New Record-Keeping Requirements under Amended Canada Labour Code Regulations, and More

On March 16, 2022, the federal government published regulations amending the Canada Labour Standards Regulations, the Standards for Work-Integrated Learning Activities Regulations, and the Administrative Monetary Penalties (Canada Labour Code) Regulations to align them with certain amendments made to Part III of the Canada Labour Code (Code) on September 1, 2019. The Code amendments related…

Beyond COVID-19: 2021 Year in Review – Cases and Legislation of Note

Employers and human resource professionals will undoubtedly remember 2021 as another year shaped by the pandemic. But … there were also legal developments in 2021 that were not related to COVID-19. In this FTR Now, we look at some of the year’s notable “non-pandemic” cases and legislative developments of interest.

Federal Bill C-3 Passes, Includes Amended Medical Leave Provisions

We reported on Bill C-3, An Act to amend the Criminal Code and the Canada Labour Code when it was tabled in late November: Federal Government Tables Bill to Provide 10 Days Paid Sick Leave and to Protect Healthcare Workers From Intimidation. Bill C-3 has now passed, with amendments made at Committee to the Canada…

Federal Government Tables Bill to Provide 10 Days Paid Sick Leave and to Protect Healthcare Workers From Intimidation

On November 26, 2021, the federal government tabled Bill C-3, An Act to amend the Criminal Code and the Canada Labour Code. Amendments to the Canada Labour Code If passed, Bill C-3 would amend the Canada Labour Code (Code) to provide employees in federally regulated industries with up to 10 days of paid medical leave….

Canada Labour Code COVID-19 Leave Extended by an Additional 4 Weeks

The COVID-19 leave available under the Canada Labour Code has been extended an additional 4 weeks, from 24 weeks to 28 weeks, effective September 4, 2020. This change is to align the leave with the recent increase to the number of weeks an employee can receive the Canada Emergency Response Benefit (CERB).

Represented a financial institution in successfully having an unjust dismissal complaint before the Canada Industrial Relations Board dismissed, on the basis that the Board lacked jurisdiction to hear the complaint because the complainant previously filed a complaint under Part II of the Canada Labour Code.

Represented a financial institution in successfully having an unjust dismissal complaint before the Canada Industrial Relations Board dismissed, on the basis that the Board lacked jurisdiction to hear the complaint because the complainant previously filed a complaint under Part II of the Canada Labour Code.

Canada Labour Code COVID-19 Leave to be Extended by 8 Weeks

The federal Labour Program website related to COVID-19 states that the COVID-19 Canada Labour Code leave may be extended an additional 8 weeks (currently at 16 weeks) effective July 10, to align the leave with the recent increase to the maximum number of weeks a worker can receive the Canada Emergency Response Benefit (CERB). This…

New Leave Relating to COVID-19 under Canada Labour Code

On March 25, 2020, the federal government passed Bill C-13, COVID-19 Emergency Response Act, which contains various fiscal and other measures designed to deal expeditiously with the COVID-19 pandemic in Canada. Included among these measures is an amendment to the Canada Labour Code (Code) which provides an unpaid leave of up to 16 weeks for employees who are unable or unavailable to work for reasons related to COVID-19. The COVID-19 Leave came into force on March 25, 2020.