PART IIIStandard Hours, Wages, Vacations and Holidays (continued)
DIVISION XV.2Leave of Absence for Members of the Reserve Force (continued)
Marginal note:Prohibition — employee
247.96 (1) No employer may dismiss, suspend, lay off, demote or discipline an employee because they are a member of the reserve force or intend to take or have taken a leave of absence under this Division or take into account the fact that an employee is a member of the reserve force or intends to take or has taken a leave of absence under this Division in a decision to promote or train them.
Marginal note:Prohibition — future employee
(2) No person may refuse to employ a person because they are a member of the reserve force.
- 2008, c. 15, s. 1
247.97 The Governor in Council may make regulations for carrying out the purposes of this Division and, without restricting the generality of the foregoing, may make regulations
(a) specifying the absences that are deemed not to interrupt continuity of employment for the purpose of subsection 247.5(1);
(b) specifying what constitutes or does not constitute an operation for the purposes of paragraph 247.5(1)(a);
(c) setting out the activities for the purposes of paragraph 247.5(1)(b);
(d) defining “military skills training” for the purposes of paragraph 247.5(1)(c);
(e) limiting the duration of the treatment, recovery or rehabilitation referred to in paragraph 247.5(1)(g) or setting out the terms or conditions for the application of that paragraph;
(f) specifying what constitutes or does not constitute undue hardship for the purposes of subsection 247.5(4);
(g) specifying what constitutes or does not constitute a valid reason for the purposes of subsection 247.6(1), (2), (3) or (4), 247.7(3) or 247.93(2);
(h) specifying the circumstances in which section 247.7, subsection 247.8(1) or subsection 247.91(2) does not apply;
(i) specifying the circumstances in which an employer may not assign an employee to a position with different terms or conditions of employment for the purposes of section 247.94;
(j) [Repealed, 2018, c. 27, s. 495]
(k) [Repealed, 2018, c. 27, s. 495]
(l) prescribing the classes of employees that are not entitled to a leave of absence under this Division if the Governor in Council is satisfied that the fact of taking leave would cause unreasonable consequences; and
(m) prescribing the circumstances in which classes of employees are not entitled to a leave of absence under this Division.
- 2008, c. 15, s. 1
- 2017, c. 33, s. 212
- 2018, c. 27, s. 495
DIVISION XV.3Genetic Testing
disclose includes to authorize disclosure. (communiquer)
- genetic test
genetic test, in relation to an employee, means a test that analyzes the employee’s DNA, RNA or chromosomes for purposes such as the prediction of disease or vertical transmission risks, or monitoring, diagnosis or prognosis. (test génétique)
Marginal note:Genetic test
(2) Every employee is entitled not to undergo or be required to undergo a genetic test.
Marginal note:Disclosure of results
(3) Every employee is entitled not to disclose or be required to disclose the results of a genetic test.
Marginal note:Disciplinary action
(4) No employer shall dismiss, suspend, lay off or demote an employee, impose a financial or other penalty on an employee, or refuse to pay an employee remuneration in respect of any period that the employee would, but for the exercise of the employee’s rights under this Division, have worked, or take any disciplinary action against or threaten to take any such action against an employee
Marginal note:Disclosure by third party
(5) No person shall disclose to an employer that an employee has undergone a genetic test, or disclose to an employer the results of a genetic test, without the written consent of the employee.
Marginal note:Collection or use
(6) No employer shall collect or use the results of a genetic test without the written consent of the employee who has undergone the test.
- 2017, c. 3, s. 8
Marginal note:Complaint to inspector
(1.1) An employee shall not make a complaint under subsection (1) if they have made a complaint that is based on substantially the same facts under either subsection 240(1) or 246.1(1), unless that complaint has been withdrawn.
Marginal note:Time for making complaint
(2) Subject to subsection (3), the complaint shall be made to the inspector not later than 90 days after the date on which the complainant knew, or in the inspector’s opinion ought to have known, of the action or circumstances giving rise to the complaint.
Marginal note:Extension of time
(3) The Minister may extend the period set out in subsection (2)
Marginal note:Inspector to assist parties
(4) On receipt of a complaint made under subsection (1), an inspector shall endeavour to assist the parties to the complaint to settle the complaint or cause another inspector to do so.
Marginal note:Complaint not settled within reasonable time
(5) If a complaint is not settled under subsection (4) within the period that the inspector endeavouring to assist the parties under that subsection considers to be reasonable in the circumstances, the inspector shall, on the written request of the employee who made the complaint that the complaint be referred to the Board,
(6) If the employee who made the complaint does not reply to a written communication from the inspector within a period that the inspector considers to be reasonable in the circumstances and a period of at least 30 days, or any longer period that may be prescribed by regulation, has elapsed from the day on which the complaint was made, the inspector may give written notice to the employee that they have the period of 30 days, or any longer period that may be prescribed by regulation, set out in the notice to make a written request that the complaint be referred to the Board.
Marginal note:Time limit
(6.1) Subject to the regulations, if the employee to whom notice is given under subsection (6) does not, within the period set out in the notice, make a written request that the complaint be referred to the Board, the inspector may deem the complaint to be withdrawn.
Marginal note:Suspension of complaint
(6.2) If the Board is satisfied that the complainant must take measures before the Board may continue to deal with the complaint referred to it under subsection (5), it may, at any time, suspend consideration of the complaint, in whole or in part.
(6.3) If the Board suspends consideration of a complaint, the Board shall notify the complainant in writing and specify in the notice
Marginal note:End of suspension
(6.4) The suspension ends when, in the Board’s opinion, the measures specified in the notice have been taken.
Marginal note:Rejection of complaint
(6.5) The Board may reject a complaint referred to it under subsection (5), in whole or in part,
(a) if the Board is satisfied that
(i) the complaint is not within its jurisdiction,
(ii) the complaint is frivolous, vexatious or not made in good faith,
(iii) the complaint has been settled in writing between the employer and the employee,
(iv) there are other means available to the employee to resolve the subject matter of the complaint that the Board considers should be pursued,
(v) the subject matter of the complaint has been adequately dealt with through recourse obtained before a court, tribunal, arbitrator or adjudicator, or
(vi) in respect of a complaint made by an employee who is subject to a collective agreement, the collective agreement covers the subject matter of the complaint and provides a third-party dispute resolution process; or
(b) if consideration of the complaint was suspended under subsection (6.2) and if, in the Board’s opinion, the measures specified in the notice under subsection (6.3) were not taken within the specified period.
Marginal note:Notice of rejection of complaint
(6.6) If the Board rejects a complaint, it shall notify the employee in writing, with reasons.
Marginal note:Decision of Board
(7) The Board, after a complaint has been referred to it, shall
(8) If the Board decides under subsection (7) that an employer has contravened subsection 247.98(4), the Board may, by order, require the employer to cease contravening that subsection and may, if applicable, by order, require the employer to
(a) permit the employee to return to the duties of their employment;
(b) reinstate the former employee;
(c) pay to the employee or former employee compensation not exceeding the sum that, in the Board’s opinion, is equivalent to the remuneration that would, but for the contravention, have been paid by the employer to the employee or former employee;
(d) rescind any disciplinary action taken in respect of the contravention and pay compensation to the employee, not exceeding the sum that, in the Board’s opinion, is equivalent to any financial or other penalty imposed on the employee by the employer; and
(e) do any other like thing that it is equitable to require the employer to do in order to remedy or counteract any consequences of the contravention.
(9) [Repealed, 2018, c. 27, s. 496]
- 2017, c. 3, s. 8
- 2018, c. 27, s. 496
- Date modified: