Federal: Employment Information for New Employees August 16 2023

Employers are to provide new employees with a copy of the following information within 30 days of commencing employment. Employers must also provide employees with a written statement containing the following information related to their employment:

• the names of the parties to the employment relationship;
• the job title of the employee and a brief description of their duties and responsibilities;
• the address of the ordinary place of work;
• the date on which the employment commences;
• the term of the employment;
• the duration of the probationary period, if any;
• a description of the necessary qualifications for the position;
• a description of any required training for the position;
• the hours of work for the employee, including information on the calculation of those hours and rules regarding overtime hours;
• the rate of wages or salary and the rate of overtime pay;
• the frequency of paydays and the frequency of payment of any other remuneration;
• any mandatory deductions from wages; and
• information about how the employee can claim reimbursement of reasonable work-related expenses.

Source: Canada Labour Code

Fédéral : Renseignements sur l’emploi pour les nouveaux employés

Les employeurs doivent fournir aux nouveaux employés une copie des renseignements suivants dans les 30 jours suivant leur entrée en fonction. Les employeurs doivent également fournir aux employés une déclaration écrite contenant les renseignements suivants concernant leur emploi :

• les noms des parties à la relation d’emploi;
• le titre du poste de l’employé et une brève description de ses fonctions et de ses responsabilités;
• l’adresse du lieu de travail habituel;
• la date à laquelle débute l’emploi;
• la durée de l’emploi;
• la durée de la période probatoire, le cas échéant;
• une description des qualifications nécessaires pour le poste;
• une description de toute formation requise pour le poste;
• les heures de travail de l’employé, y compris les renseignements sur le calcul de ces heures et les règles relatives aux heures supplémentaires;
• le taux de salaire et le taux de rémunération des heures supplémentaires;
• la fréquence des jours de paie et la fréquence des paiements de toute autre rémunération;
• toute déduction obligatoire sur le salaire; et
• des renseignements sur la façon dont l’employé peut demander le remboursement des dépenses raisonnables liées au travail.

Source : Code canadien du travail

Mandatory Vaccination for Federally Regulated Transportation Sectors October 20 2021

The Government of Canada has announced that as of October 30, 2021 federally regulated employers in the air, rail, and marine transportation sectors are to have mandatory vaccination policies in place. Organizations will be granted a short phase in period, in which afterwards employees are to be fully vaccinated or they will be unable to work. The vaccination requirement will apply to:

• Airlines and airports, and other organizations who have employees who enter restricted areas of airports, such as concession and hospitality workers;
• Federally regulated railways, and their rail crew and track employees; and
• Marine operators with Canadian vessels that operate with 12 or more crew.

Source: Government of Canada

To learn more: https://www.canada.ca/en/transport-canada/news/2021/10/mandatory-covid-19-vaccination-requirements-for-federally-regulated-transportation-employees-and-travellers.html

Vaccination obligatoire pour les secteurs du transport sous réglementation fédérale

Le gouvernement du Canada a annoncé qu’à compter du 30 octobre 2021, les employeurs sous réglementation fédérale dans les secteurs du transport aérien, ferroviaire et maritime devront mettre en place des politiques de vaccination obligatoire. Les organisations bénéficieront d’une courte période de mise en place, au cours de laquelle les employés devront ensuite être entièrement vaccinés, faute de quoi ils ne pourront pas travailler. L’obligation de vaccination s’appliquera :

• aux compagnies aériennes et aux aéroports, ainsi qu’aux autres organisations dont les employés pénètrent dans les zones réglementées des aéroports, comme les employés des concessions et des services d’accueil ;
• aux compagnies de chemin de fer sous réglementation fédérale, ainsi qu’aux membres de leur personnel et aux employés des voies ferrées ; et
• aux exploitants maritimes dont les navires canadiens sont exploités par 12 membres d’équipage ou plus.

Source : Gouvernement du Canada

Pour en savoir plus : https://www.canada.ca/fr/transports-canada/nouvelles/2021/10/exigences-relatives-a-la-vaccination-obligatoire-contre-la-covid-19-pour-les-employes-du-secteur-des-transports-sous-reglementation-federale-et-ses.html

Flexible Work Arrangements April 16 2018

Purpose:  The purpose of the HR Minute is to provide clients with timely information about human resources issues.  Please take a moment to read this important information.

Although not mandated by employment legislation, many employers have recognized the benefits of approving requests for flexible work arrangements.  Of course, being accommodating and implementing a practice of flexible arrangements can improve morale, increase retention and ultimately, improve effectiveness and efficiency.  On the other hand, some employers remain hesitant about flexible work arrangements as it is difficult to track an employee’s time, it creates scheduling conflicts, and it requires an adjustment to a new management style which requires trust.

As defined by the Government of Canada, “flexible work arrangements allow employees to alter, on a temporary or permanent basis, their work schedule, the number of hours they work or the location where they do their work, or to take leave from work to meet responsibilities outside of work.” Flexible work arrangements can be implemented in several different ways such as flex-time, compressed workweeks, part-time scheduling, job sharing or shift work.  Before approving requests, employers should be mindful of the impact the arrangement(s) will have on the organization.  For example, employers should ensure that opportunities are available to all employees and free from prejudice or discrimination.  

Despite an organization’s best efforts, some employees may be negatively impacted more than other groups based on several circumstances.  In order to mitigate any claim of discriminatory practice, employers should ensure they evaluate each request on a case-by-case basis along with clear policies and careful documentation. Agreements should always be in writing and include a start and end date, a list of the changes that will take effect, as well as signatures from both parties.

Upcoming Changes to the Canada Labour Code

The Government of Canada hopes to make significant changes to legislation in order to accelerate the trend toward flexible schedules.  In recent discussions, the Government has expressed its commitment to amend the Canada Labour Code with plans to provide employees the right to request flexible work arrangements from their employers. 

Under Bill C-63, Budget Implementation Act, 2017 employers will have to provide a bona fide reason as to why they decide not to grant the leave as well as other exceptions.  Other countries, such as Australia and the UK, have already granted their employees similar rights.

The Government has only recently begun discussions in earnest. For now, employers will simply have to await further deliberation.  We will continue to report on this trend as it develops.

For a sample flexible work arrangement policy, please visit the Policy Library in the Resource Centre tab of our website. To view Bill C-63 and other related federal legislation, please visit the Laws tab.

Date: April, 2018