We have reported on the changes to the Canada Labour Code (Code) which came into effect on July 29, 2019 and on September 1, 2019. The federal government has published new Interpretations, Policies and Guidelines (IPGs) in support of some of these changes, as well as a summary of various amendments which have not yet been proclaimed into force and their anticipated in force dates. Proposed regulations for the incoming Part IV, Administrative Monetary Penalties, of the Code have also been recently published for comment.
Publication Name: Federal Post
Part ll (Occupational Health and Safety) of the Canada Labour Code Now Applies to PESRA Employers
Effective July 29, 2019, the occupational health and safety provisions of the Canada Labour Code now apply to specified employers and employees under the Parliamentary Employment and Staff Relations Act (PESRA).
Further Amendments to the Canada Labour Code Now In Force
On July 29, 2019, a number of amendments to the Canada Labour Code enacted by Bill C-44, the Budget Implementation Act, 2017, No. 1, came into force. The amendments relate to changes to the powers of the Canada Industrial Relations Board, complaints relating to reprisals and the elimination of the role of appeals officers. Learn more in this Federal Post.
Significant Canada Labour Code Reforms to Come Into Force September 1, 2019
The federal government has proclaimed September 1, 2019 as the coming into force date for several changes to the Canada Labour Code (Code) as enacted by Bill C-63, the Budget Implementation Act, 2017, No. 2 (Bill C-63). As a result of co-ordinated coming into force provisions, a number of substantive amendments to the Code contained in Bill C-86, the Budget Implementation Act, 2018, No. 2 (Bill C-86) will also come into force on September 1, 2019.
Federal Update: What Employers Need To Know
In this edition of the Federal Post, we discuss a case recently argued at the Supreme Court of Canada that will consider the scope of the “workplace” under the Canada Labour Code.
Proposed Violence and Harassment Regulations Open for Comment
On April 27, 2019, the government of Canada published proposed regulations for comment concerning harassment and violence prevention in the workplace.
The Right to Disconnect and More: Final Federal Post of 2018
In this smartphone and email-intensive world, should there be a “right to disconnect”? In our final Federal Post of 2018, George Vuicic looks at this question, which was discussed in the federal government’s recent report on modernizing federal labour standards. Find out what’s happening on the legislative front. Kim Pepper reviews new legislation requiring the…
Federal Government Proposes Significant Workplace Law Reforms
On October 29, 2018, the federal government tabled Bill C-86, the Budget Implementation Act, 2018, No. 2, omnibus legislation giving effect to certain initiatives in its 2018 Federal Budget. If passed, the Bill will make substantial changes to the Canada Labour Code and enact a federal Pay Equity Act, among other things. For federally regulated…
A Changing Legislative Landscape
Welcome to the latest issue of our Federal Post. In this issue we discuss: best practices for minimizing the risk of workplace sexual harassment, the new prohibition on use of vaping products in federally regulated workplaces, latest developments on the serious sanctions under the Canada Labour Code (Code) and the Criminal Code for health and safety violations, being proactive about Code compliance in light of the incoming power of the Minister of Labour to order an employer to perform an internal audit – see our Code “Compliance Checklist”
Changes to the Canada Labour Code and PIPEDA are Coming
In this issue of our Federal Post, we discuss amendments to the Canada Labour Code which will introduce new leaves as well as new obligations for federal employers regarding workplace harassment and violence, among other things. We also look at how adjudicators have interpreted the unjust dismissal world after the decision of the Supreme Court of Canada in Wilson v. Atomic Energy of Canada. And finally, we remind you about the incoming obligations regarding data breach under PIPEDA.