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Canadian Master Labour Guide, 35th Edition, 2020

With detailed coverage of employment, labour, and human rights laws in all of Canada's jurisdictions, it gives you the essential information every employer needs to know in one portable and reliable source.
Publication Language: English
Book
$172.00
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Softcover | 1,832 pages | Annual – Standing Order Terms Apply

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Published:
ISBN/ISSN: 9780433505921

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Stay on top of changes to employment, labour, and human rights law
Readers of the Canadian Master Labour Guide know that finding a trustworthy information source is vital and they have been placing their trust in this guide for over 30 years. With detailed coverage of employment, labour, and human rights laws in all of Canada's jurisdictions, it gives you the essential information every employer needs to know in one portable and reliable source.

Key topics include:

  • Significant changes in statutory requirements
  • Critical court, board, and tribunal decisions
  • Employment standards
  • Fair employment practices: human rights, equal pay/pay equity, and employment equity
  • Special Issues: occupational health and safety and Employment Insurance
  • Organized labour and collective bargaining

New in This Edition

  • Employment standards changes:
    • Major changes to workplace laws in the federal jurisdiction, including new scheduling and hours of work rules, increased vacation entitlements, new and expanded leaves of absence, a modernized complaints process, expanded responsibilities of the Canada Industrial Relations Board, and more
    • Significant changes to British Columbia’s Employment Standards Act, including new protections for employees’ tips, new leaves of absence, strengthened enforcement provisions, and more
    • New or expanded leaves of absence in Manitoba, Prince Edward Island, Saskatchewan, Northwest Territories, and Yukon
    • Changes to overtime pay rules in Alberta and Ontario
    • New statutory holiday in Nunavut (Nunavut Day)
  • Human rights and pay equity changes:
    • Amendments to Quebec’s Pay Equity Act mainly dealing with changes to pay equity audits and adjustments in compensation
    • Modified filing requirements under Quebec’s Regulation respecting the report on pay equity
    • Amendments to the Northwest Territories Human Rights Act add gender expression as a prohibited ground, expand an adjudicator’s remedial powers, and promote a restorative approach to dispute resolution
  • Labour relations changes:
    • Amendments to Alberta’s Labour Relations Code, including: reinsertion of an exemption for farm and ranch workers; imposition of a representation vote requirement before an application for certification may be granted; changes to the marshalling of proceedings provisions; changes to the essential services provisions to permit use of replacement workers during a strike or lockout in specified circumstances; and more
    • Amendments to British Columbia’s Labour Relations Code, including: changes to the definition of picketing, the right to communicate, the remedial certification provisions, the open period, and the statutory freeze period; removal of the prerequisite of a majority vote in favour of a strike before requesting assistance negotiating a first collective agreement; addition of a requirement that arbitration boards conduct case management conferences; modification of the jurisdiction of the Court of Appeal to review arbitration board decisions; inclusion of a new successorship provision applicable to retendering in respect of contracts for certain services; new power permitting the Labour Relations Board to order an employer to provide a list of employees in a proposed bargaining unit; increased maximum penalties; and more
    • New Nova Scotia regulation provides that certain documents related to applications for certification in the construction industry submitted with the Board on a holiday are deemed to have been filed on the first business day immediately following the holiday
    • Amendments to the construction industry provisions of Ontario’s Labour Relations Act, 1995 implemented an expanded definition of “non-construction employer” and repealed section dealing with “Special Rules for Concrete Formwork in Certain Areas”
    • The essential services provisions in Quebec’s Labour Code have been extensively amended

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Table of contents

Part I: Labour Jurisdictions
Chapter 1: Legislative Powers

Part II: Labour Standards
Chapter 2: Minimum Age for Industrial Employment
Chapter 3: Personnel Records
Chapter 4: Hours of Work
Chapter 5: Minimum Wages
Chapter 6: Overtime Pay
Chapter 7: Payment of Wages
Chapter 8: Vacations with Pay
Chapter 9: Statutory Holidays
Chapter 10: Leaves of Absence
Chapter 11: Termination of Employment

Part III: Fair Employment Practices
Chapter 12: Human Rights
Chapter 13: Equal Pay/Pay Equity
Chapter 14: Employment Equity

Part IV: Organized Labour
Chapter 15: Trade Unions

Part V: Collective Bargaining
Chapter 16: Canada Labour Code
Chapter 17: Alberta Labour Relations Code
Chapter 18: British Columbia Labour Relations Code
Chapter 19: Manitoba Labour Relations Act
Chapter 20: New Brunswick Industrial Relations Act
Chapter 21: Newfoundland and Labrador Labour Relations Act
Chapter 22: Nova Scotia Trade Union Act
Chapter 23: Ontario Labour Relations Act, 1995
Chapter 24: Prince Edward Island Labour Act
Chapter 25: Quebec Labour Code and Related Acts
Chapter 26: The Saskatchewan Employment Act

Part VI: Special Issues
Chapter 27: Occupational Health and Safety
Chapter 28: Employment Insurance

Table of Cases
Topical Index