This Bill will, make a number of changes to scheduling practices and leaves of absence under the Canada Labour Code impacting all employers within the federal jurisdiction.
The amendments include the following:
This amendment will strengthen the existing framework for the prevention of harassment and violence, including sexual harassment and sexual violence, in the workplace, and will extend the occupational health and safety provisions of the Canada Labor Code to Parliamentary employers and employees.
Part 1 of the Act amends the Canada Labor Code to strengthen the current framework for the prevention of workplace harassment and violence, including sexual harassment and violence, by requiring employers to:
The Act establishes requirements relating to the disclosure of information about the compensation of employees and prospective employees. The legislature was prorogued on March 19, meaning that all outstanding Bills including Bill 203 Pay Transparency Act, 2018 died on the order paper and have to be reintroduced by the government. This bill was reintroduced as Bill 3, the Act establishes requirements relating to the disclosure of information about the compensation of employees and prospective employees.
On April 6th, 2018 the Ontario government proclaimed Schedule 5 of Bill 18, Stronger Workplaces for Stronger Economy Act (passed November 6th, 2014), which enables the Lieutenant Governor in Council to table new regulations to protect temporary help agency workers. (Reasons for Schedule 5 not coming into force at the time Bill 18 received Royal Assent are not disclosed).
As a result of Schedule 5 being proclaimed, the Workplace Safety and Insurance Act can be amended by adding a definition for 'temporary help agency'. The Lieutenant Governor in Council may now table regulations that amend the WSIA and require the Workplace Safety and Insurance Board (WSIB) to:
If such regulations were to proceed, client employers (organizations contracting temporary help agency) would be required to:
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