PART IIIStandard Hours, Wages, Vacations and Holidays (continued)
DIVISION XIV.1Complaints Relating to Reprisals (continued)
Marginal note:Suspension of complaint
246.2 (1) If the Board is satisfied that the employee must take measures before the Board may continue to deal with the complaint made under subsection 246.1(1), it may, at any time, suspend consideration of the complaint, in whole or in part.
(2) If the Board suspends a complaint, the Board shall notify the employee in writing and specify in the notice
Marginal note:End of suspension
(3) The suspension ends when, in the Board’s opinion, the measures specified in the notice have been taken.
Marginal note:Rejection of complaint
(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 246.2(1) and if, in the Board’s opinion, the measures specified in the notice under subsection 246.2(2) were not taken within the specified time period.
Marginal note:Notice of rejection of complaint
(2) If the Board rejects a complaint, it shall notify the employee in writing, with reasons.
Marginal note:Board orders
246.4 If the Board determines that a complaint under subsection 246.1(1) is justified, the Board may, by order, require the employer to cease engaging in or to rescind the reprisal and, if applicable, to
(a) permit the employee who has made the complaint to return to the duties of their employment;
(b) reinstate the employee;
(c) pay to the employee compensation not exceeding the sum that, in the Board’s opinion, is equivalent to the remuneration that would, but for the reprisal, have been paid by the employer to the employee;
(d) pay to the employee compensation 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 thing that the Board considers equitable for the employer to do to remedy or counteract any consequence of the reprisal.
Marginal note:Decisions final
Marginal note:No review by certiorari, etc.
(2) No order shall be made, process entered or proceeding taken in any court, whether by way of injunction, certiorari, prohibition, quo warranto or otherwise, to question, review, prohibit or restrain the Board in any proceedings under this Division.
Marginal note:Enforcement of orders
246.6 (1) Any person affected by an order of the Board under section 246.4, or the Head on the request of such a person, may, after 14 days from the day on which the order is made, or from the day provided in the order for compliance, whichever is later, file in the Federal Court a copy of the order, exclusive of reasons.
(2) On filing in the Federal Court under subsection (1), an order of the Board shall be registered in the Court and, when registered, has the same force and effect, and all proceedings may be taken in respect of it, as if the order were a judgment obtained in that Court.
246.7 [Repealed, 2017, c. 20, s. 356]
DIVISION XVPayment of Wages
Marginal note:Payment of wages
247 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.1[Repealed, 2018, c. 22, s. 16]
247.1 [Repealed, 2018, c. 22, s. 16]
247.2 [Repealed, 2018, c. 22, s. 16]
247.3 [Repealed, 2018, c. 22, s. 16]
247.4 [Repealed, 2018, c. 22, s. 16]
DIVISION XV.2Leave of Absence for Members of the Reserve Force
Marginal note:Entitlement to leave
247.5 (1) An employee who is a member of the reserve force and has completed at least three consecutive months of continuous employment with an employer — or a shorter period that is prescribed for a class of employees to which the employee belongs — is entitled to and shall be granted a leave of absence from employment to take part in the following operations or activities:
(a) an operation in Canada or abroad — including preparation, training, rest or travel from or to the employee’s residence — that is designated by the Minister of National Defence;
(b) an activity set out in the regulations;
(c) Canadian Armed Forces military skills training;
(g) treatment, recovery or rehabilitation in respect of a physical or mental health problem that results from service in an operation or activity referred to in this subsection.
Marginal note:Maximum of 24 months
(1.1) Leaves taken by an employee under paragraphs (1)(a) to (d) can total no more than an aggregate of 24 months in any 60-month period.
Marginal note:Designation and delegation
(2) The Minister of National Defence may designate an operation for the purposes of paragraph (1)(a) or may authorize another person to do so.
(3) A designation takes effect on the day on which it is made or on an earlier or later day that is fixed by the Minister of National Defence or the other person. The Minister of National Defence or the other person may fix the day on which the designation ceases to be in effect.
(4) Despite subsection (1), an employee is not entitled to a leave of absence under this Division if, in the opinion of the Head, it would adversely affect public health or safety or would cause undue hardship to the employer if the employee, as an individual or as a member of a class of employees, were to take leave.
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