[Repealed]
Interpretation
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Director[Repealed, SOR/94-668, s. 2]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)
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.
Exclusion of Professions
Division I of the Act does not apply to members of the architectural, dental, engineering, legal or medical professions.
Employment Statement
The following information must be included in the employment statement provided under section 253.2 of the Act:
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 pay days 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.
Modified Work Schedule
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.
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.
Averaging
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
have no regularly scheduled daily or weekly hours of work, or
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.
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.
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,
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
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.
Where averaging of hours of work is in effect, the employer shall post a notice containing the information set out in Schedule IV.
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).
Where the hours of work of employees are calculated as an average pursuant to subsection (1),
the standard hours of work of an employee shall be 40 times the number of weeks in the averaging period;
the maximum hours of work of an employee shall not exceed 48 times the number of weeks in the averaging period; and
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.
of annual vacation with pay;
of holiday with pay granted to the employee under Division V of the Act;
of leave of absence with pay under subsection 205(2) of the Act;
of leave related to pregnancy loss with pay;
of personal leave with pay;
of leave for victims of family violence with pay;
of bereavement leave with pay;
of medical leave of absence with pay;
that is normally a working day in respect of which the employee is not entitled to regular wages.
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
of annual vacation with pay;
of holiday with pay granted to the employee under Division V of the Act;
of leave of absence with pay under subsection 205(2) of the Act;
of leave related to pregnancy loss with pay;
of personal leave with pay;
that is normally a working week in respect of which the employee is not entitled to regular wages;
of leave for victims of family violence with pay;
of bereavement leave with pay;
of medical leave of absence with pay; or
that consists of any combination of the days described in paragraphs (7)(a) to (g).
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.
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.
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.
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,
posted a notice of the change; and
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.
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,
pay those employees at the overtime rate referred to in paragraph 174(1)(a) of the Act; or
subject to subsection 174(2) of the Act, grant those employees time off in accordance with paragraph 174(1)(b) of the Act.
Notwithstanding the requirements of these Regulations, section 174 of the Act does not apply in circumstances where there is an established work practice that
requires or permits an employee to work in excess of standard hours for the purposes of changing shifts;
permits an employee to exercise seniority rights to work in excess of standard hours pursuant to a collective agreement; or
permits an employee to work in excess of standard hours as the result of his exchanging a shift with another employee.
Weekly Rest
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.
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.
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
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
the person is not required, under the law of the province in which they are ordinarily resident, to be in attendance at school; and
the work in which the person is to be employed
is not carried on underground in a mine,
would not cause them to be employed in or enter a place that they are prohibited from entering under the Explosives Regulations, 2013,
is not work as a nuclear energy worker as defined in the Nuclear Safety and Control Act,
is not work that they are prohibited from doing under the Canada Shipping Act, 2001 by reason of their age, and
is not likely to be injurious to their health or to endanger their safety.
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.
[Repealed]
[Repealed]
Apprenticeship
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.
Reporting Pay
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
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
the dates of commencement and expiry of the year of employment; and
the method of calculating the length of vacation and the vacation pay for a period of employment of less than 12 consecutive months.
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.
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
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
the commencement date of the year of employment previously in effect, for all other employees.
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.
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,
on a day that is within 14 days before the day on which a vacation period begins; or
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.
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.
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.
General Holidays
A notice of substitution of a general holiday required to be posted pursuant to subsection 195(3) of the Act shall contain
the name of the employer;
an identification of the affected employees;
the address or location of the workplace;
the dates of the general holiday and the substituted holiday;
the dates the substitution comes into effect and expires;
the date of posting; and
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.
The notice referred to in subsection (1) shall remain posted for the duration of the substitution.
Regular Rate of Wages for Purposes of General Holidays, Leave Related to Pregnancy Loss, Personal Leave, Leave for Victims of Family Violence, Bereavement Leave and Medical Leave
For the purposes of subsections 206.51(6), 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
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
an amount calculated by a method agreed on under or pursuant to a collective agreement that is binding on the employer and the employee.
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
the average of his daily earnings exclusive of overtime for the 20 days he has worked immediately preceding the holiday; or
an amount calculated by a method agreed upon under or pursuant to a collective agreement that is binding on the employer and the employee.
Regular Rate of Wages for Purposes of Attending Appeal Proceedings
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)
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.
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.
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.
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.
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.
In the following circumstances, an employee’s regular rate of wages is the minimum wage rate referred to in Part III of the Act:
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
For the purposes of subsections (3) to (5), vacation pay, holiday pay, pay for leave related to pregnancy loss, personal leave pay, pay for leave for victims of family violence, bereavement leave pay, overtime pay, medical leave of absence 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
In this section,
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)
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.
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.
The Minister may by order designate an association of employers as a multi-employer unit for any port or ports if
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
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.
For the purposes of subsections 177.1(1), 206.51(6), 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.
Determination of Hourly Rate of Wages
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.
For the purposes of subsection (1),
the wages paid for work performed do not include vacation pay, holiday pay, pay for leave related to pregnancy loss, personal leave pay, pay for leave for victims of family violence, bereavement leave pay, medical leave of absence pay and overtime pay; and
the number of hours required to perform the work does not include hours for which an overtime rate of wages has been paid.
Board, Living Quarters and other Remuneration
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
for board, $0.50 for each meal; and
for living quarters, $0.60 per day.
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.
Payment of Wages, Vacation or Holiday Pay or other Remuneration when Employee Cannot Be Found
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.
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.
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.
The Head of Compliance and Enforcement shall keep a record of receipts and disbursements from the Labour Standards Suspense Account.
Reimbursement of Reasonable Work-Related Expenses
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
whether the expense is connected to the employee’s performance of work;
whether the expense enables an employee to perform work;
whether incurring the expense is required by the employer as a condition of employment or continued employment;
whether the expense satisfies a requirement for the employee’s work imposed by an occupational health or safety standard; and
whether the expense is incurred for a legitimate business purpose and not for personal use or enjoyment.
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
whether the expense is connected to the employee’s performance of work;
whether the expense is incurred to enable an employee to perform work;
whether it is incurred at the request of the employer;
whether any amount of expense is incurred beyond the amount necessary to enable the performance of the work;
whether the expense is one that is normally reimbursed by employers in similar industries;
whether the employer authorized the expense in advance;
whether the expense is incurred by the employee in good faith; and
whether the claim includes documentation, such as a receipt or invoice, that indicates that the expense was incurred.
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
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.
Every employer shall keep, for at least three years after work is performed by an employee, the following information:
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;
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;
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;
the hours worked each day, except where the employee is
excluded from the application of Division I of the Act by or under subsection 167(2) of the Act, or
exempt from the application of sections 169 and 171 of the Act pursuant to regulations made under paragraph 175(1)(b) of the Act;
the actual earnings, indicating the amounts paid each pay day and the amounts paid as overtime pay, vacation pay, holiday pay, pay for leave related to pregnancy loss, personal leave pay, pay for leave for victims of family violence, bereavement leave pay, medical leave of absence pay, termination pay and severance pay;
the payments made each pay day after deductions, with clear details of the deductions made;
with respect to annual vacations
the dates of commencement and termination of each vacation period,
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
if a vacation was postponed under subsection 187.2(1) of the Act, the new dates of commencement and termination of that vacation;
the year of employment in respect of which each annual vacation period was granted;
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;
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);
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;
with respect to any leave granted to the employee under Division VII of the Act,
the dates of commencement and termination, and of any interruption, of the leave,
a copy of any notice concerning the leave or any interruption of the leave, and
any documentation, including a copy of any certificate from a health care practitioner, that was provided by the employee in respect of the leave or interruption;
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;
any 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;
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;
the employer’s pay periods;
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;
with respect to any period of bereavement leave granted to the employee under Division VIII of the Act,
the date on which that period begins and its length, as well as any change in the length of the leave, and
a copy of any notice provided by that employee in accordance with subsections 210(1.3) and (1.4) of the Act;
proof of the approval referred to in paragraph 170(2)(b) or 172(2)(b) of the Act;
every work schedule and modification of a work schedule that is provided in writing to an employee;
every written notice given, written request made or written agreement entered into under Division I or I.1 of the Act;
a record describing any situation that an employee had to deal with under subsection 169.1(2) of the Act;
a record describing any situation that an employee had to deal with under subsection 169.2(2) of the Act;
a record of any refusal by an employee made under subsection 173.01(2) of the Act;
a record describing any situation that an employee had to deal with under subsection 173.01(3) of the Act;
a record describing any situation that an employee had to deal with under subsection 173.1(2) of the Act;
a record of any refusal by an employee made under section 174.1 of the Act;
a record describing any situation that an employee had to deal with under subsection 174.1(3) of the Act;
with respect to any paid leave granted to the employee under Division XIII of the Act,
the dates of commencement and termination of the leave,
the year of employment in respect of which the leave was earned,
the number of days of leave carried over from a previous year,
a copy of any written request made by an employer under subsection 239(2) of the Act, and
a copy of any certificate submitted by the employee under subsection 239(2) of the Act;
with respect to any leave without pay granted to the employee under Division XIII of the Act,
a copy of any written request made by an employer under subsection 239(2) of the Act, and
a copy of any certificate submitted by the employee under subsection 239(2) of the Act; and
with respect to leave granted under Division XV.2 of the Act to an employee who is a member of the reserve force,
the dates of commencement and termination of the leave and of any interruption or postponement of that leave,
a copy of any notice concerning the leave,
a copy of any certificate from a health care practitioner submitted by the employee in respect of that leave,
a copy of any document provided under section 247.7 of the Act, and
a copy of any notice issued under subsection 247.8(1) or 247.95(2) of the Act.
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.
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:
detailed reasons for an employee’s absence due to work-related illness or injury;
a copy of any certificate of a health care practitioner indicating that the employee is fit to return to work; and
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.
[Repealed]
Certificate Referred to in Subsection 181.1(2) of the Act
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
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.
Every employer shall post notices containing the information set out in Schedule II.
[Repealed]
Notice of Group Termination
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
the name of the employer;
the location at which the termination is to take place;
the nature of the industry of the employer;
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
the reason for the termination of employment.
Industrial Establishment for Group Termination
For the purposes of Division IX of the Act, the following are designated as industrial establishments:
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
all branches, sections and other divisions listed in Schedule I.
Exemption from Group Termination
Every employer shall be exempt from the application of Division IX of the Act in respect of the termination of employment of
employees employed on a seasonal basis; or
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
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
the employee is absent from employment as a result of a lay-off that is not a termination under these Regulations; or
the employer permits or condones the employee’s absence from employment.
Complaint for Unjust Dismissal
For the purposes of paragraph 240(3)(b) of the Act, the following circumstances are prescribed:
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
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
For the purposes of paragraph 247.99(3)(b) of the Act, the following circumstances are prescribed:
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
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
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
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
the lay-off is a result of a strike or lockout;
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;
the term of the lay-off is three months or less;
the term of the lay-off is more than three months and the employer
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
recalls the employee to his employment in accordance with subparagraph (i);
the term of the lay-off is more than three months and
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,
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,
the employee receives supplementary unemployment benefits, or
the employee would be entitled to supplementary unemployment benefits but is disqualified from receiving them pursuant to the Employment Insurance Act; or
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.
[Repealed]
[Repealed]
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.
Regular Hours of Work (Severance Pay and Individual Termination of Employment)
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.
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.
no general holiday occurs;
no annual vacation is taken by the employee; and
the employee was not absent from work for any other reason.
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.
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.
Immediate Family
For the purpose of subsection 210(1) of the Act, immediate family means, in respect of an employee,
the employee’s spouse or common-law partner;
the employee’s father and mother and the spouse or common-law partner of the father or mother;
the employee’s children and the children of the employee’s spouse or common-law partner;
the employee’s grandchildren;
the employee’s brothers and sisters;
the grandfather and grandmother of the employee;
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
any relative of the employee who resides permanently with the employee or with whom the employee permanently resides.
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.
[Repealed]
Medical Leave with Pay
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:
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.
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:
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.
Work-related Illness and Injury
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.
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.
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.
Service of Documents
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:
sending the document by courier;
sending the document by fax or other electronic means; or
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.
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.
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:
an acknowledgement of service signed by or on behalf of the person served, specifying the date and location of service;
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;
a receipt issued by a courier setting out the date on which the document was sent; or
a record of electronic transmission setting out the date and time of transmission.
Service of the document is deemed to have been effected
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
Canadian 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
General Manager International
Commercial
Montreal, Quebec
150 Henry Avenue
Winnipeg, Manitoba
Engineering
Police Services
Safety & Regulatory Affairs
Supply Services
Training
Human Resources
Administration
General Yard Office
Alyth Yard
Calgary, Alberta
Service Area Manager
Field Operations
Service Area Manager
Mechanical
Safety & Regulatory Affairs
Transportation
Administration
General Yard Office
Port Coquitlam Operation
Port Coquitlam, British Columbia
Service Area Manager
Field Operations
Mechanical
Safety & Regulatory Affairs
Commercial
Administration
Manitoba Service Area
Winnipeg Operation
Winnipeg, Manitoba
Service Area Manager
Manager Road Operations
Manager Yard Operations
Field Operations
Mechanical
Engineering
Manitoba Service Area
Brandon Operation
Brandon, Manitoba
Manager Road Operations
Field Operations
Mechanical
Engineering
Northern Ontario Service Area
Thunder Bay Operation
Thunder Bay, Ontario
Manager Road Operations
Field Operations
Mechanical
Engineering
Safety and Regulatory Affairs
Commercial
Southern Ontario Service Area
Sudbury Operation
Sudbury, Ontario
Manager Road Operations
Field Operations
Mechanical
Engineering
Commercial
Manitoba Service Area
Kenora Operation
Kenora, Ontario
Manager Road Operations
Field Operations
Engineering
Northern Ontario Service Area
Thunder Bay Operation
Thunder Bay, Ontario
Service Area Manager
Field Operations
Mechanical
Engineering
Northern Ontario Service Area
Schreiber Operation
Schreiber, Ontario
Manager Road Operations
Field Operations
Engineering
Northern Ontario Service Area
Chapleau Operation
Chapleau, Ontario
Manager Road Operations
Field Operations
Mechanical
Engineering
Grain Office
Winnipeg, Manitoba
General Manager
Commercial
Customer Service Team
Winnipeg, Manitoba
Director
Human Resources
Saskatchewan Service Area
Moose Jaw Operation
Moose Jaw, Saskatchewan
Service Area Manager
Manager Yard and Road Operations
Mechanical
Engineering
Safety and Regulatory Affairs
Saskatchewan Service Area
Saskatoon Operation
Saskatoon, Saskatchewan
Manager Road Operations
Field Operations
Mechanical
Engineering
Commercial
Alberta Service Area
Lethbridge Operation
Calgary, Alberta
Manager Road Operations
Field Operations
Mechanical
Alberta Service Area
Medicine Hat Operation
Medicine Hat, Alberta
Manager Road Operations
Field Operations
Mechanical
Alberta Service Area
Edmonton Operation
Edmonton, Alberta
Manager Road Operations
Mechanical
Commercial
Alberta Service Area
Alyth Yard
Calgary, Alberta
Manager Road Operations
Manager Yard Operations
Field Operations
Engineering Building
Alyth Yard
Calgary, Alberta
Service Area Manager
BC Interior Service Area
Revelstoke Operation
Revelstoke, British Columbia
Service Area Manager
Field Operations
Mechanical
Engineering
Administration
Vancouver Service Area
Port Coquitlam Operation
Port Coquitlam, British Columbia
Service Area Manager
Manager Road and Yard Operations
Field Operations
Vancouver Service Area
Consolidated Fastfrate
Port Coquitlam Operation
Port Coquitlam, British Columbia
Service Area Manager
Engineering
Safety & Regulatory Affairs
Environmental Affairs
Administration
Chemetron Railway Products Surrey Welding Plant
Surrey, British Columbia
Engineering
BC Interior Service Area
Kootenay Valley Railway Operation
Nelson, British Columbia
Manager
Field Operations
Mechanical
Engineering
Vancouver Service Area
Kamloops Operation
Kamloops, British Columbia
Manager Road Operations
Field Operations
Engineering
Commercial
Administration
BC Interior Service Area
Cranbrook Operation
Cranbrook, British Columbia
Manager Road Operations
Field Operations
Mechanical
Engineering
Administration
Vancouver Service Area
Roberts Bank Operation
Field Operations
Mechanical
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
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
Freight Claims
Toronto, Ontario
Manager
Central Parkway
Mississauga, Ontario
Commercial
Business Development
Planning and Information Department
Human Resources
Supply Services
Finance
Expressway
Engineering
Tronicus
Intermodal East
Lachine Terminal
Lachine, Quebec
Terminal Manager
Intermodal East
Vaughan Terminal
Kleinburg, Ontario
Director Intermodal Operations East
Terminal Manager
Intermodal East
Obico Container Terminal
Etobicoke, Ontario
Terminal Manager
Intermodal West
Thunder Bay Terminal
Thunder Bay, Ontario
Intermodal West
Dryden Terminal
Dryden, Ontario
Intermodal West
Winnipeg Terminal
Winnipeg, Manitoba
Terminal Manager
Intermodal West
Regina Terminal
Regina, Saskatchewan
Terminal Manager
Intermodal West
Saskatoon Terminal
Saskatoon, Saskatchewan
Terminal Supervisor
Intermodal West
Calgary Terminal
Calgary, Alberta
Terminal Manager
Intermodal West
Edmonton Terminal
Edmonton, Alberta
Terminal Supervisor
Intermodal West
Vancouver Intermodal Facility
Coquitlam, British Columbia
Terminal Manager
Progress Rail
Winnipeg, Manitoba
Winnipeg Car Shop
Winnipeg, Manitoba
Service Area Manager
Winnipeg Locomotive Shop
Winnipeg, Manitoba
Service Area Manager
Logan Work Equipment Repair Shop
Winnipeg, Manitoba
Shop Manager
Chemetron Railway Products
Transcona Welding Facility
Winnipeg, Manitoba
Engineering
Alstom Shops
Calgary, Alberta
Alberta Service Area
Calgary, Alberta
Alyth Diesel Shop
Process Manager
Alyth Car Shop
Process Manager
Alberta Service Area
Lethbridge, Alberta
Mechanical
BC Interior Service Area
Golden, British Columbia
Service Area Manager
Mechanical
Yard Manager
Field Operations
Engineering
Vancouver Service Area
Port Coquitlam, British Columbia
Coquitlam Locomotive Facility
Service Area Manager
Mechanical
Vancouver Service Area
Port Coquitlam, British Columbia
Coquitlam Car Facility
Production Manager
Mechanical
Engineering
Eastern Region
Montreal, Quebec
Police Services
Superintendent
Eastern Region
Toronto, Ontario
Police Services
Sergeant
Western Region
Winnipeg, Manitoba
Police Services
Sergeant
Western Region
Calgary, Alberta
Police Services
Superintendent
Western Region
Vancouver, British Columbia
Police Services
Inspector
Granville Square
Vancouver, British Columbia
Real Estate
Freight Claims
Supply Services
Commercial
Human Resources
Administration
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
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
Montreal Service Area
Montreal, Quebec
Service Area Manager
Field Operations
Administration
Safety and Regulatory Affairs
Montreal Service Area
Montreal, Quebec
Service Area Manager
Mechanical
Administration
Montreal Service Area
Montreal, Quebec
Service Area Manager
Engineering
Administration
Montreal Service Area
Smiths Falls, Ontario
Manager Road Operations
Field Operations
Engineering
Administration
Southern Ontario Service Area
Toronto, Ontario
Manager Road Operations
Manager Yard Operations
Field Operations
Administration
Southern Ontario Service Area
Toronto, Ontario
Car Shop
Service Area Manager
Mechanical
Southern Ontario Service Area
Toronto, Ontario
Diesel Shop
Service Area Manager
Mechanical
Administration
Southern Ontario Service Area
Toronto, Ontario
Service Area Manager
Engineering
Administration
Southern Ontario Service Area
London, Ontario
Manager Road Operations
Field Operations
Engineering
Administration
Southern Ontario Service Area
Windsor, Ontario
Manager Road Operations
Field Operations
Mechanical
Engineering
Administration
Canadian 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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
CN Headquarters Telecommunications, Toronto, Ontario
General Manager
Purchases and Stores Department — System
Purchasing and Stores — Atlantic Region
Purchasing Agent
Regional Manager — Materials
Purchasing and Stores — St. Lawrence Region
Purchasing Agent
Regional Manager — Materials
Purchasing and Stores — Great Lakes Region
Purchasing Agent
Regional Manager — Materials
Purchasing and Stores — Prairie Region
Purchasing Agent
Regional Manager — Materials
Purchasing and Stores — Mountain Region
Purchasing Agent
Regional Manager — Materials
Main Equipment Shops — Montreal, Quebec
General Works Manager
Works Manager
Assistant Works Manager — Car
Assistant Works Manager — Motive Power
Main Equipment Shops — Winnipeg, Manitoba
General Works Manager
Works Manager
Assistant Works Manager — Car
Assistant Works Manager — Motive Power
Accounting
System
Vice-President Accounting and Finance, Montreal, Quebec
Region
Regional Comptroller
Via 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
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)
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)
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)
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)
Maintenance — Halifax
Halifax Maintenance Centre
Equipment Maintenance Department
Line points — Gaspé and Matapedia
Maintenance — Montreal
Montreal Maintenance Centre
Equipment Maintenance Department
Line points — Mont-Joli, Quebec City and Ottawa
Maintenance — Toronto
Toronto Maintenance Centre
Equipment Maintenance Department
Line points — Windsor, Sarnia, London and Union Station
Maintenance — Winnipeg
Winnipeg Maintenance Centre
Equipment Maintenance Department
Line points — The Pas, Manitoba and Churchill, Manitoba
Maintenance — Vancouver
Vancouver Maintenance Centre
Equipment Maintenance Department
Line points — Prince Rupert, British Columbia and Jasper, Alberta
Air 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
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
[Repealed, SOR/2014-305, s. 10]
Bell Canada
Industrial Establishments
Bell Canada
Ontario Region
Centre – Area Code 416 (Toronto Excluded)
Craft Employees (CEP)
Bell Canada
Ontario Region
Centre – Area Code 416 (Toronto Excluded)
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Ontario Region
Centre – Area Code 416 (Toronto Excluded)
Management Employees
Bell Canada
Ontario Region
Metro Toronto – Area Code 416
Craft Employees (CEP)
Bell Canada
Ontario Region
Metro Toronto – Area Code 416
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Ontario Region
Metro Toronto – Area Code 416
Management Employees
Bell Canada
Ontario Region
South West – Area Code 519
Craft Employees (CEP)
Bell Canada
Ontario Region
South West – Area Code 519
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Ontario Region
South West – Area Code 519
Management Employees
Bell Canada
Ontario Region
East – Area Code 613
Craft Employees (CEP)
Bell Canada
Ontario Region
East – Area Code 613
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Ontario Region
East – Area Code 613
Management Employees
Bell Canada
Ontario Region
North – Area Codes 705 & 807
Craft Employees (CEP)
Bell Canada
Ontario Region
North – Area Codes 705 & 807
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Ontario Region
North – Area Codes 705 & 807
Management Employees
Bell Canada
Ontario Region
Centre – Area Code 905
Craft Employees (CEP)
Bell Canada
Ontario Region
Centre – Area Code 905
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Ontario Region
Centre – Area Code 905
Management Employees
Bell Canada
Ontario Region (Quebec — Operational Groups)
All Area Codes
Craft & Operator Services Employees (CEP)
Clerical & Associated Employees and Sales (CTEA)
Management Employees
Corporate Centre
Ontario Region
Centre – Area Code 416 (Toronto Included)
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Corporate Centre
Ontario Region
South West, East and Centre – Area Codes 519, 613 & 905
Clerical & Associated Employees (CTEA)
Management Employees
Network Operations
Ontario Region
Centre – Area Code 416 (Toronto Included)
Craft Employees (CEP)
Network Operations
Ontario Region
Centre – Area Code 416 (Toronto Included)
Clerical & Associated Employees (CTEA)
Network Operations
Ontario Region
Centre – Area Code 416 (Toronto Included)
Management Employees
Network Operations
Ontario Region
South West – Area Code 519
Craft Employees (CEP)
Network Operations
Ontario Region
South West – Area Code 519
Clerical & Associated Employees (CTEA)
Network Operations
Ontario Region
South West – Area Code 519
Management Employees
Network Operations
Ontario Region
North – Area Codes 705 & 807
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Network Operations
Ontario Region
East – Area Code 613
Craft Employees (CEP)
Network Operations
Ontario Region
East – Area Code 613
Clerical & Associated Employees (CTEA)
Network Operations
Ontario Region
East – Area Code 613
Management Employees
Network Operations
Ontario Region
Centre – Area Code 905
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Bell Canada
Quebec Region (Ontario — Operational Groups)
All Area Codes
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Bell Canada
Quebec Region
East – West – North – Area Codes 819 & 418
Craft Employees (CEP)
Bell Canada
Quebec Region
East – West – North – Area Codes 819 & 418
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Quebec Region
East – West – North – Area Codes 819 & 418
Management Employees
Bell Canada
Quebec Region
Metro (Montreal Excluded) – Area Code 450
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Bell Canada
Quebec Region
Montreal – Area Code 514
Craft & Operator Services Employees (CEP)
Bell Canada
Quebec Region
Montreal – Area Code 514
Clerical & Associated Employees and Sales (CTEA)
Bell Canada
Quebec Region
Montreal – Area Code 514
Management Employees
Corporate Centre
Quebec Region
All Area Codes
Craft Employees (CEP)
Clerical Employees (CTEA)
Corporate Centre
Quebec Region
All Area Codes
Management Employees
Network Operations
Quebec Region
East – West – North – Area Codes 819 & 418
Craft Employees (CEP)
Network Operations
Quebec Region
East – West – North – Area Codes 819 & 418
Clerical Employees (CTEA)
Management Employees
Network Operations
Quebec Region
Metro (Montreal Excluded) – Area Code 450
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Network Operations
Quebec Region
Montreal – Area Code 514
Craft Employees (CEP)
Network Operations
Quebec Region
Montreal – Area Code 514
Clerical & Associated Employees (CTEA)
Network Operations
Quebec Region
Montreal – Area Code 514
Management Employees
Bell Canada
Western Region
Calgary
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
Bell Canada
Western Region
Vancouver
Craft Employees (CEP)
Clerical & Associated Employees (CTEA)
Management Employees
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
Leave related to pregnancy loss
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.
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]
The maximum number of hours that may be worked:
in a week
in a work schedule
The method of calculating holiday pay is:
Date the work schedule comes into effect: / /
Date the work schedule expires: / /
Date the notice was posted: / /
Note:
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.
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.
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.
[Repealed]