There is little or no consistency in employment standards across provinces and states in terms of hours of work in Canada. Most jurisdictions have exceptions for things like mediation agreements, ministerial approvals, collective agreements, exceptions to job classification, and emergency situations. Time spent on training that is not required by the employer or by law for an employee to perform his or her work is not counted as working time. For example, if an employee who hopes to obtain a promotion from the employer is undergoing training to be eligible, the time spent on the training is not considered working time. • Legislation allows for the compression of working weeks according to strict guidelines. The time an employee spends on training required by the employer or by law counts as working time. For example, if the training is required because the employee is a new employee, or if it is required as a condition for continuing to hold a position, training time is considered working time. • In Alberta, you are entitled to at least one day of rest per work week or two, three or four consecutive days off during corresponding consecutive work week periods. You must have eight consecutive hours off between shifts. 5. The employer may not dismiss, suspend, dismiss, demote or penalise a worker for refusing to work a working time or shift in accordance with paragraph 2, nor may he take such refusal into account when deciding on the promotion or training of the worker. 173.01 (1) An employer shall notify an employee in writing of the employee`s work schedule at least 96 hours before the start of the employee`s first work period or shift under that schedule. Note: Meal breaks, whether paid or unpaid, are not considered hours of work and are not counted towards overtime.
Employees are entitled to an unpaid meal break of 30 minutes per five hours of work (one hour in Newfoundland and Labrador). If the employee must be available for work during their break, employers are required to provide employees with paid meal breaks. 172.2 (1) A work schedule established or amended in accordance with section 170 (1) or section 172 (1) remains in effect for the duration of the written agreement between the employer and the trade union. 169.1 (1) An employee is entitled to an unpaid break of at least 30 minutes during a period of five consecutive hours of work. If the employer requires the employee to be available during the break, the employee must be paid for the break. • Regulations allow the average of agreements and changes in hours of work if there is a collective agreement or, if there is none, 70% of employees must agree. These agreements may increase the working week to 48 hours. Certain sectors and categories of activities are exempt from the working time regulation of the Employment Standards Act 2000 (ESA). For more information, see the Guide to Specific Rules and Exceptions to Employment Standards. The maximum number of hours most employees must work in a day is eight hours, or the number of hours in a specified standard workday if it is longer than eight hours.
The daily maximum can only be exceeded by an electronic or written agreement between the employee and the employer. Travel time is the time it takes an employee to get from home to work and vice versa. This time is not counted as working time within the meaning of the ESA. • The Lieutenant Governor of New Brunswick may dictate the maximum number of hours based on industry and job classification. (a) where an employer and a trade union have agreed in writing on the average hours of work for the duration of this agreement or for a shorter period agreed by the parties; or In most cases, employees can work a maximum of 48 hours per week; However, after the usual 8 hours per day or 40 hours per week, employers must compensate employees with overtime pay. The exact amount depends on the employee`s regular schedule, role and what is agreed to in the contract. Employers cannot force employees to work more than scheduled hours. There is no limit to the number of hours an employee can work in New Brunswick. Travel time spent during the working day is considered working time.
• An employee may be required to work overtime (in an emergency, to provide essential public services, to ensure that ongoing processes or seasonal operations are not interrupted, or to perform urgent repair work), but “only to the extent necessary to avoid a serious disruption to the normal work of the employer`s operation or business.” All exceptions must be made in unforeseen circumstances and not in the way the employer regularly conducts business. If not covered by a collective agreement, travel time is considered work if an employee, whether driver or passenger: • Exceptions to the limit may be made with the written consent of the employee, but in no case shall they exceed 60 hours in a given week. In some cases, approval from the Director of Employment Standards is required; Factors such as current or past violations of the law by the employer and the health and safety of employees are considered. Employees are entitled to a certain number of non-working hours. • Your employer must publish your start and end times and cannot change them without at least 24 hours` written notice. The ESA does not impose any restrictions on a worker`s working time, with the exception of the daily rest and shift rest requirements described earlier in this chapter. In addition, the ESA does not require an employer to provide transportation to or from work if an employee works late. An employee who works on a shared shift (e.g. 6:00 a.m. to 11:00 a.m.
and 2:00 p.m. to 7:00 p.m.) does not need to have eight hours off between shifts. In Ontario, IT professionals are generally excluded from many of the protections afforded by the Employment Standards Act, including daily and weekly restrictions on hours of work, daily rest periods, time off between shifts, meal times and overtime pay. This also applies to high-tech professionals in British Columbia. Specific exclusions vary by province or territory. (a) the average hours of work do not exceed forty hours per week over a period of two weeks or more; and examples: Employees meet at the airport at 5:30 a.m. to go to a logging site. The journey from the airport to the construction site is a paid travel time. If you are covered by a collective agreement, the hours of work may be different. Yes. Your employer may send you home earlier if there is not enough work. • In the event of an accident or when machines need urgent repair or replacement, your employer may extend your working day, but only to the extent necessary “to avoid a serious disruption to the normal operation of a business, business or other activity.” 2.
Where the nature of work in an industrial establishment requires an irregular distribution of a worker`s working time, the one-day working time and the weekly working time may be averaged for a period of two weeks or more in the manner and under the circumstances prescribed by the regulations. In general, commuting and commuting are not considered working time. If the employer decides to pay the employee for this travel time, the payment will generally not count as wages. In most cases, an employee must be granted at least 11 consecutive non-working hours each day. In general, an employee and an employer cannot agree on less than 11 consecutive non-working hours per day. The daily rest obligation shall also apply if: (2.1) The average hours of work calculated in accordance with paragraph 2 shall remain in force Hours of travel may be remunerated at a different rate of pay, provided that the employee is informed in advance and that the rate is at least equal to the minimum wage. In exceptional cases and only to the extent necessary to avoid serious interference with the ordinary course of business, an employer may require an employee to work, (3) In a week in which one or more holidays occur that, in the opinion of Division V, give entitlement to a leave with pay during that week, the hours of work of the employee during that week are reduced from the normal hours of work for Each holiday of that week and for the purposes of this subsection, when calculating the hours worked by a worker during such a week, neither the time worked by the employee during the holidays nor the time during which the employee was at the disposal of his employer during those holidays are taken into account.