Canada Labour Code (R.S.C., 1985, c. L-2)

Act current to 2014-10-15 and last amended on 2014-10-12. Previous Versions

Marginal note:Enforcement of orders
  •  (1) Any person affected by an order of an adjudicator under subsection 242(4), or the Minister on the request of any such person, may, after fourteen days from the date on which the order is made, or from the date provided in it for compliance, whichever is the later date, file in the Federal Court a copy of the order, exclusive of the reasons therefor.

  • Marginal note:Idem

    (2) On filing in the Federal Court under subsection (1), an order of an adjudicator shall be registered in the Court and, when registered, has the same force and effect, and all proceedings may be taken thereon, as if the order were a judgment obtained in that Court.

  • R.S., 1985, c. L-2, s. 244;
  • 1993, c. 42, s. 34(F).
Marginal note:Regulations

 The Governor in Council may make regulations for the purposes of this Division defining the absences from employment that shall be deemed not to have interrupted continuity of employment.

  • 1980-81-82-83, c. 47, s. 27.
Marginal note:Civil remedy
  •  (1) No civil remedy of an employee against his employer is suspended or affected by sections 240 to 245.

  • Marginal note:Application of section 189

    (2) Section 189 applies for the purposes of this Division.

  • 1977-78, c. 27, s. 21.

Division XVPayment of Wages

Marginal note:Payment of wages

 Except as otherwise provided by or under this Part, an employer shall

  • (a) pay to any employee any wages to which the employee is entitled on the regular pay-day of the employee as established by the practice of the employer; and

  • (b) pay any wages or other amounts to which the employee is entitled under this Part within thirty days from the time when the entitlement to the wages or other amounts arose.

  • 1977-78, c. 27, s. 21.

Division XV.1Sexual Harassment

Definition of “sexual harassment”

 In this Division, “sexual harassment” means any conduct, comment, gesture or contact of a sexual nature

  • (a) that is likely to cause offence or humiliation to any employee; or

  • (b) that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on any opportunity for training or promotion.

  • R.S., 1985, c. 9 (1st Supp.), s. 17.
Marginal note:Right of employee

 Every employee is entitled to employment free of sexual harassment.

  • R.S., 1985, c. 9 (1st Supp.), s. 17.