer and the employee to postpone or
waive the employee’s entitlement to annual vacation pursuant to
subsection 14(1);
- (g.11) any
written request made by an employee under section 184.1 of the Act and a
record of the employer’s response to that request;
- (g.2) where
the employer determines a year of employment pursuant to paragraph (b) of
the definition “year of employment” in section 183 of the Act, any notice
provided to employees pursuant to section 12;
- (h) with
respect to any leave granted to the employee under Division VII of
the Act,
- (i) the
dates of commencement and termination, and of any interruption, of the
leave,
- (ii) a
copy of any notice concerning the leave or any interruption of the
leave, and
- (iii) any
documentation, including a copy of any medical certificate, that was
provided by the employee in respect of the leave or interruption;
- (h.1) the
dates of commencement and termination of any job modification or
reassignment of the employee provided pursuant to Division VII of the Act
and a copy of any notice provided by the employer concerning the job
modification or reassignment;
- (i) any
general holiday or other holiday with pay granted to the employee under
Division V of the Act, any notice of substitution of a general holiday
required to be posted under section 195 of the Act and, in respect of
employees not subject to a collective agreement, proof that the
substitution was approved in accordance with subsection 195(2) of the
Act;
- (j) when
hours of work are averaged under section 6, any notice concerning
the averaging of hours of work, details of any reductions in the standard
and maximum hours of work made under subsections 6(7), (8) and (9)
and the number of hours for which the employee was entitled to be paid at
the overtime rate of wages or granted time off for overtime worked;
- (k) the
employer’s pay periods;
- (l) a
copy of any certificate provided in respect of medical breaks under
subsection 181.1(2) of the Act and any request for the certificate made
by the employer in accordance with that subsection, and any notice of
termination of employment or intention to terminate employment given in
accordance with Division IX or X of the Act;
- (m) with
respect to any period of bereavement leave granted to the employee under
Division VIII of the Act,
- (i) the
date on which that period begins and its length, and
- (ii) a
copy of the written notice provided by that employee in accordance with
subsection 210(1.3) of the Act;
- (n) proof
of the approval referred to in paragraph 170(2)(b) or 172(2)(b) of the
Act;
- (n.1) every
work schedule and modification of a work schedule that is provided in
writing to an employee;
- (n.2) every
written notice given, written request made or written agreement entered
into under Division I or I.1 of the Act;
- (n.21) a
record describing any situation that an employee had to deal with under
subsection 169.1(2) of the Act;
- (n.22) a
record describing any situation that an employee had to deal with under
subsection 169.2(2) of the Act;
- (n.3) a
record of any refusal by an employee made under subsection 173.01(2) of
the Act;
- (n.4) a
record describing any situation that an employee had to deal with under
subsection 173.01(3) of the Act;
- (n.41) a
record describing any situation that an employee had to deal with under
subsection 173.1(2) of the Act;
- (n.5) a
record of any refusal by an employee made under section 174.1 of the Act;
- (n.6) a
record describing any situation that an employee had to deal with under
subsection 174.1(3) of the Act;
- (n.7) with
respect to any paid leave granted to the employee under Division XIII of
the Act,
- (i) the
dates of commencement and termination of the leave,
- (ii) the
year of employment in respect of which the leave was earned,
- (iii) the
number of days of leave carried over from a previous year,
- (iv) a
copy of any written request made by an employer under subsection 239(2)
of the Act, and
- (v) a
copy of any certificate submitted by the employee under subsection
239(2) of the Act;
- (n.8) with
respect to any leave without pay granted to the employee under Division
XIII of the Act,
- (i) a
copy of any written request made by an employer under subsection 239(2)
of the Act, and
- (ii) a
copy of any certificate submitted by the employee under subsection
239(2) of the Act; and
- (o) with
respect to leave granted under Division XV.2 of the Act to an employee
who is a member of the reserve force,
- (i) the
dates of commencement and termination of the leave and of any
interruption or postponement of that leave,
- (i.1) a
copy of any notice concerning the leave,
- (ii) a
copy of any medical certificate submitted by the employee in respect of
that leave,
- (iii) a
copy of any document provided under section 247.7 of the Act, and
- (iv) a
copy of any notice issued under subsection 247.8(1) or 247.95(2) of the
Act.
- (3) Any
method of reporting absences from employment or overtime hours of work
that discloses the particulars required by subsection (2), including
regular daily hours of work, shall be a sufficient record for the purposes
of these Regulations.
- (4) Every
employer shall keep for a period of at least three years after the
expiration of the employer’s obligation under subsection 239.1(3) of the
Act, the following information:
- (a) detailed
reasons for an employee’s absence due to work-related illness or injury;
- (b) a
copy of any certificate of a health care practitioner indicating that the
employee is fit to return to work; and
- (c) the
date the employee returned to work, or a copy of any notification from
the employer to the employee and any trade union representing the
employee that return to work was not reasonably practicable and the
reasons why it was not.
- (5) [Repealed,
SOR/2014-305, s. 6]
- SOR/78-560,
s. 4
- SOR/91-461,
s. 21
- SOR/94-668,
s. 7
- SOR/2009-194,
s. 2
- SOR/2014-305,
s. 6
- SOR/2019-168,
s. 9
- SOR/2022-41,
s. 5
- SOR/2022-228,
s. 5
- SOR/2023-40,
s. 3
- SOR/2023-79,
s. 3(F)
Previous Version
Certificate Referred to in Subsection 181.1(2) of the Act
24.1 A certificate issued by a health care
practitioner under subsection 181.1(2) of the Act shall set out, in addition to
the information required by that subsection, the dates of commencement and
termination of the period in which the breaks needed for medical reasons are to
be taken.
Notices to Be Posted
- 25 (1) Where
a permit is granted by the Head of Compliance and Enforcement under
section 176 of the Act, the employer shall post copies of the permit.
- (2) Every
employer shall post notices containing the information set out in Schedule
II.
- (3) Every
employer shall post copies of the policy statement referred to in section
247.4 of the Act.
Previous Version
Notice of Group Termination
[
]
26 A notice of termination given pursuant to
subsection 212(1) of the Act shall, in addition to the information required by
paragraphs 212(3)(a) and (b) of the Act, set out
- (a) the
name of the employer;
- (b) the
location at which the termination is to take place;
- (c) the
nature of the industry of the employer;
- (d) the
name of any trade union certified to represent any employee in the group
of employees whose employment is to be terminated or recognized by the
employer as bargaining agent for any such employees; and
- (e) the
reason for the termination of employment.
Industrial Establishment for Group Termination
[
]
27 For the purposes of Division IX of the Act,
the following are designated as industrial establishments:
- (a) all
branches, sections and other divisions of federal works, undertakings and
businesses that are located in a region established pursuant to paragraph
54(w) of the Employment
Insurance Act; and
- (b) all
branches, sections and other divisions listed in Schedule I.
- SOR/79-309,
s. 4
- SOR/86-628,
s. 1
- SOR/91-461,
s. 26
- SOR/2002-113,
s. 6
Exemption from Group Termination
[
]
28 Every employer shall be exempt from the
application of Division IX of the Act in respect of the termination of
employment of
- (a) employees
employed on a seasonal basis; or
- (b) employees
employed on an irregular basis under an arrangement whereby the employee
may elect to work or not to work when requested to do so.
Continuity of Employment
[
- SOR/94-668,
s. 9
- SOR/2002-113,
s. 7
- SOR/2006-231,
s. 1
- SOR/2019-168,
s. 10
]
29 For the purposes of Divisions IV, VII, VIII,
X, XI, XIII, XIV and XV.2 of the Act, the absence of an employee from
employment is deemed not to have interrupted continuity of employment if
- (a) the
employee is absent from employment as a result of a lay-off that is not a
termination under these Regulations; or
- (b) the
employer permits or condones the employee’s absence from employment.
- SOR/91-461,
s. 29
- SOR/2009-194,
s. 3
Previous Version
Complaint for Unjust Dismissal
29.1 For the purposes of paragraph 240(3)(b) of
the Act, the following circumstances are prescribed:
- (a) the
making of a complaint under subsection 240(1) of the Act, if a complaint
that is based on substantially the same facts was previously made under
subsection 246.1(1) or 247.99(1) of the Act in accordance with subsection
246.1(3) or 247.99(2) of the Act, as the case may be, and that complaint
was withdrawn; and
- (b) the
making of a complaint under subsection 240(1) of the Act, if a complaint
that is based on substantially the same facts of unjust dismissal was
previously made under that subsection in accordance with subsection 240(2)
of the Act and that complaint was withdrawn because it is incomplete or
contains an error.
Complaint Related to Genetic Testing
29.2 For the purposes of paragraph 247.99(3)(b)
of the Act, the following circumstances are prescribed:
- (a) the
making of a complaint under subsection 247.99(1) of the Act, if a
complaint that is based on substantially the same facts was previously
made under subsection 240(1) or 246.1(1) of the Act in accordance with
subsection 240(2) or 246.1(3) of the Act, as the case may be, and that
complaint was withdrawn; and
- (b) the
making of a complaint under subsection 247.99(1) of the Act, if a
complaint that is based on substantially the same facts was previously
made under that subsection in accordance with subsection 247.99(2) of the
Act, and that complaint was withdrawn because it is incomplete or contains
an error.
Complaint Referred to in Subsection 251.01(1) of the Act
29.3 A prescribed circumstance for the purposes
of paragraph 251.01(3)(b) of the Act is the making of a complaint under
subsection 251.01(1) of the Act, if a complaint that is based on substantially
the same facts was previously made under that subsection in accordance with
subsection 251.01(2) of the Act and that complaint was withdrawn because it is
incomplete or contains an error.
Lay-offs that Are Not Termination for the Purposes of
Severance Pay, Group or Individual Termination of Employment
[
]
- 30 (1) For
the purposes of Divisions IX, X and XI of the Act and subject to
subsection (2), a lay-off of an employee shall not be deemed to be a
termination of the employee’s employment by his employer where
- (a) the
lay-off is a result of a strike or lockout;
- (b) the
term of the lay-off is 12 months or less and the lay-off is mandatory
pursuant to a minimum work guarantee in a collective agreement;
- (c) the
term of the lay-off is three months or less;
- (d) the
term of the lay-off is more than three months and the employer
- (i) notifies
the employee in writing at or before the time of the lay-off that he
will be recalled to work on a fixed date or within a fixed period
neither of which shall be more than six months from the date of the
lay-off, and
- (ii) recalls
the employee to his employment in accordance with subparagraph (i);
- (e) the
term of the lay-off is more than three months and
- (i) the
employee continues during the term of the lay-off to receive payments
from his employer in an amount agreed on by the employee and his
employer,
- (ii) the
employer continues to make payments for the benefit of the employee to a
pension plan that is registered pursuant to the Pension Benefits
Standards Act or under a group or employee insurance plan,
- (iii) the
employee receives supplementary unemployment benefits, or
- (iv) the
employee would be entitled to supplementary unemployment benefits but is
disqualified from receiving them pursuant to the Employment
Insurance Act; or
- (f) the
term of the lay-off is more than three months but not more than 12 months
and the employee, throughout the term of the lay-off, maintains recall
rights pursuant to a collective agreement.
- (1.1) [Repealed,
SOR/2020-138, s. 1]
- (1.2) [Repealed,
SOR/2020-138, s. 1]
- (2) In
determining the term of a lay-off for the purposes of paragraphs (1)(c),
(d) and (f), any period of re-employment of less than two weeks duration
shall not be included.
Previous Version
Regular Hours of Work (Severance Pay and Individual
Termination of Employment)
[
]
- 31 (1) For
the purposes of Division X of the Act, the regular hours of work in a week
of an employee whose hours of work are not averaged are the actual hours
worked by the employee, exclusive of overtime hours, in the four complete
weeks prior to termination of employment, divided by four.
- (2) For
the purposes of Division XI of the Act, the regular hours of work in a day
of an employee whose hours of work are not averaged are the actual hours
worked by the employee, exclusive of overtime hours, in the four complete
weeks prior to termination of employment, divided by 20.
- (3) For
the purposes of subsections (1) and (2), a complete week is one in which
- (a) no
general holiday occurs;
- (b) no
annual vacation is taken by the employee; and
- (c) the
employee was not absent from work for any other reason.
- SOR/79-309,
s. 5
- SOR/91-461,
s. 33
- 32 (1) For
the purposes of Division X of the Act, the regular hours of work in a week
for an employee whose hours of work are averaged is 40 hours.
- (2) For
the purposes of Division XI of the Act, the regular hours of work in a day
for an employee whose hours of work are averaged is eight hours.
- SOR/79-309,
s. 6
- SOR/86-628,
s. 3(E)
- SOR/91-461,
s. 34
- SOR/94-668,
s. 10
Immediate Family
- 33 (1) For
the purpose of subsection 210(1) of the Act, immediate family means,
in respect of an employee,
- (a) the
employee’s spouse or common-law partner;
- (b) the
employee’s father and mother and the spouse or common-law partner of the
father or mother;
- (c) the
employee’s children and the children of the employee’s spouse or
common-law partner;
- (d) the
employee’s grandchildren;
- (e) the
employee’s brothers and sisters;
- (f) the
grandfather and grandmother of the employee;
- (g) the
father and mother of the spouse or common-law partner of the employee and
the spouse or common-law partner of the father or mother; and
- (h) any
relative of the employee who resides permanently with the employee or
with whom the employee permanently resides.
- (2) In
this section, common-law partner means a person
who has been cohabiting with an individual in a conjugal relationship for
at least one year, or who had been so cohabiting with the individual for
at least one year immediately before the individual’s death.
- SOR/78-560,
s. 5
- SOR/91-461,
s. 35
- SOR/2001-149,
s. 1
- SOR/2002-113,
s. 8(E)
33.01 [Repealed, SOR/2020-226, s. 1]
Previous Version
Medical Leave with Pay
Marginal note:Modification — subsection 239(1.21) of the
Act
- 33.1 (1) With
respect to employers that base the calculation of the annual vacation of
their employees on a year other than a calendar year, subsection 239(1.21)
of the Act is modified as follows:
- Marginal
note:Maximum of 10 days
(1.21) Subject to the regulations, an employee
is entitled to earn up to 10 days of medical leave of absence with pay in a
calendar year or in a year used by the employer to calculate the annual
vacation of their employees.
- Marginal
note:Modification — subsection 239(1.4) of the Act
(2) With respect to employers that base the
calculation of the annual vacation of their employees on a year other than a
calendar year and that use a year other than a calendar year to calculate the
days of medical leave of absence with pay of their employees, subsection
239(1.4) of the Act is modified as follows:
- Marginal
note:Annual carry forward
(1.4) Subject to the regulations, each day of
medical leave of absence with pay that an employee does not take in the year
used by the employer to calculate the annual vacation of their employees is to
be carried forward to the first day of the following year and decreases, by
one, the maximum number of days that can be earned in that year under
subsection (1.21), as modified by subsection 33.1(1) of the Canada
Labour Standards Regulations.
Previous Version
Work-related Illness and Injury
- 34 (1) The
employer’s obligation under subsection 239.1(3) of the Act begins on the
date that, according to a certificate from the health care practitioner
authorized by the plan the employer subscribes to under subsection
239.1(2) of the Act, the employee is fit to return to work with or without
qualifications, and ends 18 months after that date.
- (2) Where,
within nine months after an employee’s return to work in accordance with
subsection 239.1(3) of the Act, an employer lays off or terminates the
employment of that employee or discontinues a function of that employee,
the employer shall demonstrate to a Head of Compliance and Enforcement
that the layoff, termination of employment or discontinuance of function
was not because of the absence of the employee from work due to
work-related illness or injury.
- (3) Where
the employer cannot return an employee to work within 21 days after the
date of receipt of the certificate referred to in subsection (1), the
employer shall, within those 21 days, notify in writing the employee and,
where the employee is subject to a collective agreement, the trade union
representing the employee, whether return to work is reasonably
practicable and, if not, the reasons therefor.
Previous Version
Service of Documents
- 35 (1) Subject
to subsection (2), for the purposes of subsections 251.001(4), 251.06(3),
251.1(3), 251.101(4) and 253(1) of the Act, the following constitutes
other means of serving a document:
- (a) sending
the document by courier;
- (b) sending
the document by fax or other electronic means; or
- (c) if
the person to be served is an individual, leaving the document with
someone who appears to be an adult member of the same household at the
individual’s last known address or usual place of residence.
- (2) If
a person cannot reasonably be served by any means listed in subsection (1)
or by the means listed in subsection 251.001(4), 251.06(3), 251.1(3),
251.101(4) or 253(1) of the Act, as the case may be, the person may be
served by leaving the document at the person’s last known address or place
of business or, in the case of an individual, at the individual’s usual
place of residence or workplace.
- (3) For
the purposes of subsections 251.001(5), 251.06(4), 251.1(4), 251.101(5)
and 253(2) of the Act, the following constitutes other proof that the
document has been sent or received:
- (a) an
acknowledgement of service signed by or on behalf of the person served,
specifying the date and location of service;
- (b) a
certificate of service signed by the person who effected service of the
document, stating that service was made on the person named in the
certificate and indicating the means by which and day on which service
was effected;
- (c) a
receipt issued by a courier setting out the date on which the document
was sent; or
- (d) a
record of electronic transmission setting out the date and time of
transmission.
- (4) Service
of the document is deemed to have been effected
- (a) in
the case of service by courier and in the absence of an acknowledgement
of service or a certificate of service, on the seventh day after the day
on which the document was sent, as indicated on the receipt issued by the
courier; or
- (b) in
the case of service by fax or other electronic means, despite sections 2
and 3 of the Electronic
Documents and Electronic Information Regulations, on the day on
which the document is sent, as indicated on the record of electronic
transmission.
SCHEDULE I(Section 27)
PART ICanadian Pacific Limited
Industrial Establishments
Corporate Offices
- Gulf
Canada Square
- Calgary,
Alberta
- Chairman
and President’s Office
- Secretary
- Executive
Vice-President & Chief Operating Officer
- Executive
Vice-President & Chief Financial Officer
- Senior
Vice-President Operations
- Senior
Vice-President Marketing & Sales
- Vice-President
Strategy & Law & Corporate Secretary
- Vice-President
Transportation/Field Operations
- Vice-President
Communications & Public Affairs
- Vice-President
Human Resources & Industrial Relations
- Vice-President
Information Services
- Vice-President
Business Planning & Development
- Vice-President
Customer Service
- Vice-President
Supply Services
- Vice-President
Intermodal & Automotive
- Vice-President
Carload
- Vice-President
Bulk
- Vice-President
Real Estate
- Assistant
Vice-President Mechanical Operations
- Assistant
Vice-President Engineering Operations
- Director
Environmental Services
- Director
General Claims Agent
- Director
Intermodal Operations West
- Occupational
and Environmental Health
- Police
Services
- Administrative
Services
- Tronicus
- 2
General Manager International
- Commercial
- Montreal,
Quebec
- 3
150 Henry Avenue
- Winnipeg,
Manitoba
- Engineering
- Police
Services
- Safety
& Regulatory Affairs
- Supply
Services
- Training
- Human
Resources
- Administration
- 4
General Yard Office
- Alyth
Yard
- Calgary,
Alberta
- Service
Area Manager
- Field
Operations
- Service
Area Manager
- Mechanical
- Safety
& Regulatory Affairs
- Transportation
- Administration
- 5
General Yard Office
- Port
Coquitlam Operation
- Port
Coquitlam, British Columbia
- Service
Area Manager
- Field
Operations
- Mechanical
- Safety
& Regulatory Affairs
- Commercial
- Administration
- 6
Manitoba Service Area
- Winnipeg
Operation
- Winnipeg,
Manitoba
- Service
Area Manager
- Manager
Road Operations
- Manager
Yard Operations
- Field
Operations
- Mechanical
- Engineering
- 7
Manitoba Service Area
- Brandon
Operation
- Brandon,
Manitoba
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- 8
Northern Ontario Service Area
- Thunder
Bay Operation
- Thunder
Bay, Ontario
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- Safety
and Regulatory Affairs
- Commercial
- 9
Southern Ontario Service Area
- Sudbury
Operation
- Sudbury,
Ontario
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- Commercial
- 10
Manitoba Service Area
- Kenora
Operation
- Kenora,
Ontario
- Manager
Road Operations
- Field
Operations
- Engineering
- 11
Northern Ontario Service Area
- Thunder
Bay Operation
- Thunder
Bay, Ontario
- Service
Area Manager
- Field
Operations
- Mechanical
- Engineering
- 12
Northern Ontario Service Area
- Schreiber
Operation
- Schreiber,
Ontario
- Manager
Road Operations
- Field
Operations
- Engineering
- 13
Northern Ontario Service Area
- Chapleau
Operation
- Chapleau,
Ontario
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- 14
Grain Office
- Winnipeg,
Manitoba
- General
Manager
- Commercial
- 15
Customer Service Team
- Winnipeg,
Manitoba
- Director
- Human
Resources
- 16
Saskatchewan Service Area
- Moose
Jaw Operation
- Moose
Jaw, Saskatchewan
- Service
Area Manager
- Manager
Yard and Road Operations
- Mechanical
- Engineering
- Safety
and Regulatory Affairs
- 17
Saskatchewan Service Area
- Saskatoon
Operation
- Saskatoon,
Saskatchewan
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- Commercial
- 18
Alberta Service Area
- Lethbridge
Operation
- Calgary,
Alberta
- Manager
Road Operations
- Field
Operations
- Mechanical
- 19
Alberta Service Area
- Medicine
Hat Operation
- Medicine
Hat, Alberta
- Manager
Road Operations
- Field
Operations
- Mechanical
- 20
Alberta Service Area
- Edmonton
Operation
- Edmonton,
Alberta
- Manager
Road Operations
- Mechanical
- Commercial
- 21
Alberta Service Area
- Alyth
Yard
- Calgary,
Alberta
- Manager
Road Operations
- Manager
Yard Operations
- Field
Operations
- 22
Engineering Building
- Alyth
Yard
- Calgary,
Alberta
- Service
Area Manager
- 23
BC Interior Service Area
- Revelstoke
Operation
- Revelstoke,
British Columbia
- Service
Area Manager
- Field
Operations
- Mechanical
- Engineering
- Administration
- 24
Vancouver Service Area
- Port
Coquitlam Operation
- Port
Coquitlam, British Columbia
- Service
Area Manager
- Manager
Road and Yard Operations
- Field
Operations
- 25
Vancouver Service Area
- Consolidated
Fastfrate
- Port
Coquitlam Operation
- Port
Coquitlam, British Columbia
- Service
Area Manager
- Engineering
- Safety
& Regulatory Affairs
- Environmental
Affairs
- Administration
- 26
Chemetron Railway Products Surrey Welding Plant
- Surrey,
British Columbia
- Engineering
- 27
BC Interior Service Area
- Kootenay
Valley Railway Operation
- Nelson,
British Columbia
- Manager
- Field
Operations
- Mechanical
- Engineering
- 28
Vancouver Service Area
- Kamloops
Operation
- Kamloops,
British Columbia
- Manager
Road Operations
- Field
Operations
- Engineering
- Commercial
- Administration
- 29
BC Interior Service Area
- Cranbrook
Operation
- Cranbrook,
British Columbia
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- Administration
- 30
Vancouver Service Area
- Roberts
Bank Operation
- Field
Operations
- Mechanical
- 31
Finance and Accounting Offices
- Calgary,
Alberta
- Vice-President
and Comptroller
- Vice-President
& Treasurer
- Vice-President
Investor Relations
- Assistant
Vice-President Tax
- Director
Internal Audit
- Director
Accounting and Special Projects
- Director
Expenditure and General Accounting
- Director
Budgets and Management Reporting
- Director
General Accounting and Corporate Reporting
- Director
Financial Analysis
- Director
SAP Sustainment
- Director
Risk Management
- Financial
Director
- 32
Accounting Service Centre
- Montreal,
Quebec
- General
Manager Accounting Service Centre
- Director
Revenue Settlements
- Director
Accounts Payable and Equipment Accounting
- Director
Customer Accounts and Interline Settlements
- Manager
Revenue Analysis and Reporting
- Manager
Workplace Development and Administration
- Manager
Revenue Settlements
- Manager
Customer Accounts and Credit
- 33
Freight Claims
Central Parkway
- Mississauga,
Ontario
- Commercial
- Business
Development
- Planning
and Information Department
- Human
Resources
- Supply
Services
- Finance
- Expressway
- Engineering
- Tronicus
- 35
Intermodal East
- Lachine
Terminal
- Lachine,
Quebec
- Terminal
Manager
- 36
Intermodal East
- Vaughan
Terminal
- Kleinburg,
Ontario
- Director
Intermodal Operations East
- Terminal
Manager
- 37
Intermodal East
- Obico
Container Terminal
- Etobicoke,
Ontario
- Terminal
Manager
- 38
Intermodal West
- Thunder
Bay Terminal
- Thunder
Bay, Ontario
- 39
Intermodal West
- Dryden
Terminal
- Dryden,
Ontario
- 40
Intermodal West
- Winnipeg
Terminal
- Winnipeg,
Manitoba
- Terminal
Manager
- 41
Intermodal West
- Regina
Terminal
- Regina,
Saskatchewan
- Terminal
Manager
- 42
Intermodal West
- Saskatoon
Terminal
- Saskatoon,
Saskatchewan
- Terminal
Supervisor
- 43
Intermodal West
- Calgary
Terminal
- Calgary,
Alberta
- Terminal
Manager
- 44
Intermodal West
- Edmonton
Terminal
- Edmonton,
Alberta
- Terminal
Supervisor
- 45
Intermodal West
- Vancouver
Intermodal Facility
- Coquitlam,
British Columbia
- Terminal
Manager
- 46
Progress Rail
Winnipeg Car Shop
- Winnipeg,
Manitoba
- Service
Area Manager
- 48
Winnipeg Locomotive Shop
- Winnipeg,
Manitoba
- Service
Area Manager
- 49
Logan Work Equipment Repair Shop
- Winnipeg,
Manitoba
- Shop
Manager
- 50
Chemetron Railway Products
- Transcona
Welding Facility
- Winnipeg,
Manitoba
- Engineering
- 51
Alstom Shops
Alberta Service Area
- Calgary,
Alberta
- Alyth
Diesel Shop
- Process
Manager
- Alyth
Car Shop
- Process
Manager
- 53
Alberta Service Area
- Lethbridge,
Alberta
- Mechanical
- 54
BC Interior Service Area
- Golden,
British Columbia
- Service
Area Manager
- Mechanical
- Yard
Manager
- Field
Operations
- Engineering
- 55
Vancouver Service Area
- Port
Coquitlam, British Columbia
- Coquitlam
Locomotive Facility
- Service
Area Manager
- Mechanical
- 56
Vancouver Service Area
- Port
Coquitlam, British Columbia
- Coquitlam
Car Facility
- Production
Manager
- Mechanical
- Engineering
- 57
Eastern Region
- Montreal,
Quebec
- Police
Services
- Superintendent
- 58
Eastern Region
- Toronto,
Ontario
- Police
Services
- Sergeant
- 59
Western Region
- Winnipeg,
Manitoba
- Police
Services
- Sergeant
- 60
Western Region
- Calgary,
Alberta
- Police
Services
- Superintendent
- 61
Western Region
- Vancouver,
British Columbia
- Police
Services
- Inspector
- 62
Granville Square
- Vancouver,
British Columbia
- Real
Estate
- Freight
Claims
- Supply
Services
- Commercial
- Human
Resources
- Administration
- 63
Windsor Station
- Montreal,
Quebec
- Vice
President Expressway
- Regional
Manager Real Estate
- Director
Communications and Public Affairs
- Manager
Facilities East
- Manager
Facility and Leasing
- Police
Services
- Human
Resources
- General
Manager Network Management Centre
- Safety
and Regulatory Affairs
- Commercial
Development
- Legal
Services
- 64
General Yard Office
- Toronto,
Ontario
- Service
Area Manager
- Field
Operations
- Service
Area Manager
- Engineering
Services
- Service
Area Manager
- Mechanical
Services
- Manager
Track Programs
- Manager
Signals and Communication
- Safety
and Regulatory Affairs
- Commercial
- Police
Services
- Administration
- 65
Montreal Service Area
- Montreal,
Quebec
- Service
Area Manager
- Field
Operations
- Administration
- Safety
and Regulatory Affairs
- 66
Montreal Service Area
- Montreal,
Quebec
- Service
Area Manager
- Mechanical
- Administration
- 67
Montreal Service Area
- Montreal,
Quebec
- Service
Area Manager
- Engineering
- Administration
- 68
Montreal Service Area
- Smiths
Falls, Ontario
- Manager
Road Operations
- Field
Operations
- Engineering
- Administration
- 69
Southern Ontario Service Area
- Toronto,
Ontario
- Manager
Road Operations
- Manager
Yard Operations
- Field
Operations
- Administration
- 70
Southern Ontario Service Area
- Toronto,
Ontario
- Car
Shop
- Service
Area Manager
- Mechanical
- 71
Southern Ontario Service Area
- Toronto,
Ontario
- Diesel
Shop
- Service
Area Manager
- Mechanical
- Administration
- 72
Southern Ontario Service Area
- Toronto,
Ontario
- Service
Area Manager
- Engineering
- Administration
- 73
Southern Ontario Service Area
- London,
Ontario
- Manager
Road Operations
- Field
Operations
- Engineering
- Administration
- 74
Southern Ontario Service Area
- Windsor,
Ontario
- Manager
Road Operations
- Field
Operations
- Mechanical
- Engineering
- Administration
PART IICanadian National Railway Company
Industrial Establishments
CN System Headquarters, Montreal, Quebec
- President
- Executive
Vice-President
- Vice-President
and Secretary
- Assistant
Vice-President Marketing
- Vice-President
Sales
- Vice-President
Transportation and Maintenance
- General
Manager, Passenger Sales and Service
- Vice-President
Cybernetic Services
- Vice-President
Personnel and Labour Relations
- Vice-President
Public Relations
- Vice-President
and General Counsel
- Chief
Medical Officer
- Director
of Investigation
- 2
Atlantic Operating Region, Moncton, New Brunswick
- Regional
Vice-President
- General
Manager
- Superintendent
Customer and Catering Services
- Manager,
Customer and Research Services
- Regional
Passenger Sales Manager
- Regional
Freight Sales Manager
- Regional
Engineer
- General
Superintendent Equipment
- General
Superintendent Transportation
- Manager
Merchandise Claims
- Manager
Employee Relations
- 3
St. Lawrence Operating Region, Montreal, Quebec
- Regional
Vice-President
- General
Manager
- Superintendent
Customer and Catering Services
- Manager,
Customer Research Services
- Regional
Passenger Sales Manager
- Regional
Freight Sales Manager
- Regional
Engineer
- General
Superintendent Equipment
- General
Superintendent Transportation
- Manager
Merchandise Claims
- Manager
Employee Relations
- 4
Great Lakes Operating Region, Toronto, Ontario
- Regional
Vice-President
- General
Manager
- Superintendent
Customer and Catering Services
- Manager,
Customer Research Services
- Regional
Passenger Sales Manager
- Regional
Freight Sales Manager
- Regional
Engineer
- General
Superintendent Equipment
- General
Superintendent Transportation
- Manager
Merchandise Claims
- Manager
Employee Relations
- 5
Prairie Operating Region, Winnipeg, Manitoba
- Regional
Vice-President
- General
Manager
- Superintendent
Customer and Catering Services
- Manager,
Customer Research Services
- Regional
Passenger Sales Manager
- Regional
Freight Sales Manager
- Regional
Engineer
- General
Superintendent Equipment
- General
Superintendent Transportation
- Manager
Merchandise Claims
- Manager
Employee Relations
- 6
Mountain Operating Region, Edmonton, Alberta
- Regional
Vice-President
- General
Manager
- Superintendent
Customer and Catering Services
- Manager,
Customer Research Services
- Regional
Passenger Sales Manager
- Regional
Freight Sales Manager
- Regional
Engineer
- General
Superintendent Equipment
- General
Superintendent Transportation
- Manager
Merchandise Claims
- Manager
Employee Relations
- 7
Newfoundland Operating Area, St. John’s, Newfoundland
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 8
Maritime Operating Area, Moncton, New Brunswick
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 9
Chaleur Operating Area, Campbellton, New Brunswick
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 10
Quebec Operating Area, Quebec City, Quebec
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 11
Montreal Operating Area, Montreal, Quebec
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 12
Champlain Operating Area, Montreal, Quebec
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 13
Rideau Operating Area, Belleville, Ontario
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 14
Toronto Operating Area, Toronto, Ontario
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 15
South Western Ontario Operating Area, London, Ontario
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 16
Northern Ontario Operating Area, Capreol, Ontario
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 17
Assiniboine-Lakehead Operating Area, Winnipeg, Manitoba
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 18
Hudson Bay Operating Area, Dauphin, Manitoba
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 19
Saskatchewan Operating Area, Saskatoon, Saskatchewan
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 20
Alberta Operating Area, Edmonton, Alberta
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 21
British Columbia Operating Area, Vancouver, British Columbia
- Area
Manager
- Operations
Manager
- Employee
Relations Supervisor
- Area
Comptroller
- Office
Supervisor
- Area
Passenger Sales Manager
- Area
Freight Sales Manager
- Superintendent
Transportation
- Superintendent
Equipment
- Area
Engineer
- 22
CN Headquarters Telecommunications, Toronto, Ontario
Purchases and Stores Department — System
- Purchasing
and Stores — Atlantic Region
- Purchasing
Agent
- Regional
Manager — Materials
- 24
Purchasing and Stores — St. Lawrence Region
- Purchasing
Agent
- Regional
Manager — Materials
- 25
Purchasing and Stores — Great Lakes Region
- Purchasing
Agent
- Regional
Manager — Materials
- 26
Purchasing and Stores — Prairie Region
- Purchasing
Agent
- Regional
Manager — Materials
- 27
Purchasing and Stores — Mountain Region
- Purchasing
Agent
- Regional
Manager — Materials
- 28
Main Equipment Shops — Montreal, Quebec
- General
Works Manager
- Works
Manager
- Assistant
Works Manager — Car
- Assistant
Works Manager — Motive Power
- 29
Main Equipment Shops — Winnipeg, Manitoba
- General
Works Manager
- Works
Manager
- Assistant
Works Manager — Car
- Assistant
Works Manager — Motive Power
- 30
Accounting
- System
- Vice-President
Accounting and Finance, Montreal, Quebec
- Region
- Regional
Comptroller
PART IIIVia Rail Canada Inc.
Industrial Establishments
Corporate Headquarters
- 2
Place Ville-Marie
- Montreal,
Quebec
- Chairman’s
office
- President’s
office
- Public
Affairs
- General
Counsel (Health and Safety Claims and Other Claims)
- Internal
Audit
- Corporate
Secretariat
- Marketing
- Human
Resources and Administration
- Customer
Services
- Transportation
Planning and Finance (including Corporate Comptroller)
- Information
Services
- Equipment
Maintenance
- 2
VIA Quebec (includes Ottawa, Ontario)
- Public
Affairs
- General
Counsel (Health and Safety Claims and Other Claims)
- Marketing
- Human
Resources and Administration
- Customer
Services
- Transportation
(including Running Trades)
- 3
VIA Atlantic — Nova Scotia, New Brunswick and Prince Edward
Island
- Public
Affairs
- General
Counsel (Health and Safety Claims and Other Claims)
- Marketing
- Human
Resources and Administration
- Customer
Services
- Transportation
(including Running Trades)
- 4
VIA Ontario (excludes Ottawa, Ontario)
- Public
Affairs
- General
Counsel (Health and Safety Claims and Other Claims)
- Marketing
- Human
Resources and Administration
- Customer
Services
- Transportation
(including Running Trades)
- 5
VIA West — Thunder Bay and West of Thunder Bay
- Public
Affairs
- General
Counsel (Health and Safety Claims and Other Claims)
- Marketing
- Human
Resources and Administration
- Customer
Services
- Transportation
(including Running Trades)
- 6
Maintenance — Halifax
- Halifax
Maintenance Centre
- Equipment
Maintenance Department
- Line
points — Gaspé and Matapedia
- 7
Maintenance — Montreal
- Montreal
Maintenance Centre
- Equipment
Maintenance Department
- Line
points — Mont-Joli, Quebec City and Ottawa
- 8
Maintenance — Toronto
- Toronto
Maintenance Centre
- Equipment
Maintenance Department
- Line
points — Windsor, Sarnia, London and Union Station
- 9
Maintenance — Winnipeg
- Winnipeg
Maintenance Centre
- Equipment
Maintenance Department
- Line
points — The Pas, Manitoba and Churchill, Manitoba
- 10
Maintenance — Vancouver
- Vancouver
Maintenance Centre
- Equipment
Maintenance Department
- Line
points — Prince Rupert, British Columbia and Jasper, Alberta
PART IVAir Canada
Industrial Establishments
Corporate Headquarters
- Chairman
- President
- Secretary
of the Company
- Law
- Finance
and Planning
- Marketing,
Sales and Service
- Operations
and Services
- Corporate
& Human Resources
- Flight
Operations
- In-Flight
Service
- Technical
Operations
- Administrative
Support Staff
- 2
Finance
Marketing and Sales
In-Flight Service
Flight Operations
Information Services
Sales & Service; Cargo — Eastern Region (Quebec and
East, including Ottawa)
Sales & Service; Cargo — Central Region (Ontario up to
Thunder Bay)
Sales & Service; Cargo — Western Region (Thunder Bay and
West)
Sales & Service/Passenger — Eastern Region (Quebec and
East including Ottawa)
Sales & Service/Passenger — Central Region (Ontario up
to Thunder Bay)
Sales & Service/Passenger — Western Region (Thunder Bay
and West)
Maintenance — Montreal, Halifax, Quebec City, Ottawa
Maintenance — Toronto
Maintenance — Winnipeg
Maintenance — Vancouver, Calgary, Edmonton
PART V[Repealed, SOR/2014-305, s. 10]
PART VIBell Canada
Industrial Establishments
Bell Canada
- Ontario
Region
- Centre
– Area Code 416 (Toronto Excluded)
- Craft
Employees (CEP)
- 2
Bell Canada
- Ontario
Region
- Centre
– Area Code 416 (Toronto Excluded)
- Clerical
& Associated Employees and Sales (CTEA)
- 3
Bell Canada
- Ontario
Region
- Centre
– Area Code 416 (Toronto Excluded)
- Management
Employees
- 4
Bell Canada
- Ontario
Region
- Metro
Toronto – Area Code 416
- Craft
Employees (CEP)
- 5
Bell Canada
- Ontario
Region
- Metro
Toronto – Area Code 416
- Clerical
& Associated Employees and Sales (CTEA)
- 6
Bell Canada
- Ontario
Region
- Metro
Toronto – Area Code 416
- Management
Employees
- 7
Bell Canada
- Ontario
Region
- South
West – Area Code 519
- Craft
Employees (CEP)
- 8
Bell Canada
- Ontario
Region
- South
West – Area Code 519
- Clerical
& Associated Employees and Sales (CTEA)
- 9
Bell Canada
- Ontario
Region
- South
West – Area Code 519
- Management
Employees
- 10
Bell Canada
- Ontario
Region
- East
– Area Code 613
- Craft
Employees (CEP)
- 11
Bell Canada
- Ontario
Region
- East
– Area Code 613
- Clerical
& Associated Employees and Sales (CTEA)
- 12
Bell Canada
- Ontario
Region
- East
– Area Code 613
- Management
Employees
- 13
Bell Canada
- Ontario
Region
- North
– Area Codes 705 & 807
- Craft
Employees (CEP)
- 14
Bell Canada
- Ontario
Region
- North
– Area Codes 705 & 807
- Clerical
& Associated Employees and Sales (CTEA)
- 15
Bell Canada
- Ontario
Region
- North
– Area Codes 705 & 807
- Management
Employees
- 16
Bell Canada
- Ontario
Region
- Centre
– Area Code 905
- Craft
Employees (CEP)
- 17
Bell Canada
- Ontario
Region
- Centre
– Area Code 905
- Clerical
& Associated Employees and Sales (CTEA)
- 18
Bell Canada
- Ontario
Region
- Centre
– Area Code 905
- Management
Employees
- 19
Bell Canada
- Ontario
Region (Quebec — Operational Groups)
- All
Area Codes
- Craft
& Operator Services Employees (CEP)
- Clerical
& Associated Employees and Sales (CTEA)
- Management
Employees
- 20
Corporate Centre
- Ontario
Region
- Centre
– Area Code 416 (Toronto Included)
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 21
Corporate Centre
- Ontario
Region
- South
West, East and Centre – Area Codes 519, 613 & 905
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 22
Network Operations
- Ontario
Region
- Centre
– Area Code 416 (Toronto Included)
- Craft
Employees (CEP)
- 23
Network Operations
- Ontario
Region
- Centre
– Area Code 416 (Toronto Included)
- Clerical
& Associated Employees (CTEA)
- 24
Network Operations
- Ontario
Region
- Centre
– Area Code 416 (Toronto Included)
- Management
Employees
- 25
Network Operations
- Ontario
Region
- South
West – Area Code 519
- Craft
Employees (CEP)
- 26
Network Operations
- Ontario
Region
- South
West – Area Code 519
- Clerical
& Associated Employees (CTEA)
- 27
Network Operations
- Ontario
Region
- South
West – Area Code 519
- Management
Employees
- 28
Network Operations
- Ontario
Region
- North
– Area Codes 705 & 807
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 29
Network Operations
- Ontario
Region
- East
– Area Code 613
- Craft
Employees (CEP)
- 30
Network Operations
- Ontario
Region
- East
– Area Code 613
- Clerical
& Associated Employees (CTEA)
- 31
Network Operations
- Ontario
Region
- East
– Area Code 613
- Management
Employees
- 32
Network Operations
- Ontario
Region
- Centre
– Area Code 905
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 33
Bell Canada
- Quebec
Region (Ontario — Operational Groups)
- All
Area Codes
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 34
Bell Canada
- Quebec
Region
- East
– West – North – Area Codes 819 & 418
- Craft
Employees (CEP)
- 35
Bell Canada
- Quebec
Region
- East
– West – North – Area Codes 819 & 418
- Clerical
& Associated Employees and Sales (CTEA)
- 36
Bell Canada
- Quebec
Region
- East
– West – North – Area Codes 819 & 418
- Management
Employees
- 37
Bell Canada
- Quebec
Region
- Metro
(Montreal Excluded) – Area Code 450
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 38
Bell Canada
- Quebec
Region
- Montreal
– Area Code 514
- Craft
& Operator Services Employees (CEP)
- 39
Bell Canada
- Quebec
Region
- Montreal
– Area Code 514
- Clerical
& Associated Employees and Sales (CTEA)
- 40
Bell Canada
- Quebec
Region
- Montreal
– Area Code 514
- Management
Employees
- 41
Corporate Centre
- Quebec
Region
- All
Area Codes
- Craft
Employees (CEP)
- Clerical
Employees (CTEA)
- 42
Corporate Centre
- Quebec
Region
- All
Area Codes
- Management
Employees
- 43
Network Operations
- Quebec
Region
- East
– West – North – Area Codes 819 & 418
- Craft
Employees (CEP)
- 44
Network Operations
- Quebec
Region
- East
– West – North – Area Codes 819 & 418
- Clerical
Employees (CTEA)
- Management
Employees
- 45
Network Operations
- Quebec
Region
- Metro
(Montreal Excluded) – Area Code 450
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 46
Network Operations
- Quebec
Region
- Montreal
– Area Code 514
- Craft
Employees (CEP)
- 47
Network Operations
- Quebec
Region
- Montreal
– Area Code 514
- Clerical
& Associated Employees (CTEA)
- 48
Network Operations
- Quebec
Region
- Montreal
– Area Code 514
- Management
Employees
- 49
Bell Canada
- Western
Region
- Calgary
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- 50
Bell Canada
- Western
Region
- Vancouver
- Craft
Employees (CEP)
- Clerical
& Associated Employees (CTEA)
- Management
Employees
- SOR/79-309,
s. 7
- SOR/89-118,
s. 1
- SOR/89-464,
s. 1
- SOR/91-461,
s. 36
- SOR/94-668,
s. 13
- SOR/99-337,
s. 2
- SOR/2006-231,
ss. 3, 4
- SOR/2014-305,
ss. 7, 8(F), 9(F), 10
- SOR/2019-168,
s. 11(F)
Previous Version
SCHEDULE II(Subsection 25(2))Notice Related to the Canada
Labour Code — Part III
Part III of the Canada Labour Code contains
provisions setting out minimum labour standards for employers and employees in
the federal jurisdiction.
These provisions include standards relating to the
following:
Hours of work
Maximum hours of work
Weekly day of rest
Notice of work schedule
Notice of shift changes
Overtime pay or time off
Right to refuse overtime
Right to request flexible work arrangements
Minimum wages
Equal wages
Annual vacations
General holidays
Multi-employer employment
Maternity-related reassignment and leave
Maternity leave
Parental leave
Compassionate care leave
Leave related to critical illness
Leave related to death or disappearance
Personal leave
Leave for victims of family violence
Leave for traditional Aboriginal practices
Bereavement leave
Sick leave
Work-related illness and injury
Leave of absence for members of the reserve force
Group termination of employment
Individual termination of employment
Severance pay
Unjust dismissal
Long-term disability plans
Genetic testing
Garnishment of wages
Payment of wages
For more information concerning these provisions, please
contact your nearest Labour Program office of the Department of Employment and
Social Development or visit the following website:
https://www.canada.ca/en/employment-social-development/programs/employment-standards/federal-standards.html
All inquiries will be treated confidentially.
Previous Version
SCHEDULE III(Sections 4 and 5)Notice of Modified Work
Schedule
Name of employer: 
An identification of the affected employee or
employees:
Address or location of workplace:
Hours of work in each work day:
In each work week :
(The number of hours in a work day and in a work week may
be specified by attaching the work schedule of the affected employee or
employees.)
Number of work days in the work schedule:
Number of weeks in the work schedule:
Number of days of rest in the work schedule:
Where one or more general holidays occur in a week, the
weekly standard hours shall be reduced by:
[Repealed, SOR/2014-305, s. 12]
The maximum number of hours that may be worked:
in a week
in a work schedule
The method of calculating general holiday pay is:
Date the work schedule comes into effect: / /
Date the work schedule expires: / /
Date the notice was posted: / /
Note:
- 1 Any
hours worked in excess of the daily hours of work set out in paragraph (d)
and in excess of a weekly average of 40 hours over the work schedule are
payable at the overtime rate.
- 2 This
work schedule is posted in accordance with subsections 170(2) and (3) and
172(2) and (3) of the Canada Labour
Code. These provisions require that notice of the proposed
work schedule be posted for at least 30 days prior to its coming into
effect and that the affected employee or at least 70% of affected
employees, as the case may be, approve the schedule. Section 5 of
the Canada
Labour Standards Regulations requires that details of
the modified work schedule be posted and kept posted as long as the work
schedule is in effect.
Previous Version
SCHEDULE IV(Section 6)Notice of Averaging of Hours of
Work
Name of employer:
An identification of the affected employee or
employees:
Address or location of workplace:
Number of weeks in the averaging period:
Information to establish that there is an irregular
distribution of hours of work that is necessitated by the nature of the work in
the industrial establishment:
Reasons for the length of the averaging period:
Date the averaging of hours of work comes into effect: / /
Date the averaging of hours of work ends: / /
Date the notice was posted: / /
Note:
This notice is posted in accordance with section 6 of
the Canada
Labour Standards Regulations, which requires that the employer
notify the affected employee or employees of details of the averaging of hours
of work at least 30 days before the averaging takes effect and that the
information contained in this notice remain posted for the duration of the
averaging of hours of work.
