CANADA LABOUR CODECanada Labour Standards RegulationsRegulations Respecting Hours of Work, Wages, Annual Vacations, General Holidays, Reassignment, Maternity Leave and Parental Leave, Bereavement Leave, Group and Individual Termination of Employment and Severance Pay, Work-Related Illness and Injury in Federal Works, Undertakings and BusinessesSHORT TITLEThese Regulations may be cited as the Canada Labour Standards Regulations.INTERPRETATIONIn these Regulations,Act means Part III of the Canada Labour Code; (Loi)Director[Repealed, SOR/94-668, s. 2]post means, in respect of a document, to post in readily accessible places where the document is likely to be seen by the employees to whom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)Where, under these Regulations, any notice, application or other document is required or authorized to be filed with or sent to the regional director, it shall be filed with or sent to the regional director whose office is located at the city nearest to the place where the employee concerned resides.
SOR/91-461, s. 2;
SOR/94-668, s. 2.
EXCLUSION OF PROFESSIONSDivision 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).
MODIFIED WORK SCHEDULEA notice that is required by subsection 170(3) or 172(3) of the Act to be posted before a work schedule takes effect shall contain the information set out in Schedule III.
SOR/78-560, s. 2;
SOR/91-461, s. 4;
SOR/94-668, s. 3.
Where, 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 written agreement shall be dated and contain the information set out in Schedule III.Where, in accordance with subsection 170(2) or 172(2) of the Act, at least 70 per cent of the employees affected by the establishment or modification of a work schedule have approved that work schedule, the employer shall post a notice of the new work schedule containing the information set out in Schedule III.
SOR/91-461, s. 5;
SOR/94-668, s. 3.
AVERAGINGWhere 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 employeeshave no regularly scheduled daily or weekly hours of work, orhave 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; andprovide a copy of the notice to the regional director 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; andthe overtime rate established pursuant to section 174 of the Act shall be paid for all 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.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 dayof bereavement leave with pay;of annual vacation with pay;of leave of absence with pay under subsection 205(2) of the Act;of general or other holiday with pay; orthat 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 weekof annual vacation with pay;of leave of absence with pay under subsection 205(2) of the Act; orthat is normally a working week 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 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.Where, during the averaging period, an employer lays off or terminates the employment of an employee whose hours of work are averaged pursuant to subsection (1), the employer shall pay the employee at the overtime rate of wages established under section 174 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; andprovided a copy of the notice to the regional director and every trade union representing any affected employees who are subject to a collective agreement.Where, 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 pay those employees, at the overtime rate established pursuant to section 174 of the Act, for any hours worked in excess of 40 times the number of weeks in the completed part of the averaging period.
SOR/91-461, s. 6;
SOR/94-668, s. 3;
SOR/2002-113, s. 1(F).
Notwithstanding the requirements of these Regulations, section 174 of the Act does not apply in circumstances where there is an established work practice thatrequires 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; orpermits an employee to work in excess of standard hours as the result of his exchanging a shift with another employee.
SOR/91-461, s. 7.
WEEKLY RESTWhere 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 Minister 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.
SOR/91-461, s. 8;
SOR/94-668, s. 4.
During an averaging period, hours of work may be scheduled and actually worked without regard to section 173 of the Act.
SOR/91-461, s. 8.
EMPLOYEES UNDER 17 YEARS OF AGE[SOR/91-461, s. 9]An employer may employ a person under the age of 17 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 ifhe is not required, under the law of the province in which he is ordinarily resident, to be in attendance at school; andthe work in which he is to be employedis not carried on underground in a mine,would not cause him to be employed in or enter a place that he is prohibited from entering under the Explosives Regulations,is not work as a nuclear energy worker as defined in the Nuclear Safety and Control Act,is not work under the Canada Shipping Act that he is prohibited by reason of age from doing, oris not likely to be injurious to his health or to endanger his safety.An employer may not cause or permit an employee under the age of 17 years to work between 11 p.m. on one day and 6 a.m. on the following day.
SOR/80-687, s. 1;
SOR/81-284, s. 1;
SOR/86-477, s. 1;
SOR/91-461, s. 10;
SOR/96-167, s. 1;
SOR/99-337, s. 1;
SOR/2002-113, s. 2.
[Repealed, SOR/99-337, s. 1][Repealed, SOR/91-461, s. 10]APPRENTICESHIPAn 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 PAYAn 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.
SOR/91-461, s. 12.
ANNUAL VACATIONSAn 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 ofthe dates of commencement and expiry of the year of employment; andthe method of calculating the length of vacation and the vacation pay for a period of employment of less than 12 consecutive months.
SOR/94-668, s. 5.
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 includingthe date employment began, for an employee who became an employee after the commencement date of the year of employment referred to in subsection (1); orthe 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 vacation pay to an employee who is entitled to an annual vacation with vacation paywithin the 14 days before the beginning of the vacation; oron the regular pay day during or immediately following the vacation where it is not practicable to comply with paragraph (a) or where it is an established practice in the industrial establishment in which the employee is employed to pay vacation pay on the regular pay day during or immediately following the vacation.
SOR/94-668, s. 5;
SOR/2002-113, s. 4(E).
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.
SOR/91-461, s. 13;
SOR/94-668, s. 5.
GENERAL HOLIDAYSA notice of substitution of a general holiday required to be posted pursuant to subsection 195(3) of the Act shall containthe 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; anda 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.
SOR/91-461, s. 14;
SOR/94-668, s. 5.
Where, in accordance with subsection 195(1) of the Act, any other holiday 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).
SOR/94-668, s. 5.
REGULAR RATE OF WAGES FOR PURPOSES OF GENERAL HOLIDAYS AND BEREAVEMENT LEAVEFor the purposes of subsections 196(2) and (3) and 210(2) 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 bethe average of the employee’s daily earnings exclusive of overtime for the 20 days the employee has worked immediately preceding a general holiday or the first day of bereavement leave; oran amount calculated by a method agreed on under or pursuant to a collective agreement that is binding on the employer and the employee.
SOR/79-309, s. 1;
SOR/91-461, s. 15.
For the purposes of section 197 and paragraph 198(a) of the Act, where the hours of work of an employee whose wages are calculated on a daily or hourly basis differ from day to day, or where the employee’s wages are calculated on a basis other than time, the regular rate of wages for a holiday shall bethe average of his daily earnings exclusive of overtime for the 20 days he has worked immediately preceding the holiday; oran 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.
MULTI-EMPLOYER EMPLOYMENT[SOR/91-461, s. 17]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 for at least 15 days or 120 hours of work in the 30 calendar days immediately preceding a general holiday, the employee is entitled to and shall be paid by the multi-employer unit an amount of not less than eight times his basic hourly wage rate for such employment.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.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.The Minister may by order designate an association of employers as a multi-employer unit for any port or ports ifthe 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; andthe 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 section 206, subsections 210(2), 230(1) and 235(1), paragraphs 239(1)(a) and 240(1)(a) and section 247.5 of the Act, if an employee is engaged in multi-employer employment, that employee is deemed to be continuously employed.
SOR/78-560, s. 3;
SOR/81-473, s. 1;
SOR/91-461, s. 18;
SOR/2002-113, s. 5;
SOR/2009-194, s. 1.
Previous VersionDETERMINATION OF HOURLY RATE OF WAGESSubject 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.The regular hourly rate of wages for the purposes of sections 174, 197, 198 and 202 of the Act may be the rate agreed on under or pursuant to 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, general holiday pay, other holiday pay, bereavement leave pay and wages paid for any hours of overtime; andthe number of hours required to perform the work does not include hours for which an overtime rate of wages has been paid.
SOR/79-309, s. 3;
SOR/91-461, s. 19.
BOARD, LIVING QUARTERS AND OTHER REMUNERATIONWhere 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 exceedfor board, $0.50 for each meal; andfor living quarters, $0.60 per day.
SOR/91-461, s. 19;
SOR/94-668, s. 6.
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 Minister.PAYMENT OF WAGES, VACATION OR HOLIDAY PAY OR OTHER REMUNERATION WHEN EMPLOYEE CANNOT BE FOUNDWhere 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 Minister and such payment shall be deemed to be payment to the employee.Prior to paying the wages to the Minister 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 Minister 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 Minister may authorize payments out of the Account to any employee whose wages are held therein.The Minister shall keep a record of receipts and disbursements from the Labour Standards Suspense Account.
SOR/91-461, s. 20.
KEEPING OF RECORDSEvery 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 where the employee is under the age of 17 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 isexcluded from the application of Division I of the Act by or under subsection 167(2) of the Act, orexempt 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, with a recording of amounts paid for overtime, vacation pay, general holiday pay, bereavement leave pay, termination pay and severance pay;the payments made each pay day after deductions, with clear details of the deductions made;the dates of commencement and termination of annual vacations, and the year of employment in respect of which each such vacation is given;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);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;the dates of commencement and termination of any leave granted to the employee under Division VII of the Act, a copy of any notice concerning the leave and any medical certificate submitted by the employee in respect of that leave;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 general holiday or other holiday with pay granted to the employee pursuant to Division V of the Act, any notice of substitution of a general holiday required to be posted pursuant to section 195 of the Act, and, in respect of employees not subject to a collective agreement, proof of agreement for the substitution of a general holiday by at least 70 per cent of affected employees;where hours of work are averaged pursuant to section 6, any notice concerning the averaging of hours of work, details of any reductions in the standard and maximum hours of work made pursuant to 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 established by section 174 of the Act;the employer’s pay periods;a copy of any medical certificate provided in respect of sick leave and any request made for the certificate by the employer in accordance with paragraph 239(1)(c) of the Act, and any notice of termination of employment or intention to terminate employment given in accordance with Division IX or X of the Act;the dates of any bereavement leave granted to an employee pursuant to Division VIII of the Act;any notice of a work schedule that is required to be posted by subsection 170(3) or 172(3) of the Act, and proof of agreement to the work schedule by at least 70 per cent of the affected employees; andwith 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 a copy of any notice concerning the leave,a copy of any medical certificate submitted by the employee in respect of that leave,a copy of any document provided under section 247.7 of the Act, anda 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 qualified medical practitioner indicating that the employee is fit to return to work; andthe 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.An employer shall preserve the confidentiality of any certificate of a qualified medical practitioner provided to the employer concerning an employee.
SOR/78-560, s. 4;
SOR/91-461, s. 21;
SOR/94-668, s. 7;
SOR/2009-194, s. 2.
Previous VersionNOTICES TO BE POSTEDWhere a permit is granted by the Minister 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.Every employer shall post copies of the policy statement referred to in section 247.4 of the Act.
SOR/91-461, s. 22;
SOR/94-668, s. 8.
NOTICE OF GROUP TERMINATION[SOR/91-461, s. 23]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 outthe 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; andthe reason for the termination of employment.
SOR/91-461, s. 24.
INDUSTRIAL ESTABLISHMENT FOR GROUP TERMINATION[SOR/91-461, s. 25(F)]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; andall 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[SOR/91-461, s. 27(F)]Every employer shall be exempt from the application of Division IX of the Act in respect of the termination of employment ofemployees employed on a seasonal basis; oremployees employed on an irregular basis under an arrangement whereby the employee may elect to work or not to work when requested to do so.
SOR/91-461, s. 28.
CONTINUITY OF EMPLOYMENT (ANNUAL VACATIONS, MATERNITY AND PARENTAL LEAVE, COMPASSIONATE CARE LEAVE, BEREAVEMENT LEAVE, INDIVIDUAL TERMINATION OF EMPLOYMENT, SEVERANCE PAY, SICK LEAVE AND UNJUST DISMISSAL)[SOR/94-668, s. 9; SOR/2002-113, s. 7; SOR/2006-231, s. 1]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 ifthe employee is absent from employment as a result of a lay-off that is not a termination under these Regulations; orthe employer permits or condones the employee’s absence from employment.
SOR/91-461, s. 29;
SOR/2009-194, s. 3.
Previous VersionLAY-OFFS THAT ARE NOT TERMINATION FOR THE PURPOSES OF SEVERANCE PAY, GROUP OR INDIVIDUAL TERMINATION OF EMPLOYMENT[SOR/91-461, s. 30(F)]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 wherethe 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 employernotifies 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, andrecalls the employee to his employment in accordance with subparagraph (i);the term of the lay-off is more than three months andthe 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, orthe employee would be entitled to supplementary unemployment benefits but is disqualified from receiving them pursuant to the Employment Insurance Act; orthe 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.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.
SOR/82-747, s. 1;
SOR/86-628, s. 2(F);
SOR/91-461, s. 31;
SOR/2006-231, s. 2.
Previous VersionREGULAR HOURS OF WORK (SEVERANCE PAY AND INDIVIDUAL TERMINATION OF EMPLOYMENT)[SOR/91-461, s. 32(F)]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.For the purposes of subsections (1) and (2), a complete week is one in whichno general holiday occurs;no annual vacation is taken by the employee; andthe employee was not absent from work for any other reason.
SOR/79-309, s. 5;
SOR/91-461, s. 33.
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.
SOR/79-309, s. 6;
SOR/86-628, s. 3(E);
SOR/91-461, s. 34;
SOR/94-668, s. 10.
IMMEDIATE FAMILYFor 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; andany 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.
SOR/78-560, s. 5;
SOR/91-461, s. 35;
SOR/2001-149, s. 1;
SOR/2002-113, s. 8(E).
WORK-RELATED ILLNESS AND INJURYThe employer’s obligation under subsection 239.1(3) of the Act begins on the date that, according to a certificate from the qualified medical 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 an inspector 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.
1.Corporate OfficesGulf Canada SquareCalgary, AlbertaChairman and President’s OfficeSecretaryExecutive Vice-President & Chief Operating OfficerExecutive Vice-President & Chief Financial OfficerSenior Vice-President OperationsSenior Vice-President Marketing & SalesVice-President Strategy & Law & Corporate SecretaryVice-President Transportation/Field OperationsVice-President Communications & Public AffairsVice-President Human Resources & Industrial RelationsVice-President Information ServicesVice-President Business Planning & DevelopmentVice-President Customer ServiceVice-President Supply ServicesVice-President Intermodal & AutomotiveVice-President CarloadVice-President BulkVice-President Real EstateAssistant Vice-President Mechanical OperationsAssistant Vice-President Engineering OperationsDirector Environmental ServicesDirector General Claims AgentDirector Intermodal Operations WestOccupational and Environmental HealthPolice ServicesAdministrative ServicesTronicus2.General Manager InternationalCommercialMontreal, Quebec3.150 Henry AvenueWinnipeg, ManitobaEngineeringPolice ServicesSafety & Regulatory AffairsSupply ServicesTrainingHuman ResourcesAdministration4.General Yard OfficeAlyth YardCalgary, AlbertaService Area ManagerField OperationsService Area ManagerMechanicalSafety & Regulatory AffairsTransportationAdministration5.General Yard OfficePort Coquitlam, British ColumbiaService Area ManagerField OperationsMechanicalSafety & Regulatory AffairsCommercialAdministration6.Manitoba Service AreaWinnipeg OperationWinnipeg, ManitobaService Area ManagerManager Road OperationsManager Yard OperationsField OperationsMechanicalEngineering7.Manitoba Service AreaBrandon OperationBrandon, ManitobaManager Road OperationsField OperationsMechanicalEngineering8.Northern Ontario Service AreaThunder Bay OperationThunder Bay, OntarioManager Road OperationsField OperationsMechanicalEngineeringSafety and Regulatory AffairsCommercial9.Southern Ontario Service AreaSudbury OperationSudbury, OntarioManager Road OperationsField OperationsMechanicalEngineeringCommercial10.Manitoba Service AreaKenora OperationKenora, OntarioManager Road OperationsField OperationsEngineering11.Northern Ontario Service AreaThunder Bay OperationThunder Bay, OntarioService Area ManagerField OperationsMechanicalEngineering12.Northern Ontario Service AreaSchreiber OperationSchreiber, OntarioManager Road OperationsField OperationsEngineering13.Northern Ontario Service AreaChapleau OperationChapleau, OntarioManager Road OperationsField OperationsMechanicalEngineering14.Grain OfficeWinnipeg, ManitobaGeneral ManagerCommercial15.Customer Service TeamWinnipeg, ManitobaDirectorHuman Resources16.Saskatchewan Service AreaMoose Jaw OperationMoose Jaw, SaskatchewanService Area ManagerManager Yard and Road OperationsMechanicalEngineeringSafety and Regulatory Affairs17.Saskatchewan Service AreaSaskatoon OperationSaskatoon, SaskatchewanManager Road OperationsField OperationsMechanicalEngineeringCommercial18.Alberta Service AreaLethbridge OperationCalgary, AlbertaManager Road OperationsField OperationsMechanical19.Alberta Service AreaMedicine Hat OperationMedicine Hat, AlbertaManager Road OperationsField OperationsMechanical20.Alberta Service AreaEdmonton OperationEdmonton, AlbertaManager Road OperationsMechanicalCommercial21.Alberta Service AreaAlyth YardCalgary, AlbertaManager Road OperationsManager Yard OperationsField Operations22.Engineering BuildingAlyth YardCalgary, AlbertaService Area Manager23.BC Interior Service AreaRevelstoke OperationRevelstoke, British ColumbiaService Area ManagerField OperationsMechanicalEngineeringAdministration24.Vancouver Service AreaPort Coquitlam OperationPort Coquitlam, British ColumbiaService Area ManagerManager Road and Yard OperationsField Operations25.Vancouver Service AreaConsolidated FastfratePort Coquitlam OperationPort Coquitlam, British ColumbiaService Area ManagerEngineeringSafety & Regulatory AffairsEnvironmental AffairsAdministration26.Chemetron Railway Products Surrey Welding PlantSurrey, British ColumbiaEngineering27.BC Interior Service AreaKootenay Valley Railway OperationNelson, British ColumbiaManagerField OperationsMechanicalEngineering28.Vancouver Service AreaKamloops OperationKamloops, British ColumbiaManager Road OperationsField OperationsEngineeringCommercialAdministration29.BC Interior Service AreaCranbrook OperationCranbrook, British ColumbiaManager Road OperationsField OperationsMechanicalEngineeringAdministration30.Vancouver Service AreaRoberts Bank OperationField OperationsMechanical31.Finance and Accounting OfficesCalgary, AlbertaVice-President and ComptrollerVice-President & TreasurerVice-President Investor RelationsAssistant Vice-President TaxDirector Internal AuditDirector Accounting and Special ProjectsDirector Expenditure and General AccountingDirector Budgets and Management ReportingDirector General Accounting and Corporate ReportingDirector Financial AnalysisDirector SAP SustainmentDirector Risk ManagementFinancial Director32.Accounting Service CentreMontreal, QuebecGeneral Manager Accounting Service CentreDirector Revenue SettlementsDirector Accounts Payable and Equipment AccountingDirector Customer Accounts and Interline SettlementsManager Revenue Analysis and ReportingManager Workplace Development and AdministrationManager Revenue SettlementsManager Customer Accounts and Credit33.Freight ClaimsToronto, OntarioManager34.Central ParkwayMississauga, OntarioCommercialBusiness DevelopmentPlanning and Information DepartmentHuman ResourcesSupply ServicesFinanceExpresswayEngineeringTronicus35.Intermodal EastLachine TerminalLachine, QuebecTerminal Manager36.Intermodal EastVaughan TerminalKleinburg, OntarioDirector Intermodal Operations EastTerminal Manager37.Intermodal EastObico Container TerminalEtobicoke, OntarioTerminal Manager38.Intermodal WestThunder Bay TerminalThunder Bay, Ontario39.Intermodal WestDryden TerminalDryden, Ontario40.Intermodal WestWinnipeg TerminalWinnipeg, ManitobaTerminal Manager41.Intermodal WestRegina TerminalRegina, SaskatchewanTerminal Manager42.Intermodal WestSaskatoon TerminalSaskatoon, SaskatchewanTerminal Supervisor43.Intermodal WestCalgary TerminalCalgary, AlbertaTerminal Manager44.Intermodal WestEdmonton TerminalEdmonton, AlbertaTerminal Supervisor45.Intermodal WestVancouver Intermodal FacilityCoquitlam, British ColumbiaTerminal Manager46.Progress RailWinnipeg, Manitoba47.Winnipeg Car ShopWinnipeg, ManitobaService Area Manager48.Winnipeg Locomotive ShopWinnipeg, ManitobaService Area Manager49.Logan Work Equipment Repair ShopWinnipeg, ManitobaShop Manager50.Chemetron Railway ProductsTranscona Welding FacilityWinnipeg, ManitobaEngineering51.Alstom ShopsCalgary, Alberta52.Alberta Service AreaCalgary, AlbertaAlyth Diesel ShopProcess ManagerAlyth Car ShopProcess Manager53.Alberta Service AreaLethbridge, AlbertaMechanical54.BC Interior Service AreaGolden, British ColumbiaService Area ManagerMechanicalYard ManagerField OperationsEngineering55.Vancouver Service AreaPort Coquitlam, British ColumbiaCoquitlam Locomotive FacilityService Area ManagerMechanical56.Vancouver Service AreaPort Coquitlam, British ColumbiaCoquitlam Car FacilityProduction ManagerMechanicalEngineering57.Eastern RegionMontreal, QuebecPolice ServicesSuperintendent58.Eastern RegionToronto, OntarioPolice ServicesSergeant59.Western RegionWinnipeg, ManitobaPolice ServicesSergeant60.Western RegionCalgary, AlbertaPolice ServicesSuperintendent61.Western RegionVancouver, British ColumbiaPolice ServicesInspector62.Granville SquareVancouver, British ColumbiaReal EstateFreight ClaimsSupply ServicesCommercialHuman ResourcesAdministration63.Windsor StationMontreal, QuebecVice President ExpresswayRegional Manager Real EstateDirector Communications and Public AffairsManager Facilities EastManager Facility and LeasingPolice ServicesHuman ResourcesGeneral Manager Network Management CentreSafety and Regulatory AffairsCommercial DevelopmentLegal Services64.General Yard OfficeToronto, OntarioService Area ManagerField OperationsService Area ManagerEngineering ServicesService Area ManagerMechanical ServicesManager Track ProgramsManager Signals and CommunicationSafety and Regulatory AffairsCommercialPolice ServicesAdministration65.Montreal Service AreaMontreal, QuebecService Area ManagerField OperationsAdministrationSafety and Regulatory Affairs66.Montreal Service AreaMontreal, QuebecService Area ManagerMechanicalAdministration67.Montreal Service AreaMontreal, QuebecService Area ManagerEngineeringAdministration68.Montreal Service AreaSmiths Falls, OntarioManager Road OperationsField OperationsEngineeringAdministration69.Southern Ontario Service AreaToronto, OntarioManager Road OperationsManager Yard OperationsField OperationsAdministration70.Southern Ontario Service AreaToronto, OntarioCar ShopService Area ManagerMechanical71.Southern Ontario Service AreaToronto, OntarioDiesel ShopService Area ManagerMechanicalAdministration72.Southern Ontario Service AreaToronto, OntarioService Area ManagerEngineeringAdministration73.Southern Ontario Service AreaLondon, OntarioManager Road OperationsField OperationsEngineeringAdministration74.Southern Ontario Service AreaWindsor, OntarioManager Road OperationsField OperationsMechanicalEngineeringAdministration
CANADIAN NATIONAL RAILWAY COMPANYIndustrial EstablishmentsCN System Headquarters, Montreal, QuebecPresidentExecutive Vice-PresidentVice-President and SecretaryAssistant Vice-President MarketingVice-President SalesVice-President Transportation and MaintenanceGeneral Manager, Passenger Sales and ServiceVice-President Cybernetic ServicesVice-President Personnel and Labour RelationsVice-President Public RelationsVice-President and General CounselChief Medical OfficerDirector of InvestigationAtlantic Operating Region, Moncton, New BrunswickRegional Vice-PresidentGeneral ManagerSuperintendent Customer and Catering ServicesManager, Customer and Research ServicesRegional Passenger Sales ManagerRegional Freight Sales ManagerRegional EngineerGeneral Superintendent EquipmentGeneral Superintendent TransportationManager Merchandise ClaimsManager Employee RelationsSt. Lawrence Operating Region, Montreal, QuebecRegional Vice-PresidentGeneral ManagerSuperintendent Customer and Catering ServicesManager, Customer Research ServicesRegional Passenger Sales ManagerRegional Freight Sales ManagerRegional EngineerGeneral Superintendent EquipmentGeneral Superintendent TransportationManager Merchandise ClaimsManager Employee RelationsGreat Lakes Operating Region, Toronto, OntarioRegional Vice-PresidentGeneral ManagerSuperintendent Customer and Catering ServicesManager, Customer Research ServicesRegional Passenger Sales ManagerRegional Freight Sales ManagerRegional EngineerGeneral Superintendent EquipmentGeneral Superintendent TransportationManager Merchandise ClaimsManager Employee RelationsPrairie Operating Region, Winnipeg, ManitobaRegional Vice-PresidentGeneral ManagerSuperintendent Customer and Catering ServicesManager, Customer Research ServicesRegional Passenger Sales ManagerRegional Freight Sales ManagerRegional EngineerGeneral Superintendent EquipmentGeneral Superintendent TransportationManager Merchandise ClaimsManager Employee RelationsMountain Operating Region, Edmonton, AlbertaRegional Vice-PresidentGeneral ManagerSuperintendent Customer and Catering ServicesManager, Customer Research ServicesRegional Passenger Sales ManagerRegional Freight Sales ManagerRegional EngineerGeneral Superintendent EquipmentGeneral Superintendent TransportationManager Merchandise ClaimsManager Employee RelationsNewfoundland Operating Area, St. John’s, NewfoundlandArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerMaritime Operating Area, Moncton, New BrunswickArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerChaleur Operating Area, Campbellton, New BrunswickArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerQuebec Operating Area, Quebec City, QuebecArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerMontreal Operating Area, Montreal, QuebecArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerChamplain Operating Area, Montreal, QuebecArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerRideau Operating Area, Belleville, OntarioArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerToronto Operating Area, Toronto, OntarioArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerSouth Western Ontario Operating Area, London, OntarioArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerNorthern Ontario Operating Area, Capreol, OntarioArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerAssiniboine-Lakehead Operating Area, Winnipeg, ManitobaArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerHudson Bay Operating Area, Dauphin, ManitobaArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerSaskatchewan Operating Area, Saskatoon, SaskatchewanArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerAlberta Operating Area, Edmonton, AlbertaArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerBritish Columbia Operating Area, Vancouver, British ColumbiaArea ManagerOperations ManagerEmployee Relations SupervisorArea ComptrollerOffice SupervisorArea Passenger Sales ManagerArea Freight Sales ManagerSuperintendent TransportationSuperintendent EquipmentArea EngineerCN Headquarters Telecommunications, Toronto, OntarioGeneral ManagerPurchases and Stores Department — SystemPurchasing and Stores — Atlantic RegionPurchasing AgentRegional Manager — MaterialsPurchasing and Stores — St. Lawrence RegionPurchasing AgentRegional Manager — MaterialsPurchasing and Stores — Great Lakes RegionPurchasing AgentRegional Manager — MaterialsPurchasing and Stores — Prairie RegionPurchasing AgentRegional Manager — MaterialsPurchasing and Stores — Mountain RegionPurchasing AgentRegional Manager — MaterialsMain Equipment Shops — Montreal, QuebecGeneral Works ManagerWorks ManagerAssistant Works Manager — CarAssistant Works Manager — Motive PowerMain Equipment Shops — Winnipeg, ManitobaGeneral Works ManagerWorks ManagerAssistant Works Manager — CarAssistant Works Manager — Motive PowerAccountingSystemVice-President Accounting and Finance, Montreal, QuebecRegionRegional ComptrollerVIA RAIL CANADA INC.Industrial EstablishmentsCorporate Headquarters2 Place Ville-MarieMontreal, QuebecChairman’s officePresident’s officePublic AffairsGeneral Counsel (Health and Safety Claims and Other Claims)Internal AuditCorporate SecretariatMarketingHuman Resources and AdministrationCustomer ServicesTransportation Planning and Finance (including Corporate Comptroller)Information ServicesEquipment MaintenanceVIA Quebec (includes Ottawa, Ontario)Public AffairsGeneral Counsel (Health and Safety Claims and Other Claims)MarketingHuman Resources and AdministrationCustomer ServicesTransportation (including Running Trades)VIA Atlantic — Nova Scotia, New Brunswick and Prince Edward IslandPublic AffairsGeneral Counsel (Health and Safety Claims and Other Claims)MarketingHuman Resources and AdministrationCustomer ServicesTransportation (including Running Trades)VIA Ontario (excludes Ottawa, Ontario)Public AffairsGeneral Counsel (Health and Safety Claims and Other Claims)MarketingHuman Resources and AdministrationCustomer ServicesTransportation (including Running Trades)VIA West — Thunder Bay and West of Thunder BayPublic AffairsGeneral Counsel (Health and Safety Claims and Other Claims)MarketingHuman Resources and AdministrationCustomer ServicesTransportation (including Running Trades)Maintenance — HalifaxHalifax Maintenance CentreEquipment Maintenance DepartmentLine points — Gaspé and MatapediaMaintenance — MontrealMontreal Maintenance CentreEquipment Maintenance DepartmentLine points — Mont-Joli, Quebec City and OttawaMaintenance — TorontoToronto Maintenance CentreEquipment Maintenance DepartmentLine points — Windsor, Sarnia, London and Union StationMaintenance — WinnipegWinnipeg Maintenance CentreEquipment Maintenance DepartmentLine points — The Pas, Manitoba and Churchill, ManitobaMaintenance — VancouverVancouver Maintenance CentreEquipment Maintenance DepartmentLine points — Prince Rupert, British Columbia and Jasper, AlbertaAIR CANADAIndustrial EstablishmentsCorporate HeadquartersChairmanPresidentSecretary of the CompanyLawFinance and PlanningMarketing, Sales and ServiceOperations and ServicesCorporate & Human ResourcesFlight OperationsIn-Flight ServiceTechnical OperationsAdministrative Support StaffFinanceMarketing and SalesIn-Flight ServiceFlight OperationsInformation ServicesSales & 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, OttawaMaintenance — TorontoMaintenance — WinnipegMaintenance — Vancouver, Calgary, EdmontonCANADIAN AIRLINES INTERNATIONALIndustrial EstablishmentsCorporate HeadquartersGroup Vice-President and Vice-Presidents — OperationsGroup Vice-President and Vice-Presidents — Human ResourcesVice-President, Scheduling and PlanningSenior Vice-President and Vice-Presidents — International GroupVice-President and Vice-Presidents — Marketing and SalesVice-Presidents, Commercial ServicesVice-President and ComptrollerAdministrative Support StaffInformation ServicesCargo Sales and ServiceFinance and AccountingFlight OperationsPurchasing and FacilitiesCustomer Services — Western Region (Thunder Bay and West)Customer Services — Central Region (Ontario up to Thunder Bay)Customer Services — Eastern Region (Quebec and East)Maintenance — Quebec and Atlantic ProvincesMaintenance — OntarioMaintenance — Alberta, Saskatchewan, Manitoba, Yukon, Northwest Territories and NunavutMaintenance — British ColumbiaIn-flight Service — Western Canada (Thunder Bay and West)In-flight Service — Eastern Canada (East up to Thunder Bay)Human Resources and Administrative ServicesSystem Operations Control CentreMarketing and SalesBELL CANADAIndustrial Establishments
1.Bell CanadaOntario RegionCentre – Area Code 416 (Toronto Excluded)Craft Employees (CEP)2.Bell CanadaOntario RegionCentre – Area Code 416 (Toronto Excluded)Clerical & Associated Employees and Sales (CTEA)3.Bell CanadaOntario RegionCentre – Area Code 416 (Toronto Excluded)Management Employees4.Bell CanadaOntario RegionMetro Toronto – Area Code 416Craft Employees (CEP)5.Bell CanadaOntario RegionMetro Toronto – Area Code 416Clerical & Associated Employees and Sales (CTEA)6.Bell CanadaOntario RegionMetro Toronto – Area Code 416Management Employees7.Bell CanadaOntario RegionSouth West – Area Code 519Craft Employees (CEP)8.Bell CanadaOntario RegionSouth West – Area Code 519Clerical & Associated Employees and Sales (CTEA)9.Bell CanadaOntario RegionSouth West – Area Code 519Management Employees10.Bell CanadaOntario RegionEast – Area Code 613Craft Employees (CEP)11.Bell CanadaOntario RegionEast – Area Code 613Clerical & Associated Employees and Sales (CTEA)12.Bell CanadaOntario RegionEast – Area Code 613Management Employees13.Bell CanadaOntario RegionNorth – Area Codes 705 & 807Craft Employees (CEP)14.Bell CanadaOntario RegionNorth – Area Codes 705 & 807Clerical & Associated Employees and Sales (CTEA)15.Bell CanadaOntario RegionNorth – Area Codes 705 & 807Management Employees16.Bell CanadaOntario RegionCentre – Area Code 905Craft Employees (CEP)17.Bell CanadaOntario RegionCentre – Area Code 905Clerical & Associated Employees and Sales (CTEA)18.Bell CanadaOntario RegionCentre – Area Code 905Management Employees19.Bell CanadaOntario Region (Quebec — Operational Groups)All Area CodesCraft & Operator Services Employees (CEP)Clerical & Associated Employees and Sales (CTEA)Management Employees20.Corporate CentreOntario RegionCentre – Area Code 416 (Toronto Included)Craft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees21.Corporate CentreOntario RegionSouth West, East and Centre – Area Codes 519, 613 & 905Clerical & Associated Employees (CTEA)Management Employees22.Network OperationsOntario RegionCentre – Area Code 416 (Toronto Included)Craft Employees (CEP)23.Network OperationsOntario RegionCentre – Area Code 416 (Toronto Included)Clerical & Associated Employees (CTEA)24.Network OperationsOntario RegionCentre – Area Code 416 (Toronto Included)Management Employees25.Network OperationsOntario RegionSouth West – Area Code 519Craft Employees (CEP)26.Network OperationsOntario RegionSouth West – Area Code 519Clerical & Associated Employees (CTEA)27.Network OperationsOntario RegionSouth West – Area Code 519Management Employees28.Network OperationsOntario RegionNorth – Area Codes 705 & 807Craft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees29.Network OperationsOntario RegionEast – Area Code 613Craft Employees (CEP)30.Network OperationsOntario RegionEast – Area Code 613Clerical & Associated Employees (CTEA)31.Network OperationsOntario RegionEast – Area Code 613Management Employees32.Network OperationsOntario RegionCentre – Area Code 905Craft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees33.Bell CanadaQuebec Region (Ontario — Operational Groups)All Area CodesCraft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees34.Bell CanadaQuebec RegionEast – West – North – Area Codes 819 & 418Craft Employees (CEP)35.Bell CanadaQuebec RegionEast – West – North – Area Codes 819 & 418Clerical & Associated Employees and Sales (CTEA)36.Bell CanadaQuebec RegionEast – West – North – Area Codes 819 & 418Management Employees37.Bell CanadaQuebec RegionMetro (Montreal Excluded) – Area Code 450Craft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees38.Bell CanadaQuebec RegionMontreal – Area Code 514Craft & Operator Services Employees (CEP)39.Bell CanadaQuebec RegionMontreal – Area Code 514Clerical & Associated Employees and Sales (CTEA)40.Bell CanadaQuebec RegionMontreal – Area Code 514Management Employees41.Corporate CentreQuebec RegionAll Area CodesCraft Employees (CEP)Clerical Employees (CTEA)42.Corporate CentreQuebec RegionAll Area CodesManagement Employees43.Network OperationsQuebec RegionEast – West – North – Area Codes 819 & 418Craft Employees (CEP)44.Network OperationsQuebec RegionEast – West – North – Area Codes 819 & 418Clerical Employees (CTEA)Management Employees45.Network OperationsQuebec RegionMetro (Montreal Excluded) – Area Code 450Craft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees46.Network OperationsQuebec RegionMontreal – Area Code 514Craft Employees (CEP)47.Network OperationsQuebec RegionMontreal – Area Code 514Clerical & Associated Employees (CTEA)48.Network OperationsQuebec RegionMontreal – Area Code 514Management Employees49.Bell CanadaWestern RegionCalgaryCraft Employees (CEP)Clerical & Associated Employees (CTEA)Management Employees50.Bell CanadaWestern RegionVancouverCraft 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.
Previous Version(Subsection 25(2))NOTICE RELATED TO THE CANADA LABOUR CODE — PART IIIPart 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 workMinimum wagesGeneral holidaysAnnual vacationsMulti-employer employmentEqual wagesMaternity leaveParental leaveMaternity-related reassignment and leaveWork-related illness and injurySick leaveBereavement leaveCompassionate care leaveGroup termination of employmentIndividual termination of employmentSeverance payUnjust dismissalSexual harassmentGarnishment of wagesPayment of wagesLeave of Absence for Members of the Reserve Force
For more information concerning these provisions, please contact your nearest Labour Program office of the Department of Human Resources and Skills Development or visit the Web site address:http://www.hrsdc.gc.ca/en/gateways/topics/lxn-gxr.shtmlAll inquiries will be treated confidentially.
SOR/91-461, s. 36;
SOR/94-668, s. 14;
SOR/2006-231, s. 5;
SOR/2009-194, s. 4.
Previous Version(Sections 4 and 5)NOTICE OF MODIFIED WORK SCHEDULEName of employer: An identification of the affected 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 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: The number of days for which the employee is entitled to wages in the 30 days preceding a holiday in order to qualify for general holiday pay: (The number of days in paragraph (i) must be equal to the number of work days in the work schedule multiplied by three and divided by the number of weeks in the schedule)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: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(3) and 172(3) of the Canada Labour Code. These require that notice of the work schedule be posted for at least 30 days prior to its coming into effect and that the employer and 70% of affected employees agree to the schedule. Subsection 5(2) of the Canada Labour Standards Regulations requires that details of the work schedule be posted and kept posted as long as the modified work schedule is in effect.
SOR/94-668, s. 15.
(Section 6)NOTICE OF AVERAGING OF HOURS OF WORKName of employer: An identification of the affected 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 intoeffect: / / 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 affected employees of details of the averaging of hours of work at least 30 days before the averaging takes effect and also requires that the information contained in this notice remain posted for the duration of the averaging of hours of work.