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Canada - Sources et champ d'application
Références
- Canada Labour Code [CLC], c. L-2, last amended 1 January 2010, consolidated version
(Bilingual Eng-Fr version)
Date: 01 Jan 2010; voir le site internet
»
- Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
Date: 18 Jun 2009; voir le site internet
» (voir dans NATLEX
»)
- Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 13 March 2012
Date: 13 Mar 2012; voir le site internet
»
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues
: directeurs; travailleurs non régis par les lois fédéralesRemarks: - - The Canada Labour Code only applies to employees who are employed on or in connection with the operation of any federal work, undertaking or business. These include (sec. 2 CLC):
(a) a work, undertaking or business operated or carried on for or in connection with navigation and shipping, whether inland or maritime, including the operation of ships and transportation by ship anywhere in Canada,
(b) a railway, canal, telegraph or other work or undertaking connecting any province with any other province, or extending beyond the limits of a province,
(c) a line of ships connecting a province with any other province, or extending beyond the limits of a province,
(d) a ferry between any province and any other province or between any province and any country other than Canada,
(e) aerodromes, aircraft or a line of air transportation,
(f) a radio broadcasting station,
(g) a bank or an authorized foreign bank
(h) a work or undertaking that, although wholly situated within a province, is before or after its execution declared by Parliament to be for the general advantage of Canada or for the advantage of two or more of the provinces,
(i) a work, undertaking or business outside the exclusive legislative authority of the legislatures of the provinces
- In addition, Part III, Division XIV of the CLC which regulates "Unjust dismissal complaints" does not apply to employees who are managers (sec. 167 CLC)
Notes / Remarques
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.
Références
- Canada Labour Code [CLC], c. L-2, last amended on January 1, 2010, consolidated version
(Bilingual Eng-Fr version)
Date: 01 Jan 2010; voir le site internet
»
- Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
Date: 18 Jun 2009; voir le site internet
» (voir dans NATLEX
»)
- Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 18 June 2008
Date: 18 Jun 2008; voir le site internet
»
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues
: directeurs; travailleurs non régis par les lois fédéralesRemarks: - - The Canada Labour Code only applies to employees who are employed on or in connection with the operation of any federal work, undertaking or business. These include (sec. 2 CLC):
(a) a work, undertaking or business operated or carried on for or in connection with navigation and shipping, whether inland or maritime, including the operation of ships and transportation by ship anywhere in Canada,
(b) a railway, canal, telegraph or other work or undertaking connecting any province with any other province, or extending beyond the limits of a province,
(c) a line of ships connecting a province with any other province, or extending beyond the limits of a province,
(d) a ferry between any province and any other province or between any province and any country other than Canada,
(e) aerodromes, aircraft or a line of air transportation,
(f) a radio broadcasting station,
(g) a bank or an authorized foreign bank
(h) a work or undertaking that, although wholly situated within a province, is before or after its execution declared by Parliament to be for the general advantage of Canada or for the advantage of two or more of the provinces,
(i) a work, undertaking or business outside the exclusive legislative authority of the legislatures of the provinces
- In addition, Part III, Division XIV of the CLC which regulates "Unjust dismissal complaints" does not apply to employees who are managers (sec. 167 CLC)
Notes / Remarques
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.
Références
- Canada Labour Code [CLC], c. L-2 as last amended on January 1, 2010
(Bilingual Eng-Fr version)
Date: 01 Jan 2010; voir le site internet
»
- Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
Date: 18 Jun 2009; voir le site internet
» (voir dans NATLEX
»)
- Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 18 June 2008
Date: 18 Jun 2008; voir le site internet
»
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues
: directeurs; travailleurs non régis par les lois fédéralesRemarks: - - The Canada Labour Code only applies to employees who are employed on or in connection with the operation of any federal work, undertaking or business. These include (sec. 2 CLC):
(a) a work, undertaking or business operated or carried on for or in connection with navigation and shipping, whether inland or maritime, including the operation of ships and transportation by ship anywhere in Canada,
(b) a railway, canal, telegraph or other work or undertaking connecting any province with any other province, or extending beyond the limits of a province,
(c) a line of ships connecting a province with any other province, or extending beyond the limits of a province,
(d) a ferry between any province and any other province or between any province and any country other than Canada,
(e) aerodromes, aircraft or a line of air transportation,
(f) a radio broadcasting station,
(g) a bank or an authorized foreign bank
(h) a work or undertaking that, although wholly situated within a province, is before or after its execution declared by Parliament to be for the general advantage of Canada or for the advantage of two or more of the provinces,
(i) a work, undertaking or business outside the exclusive legislative authority of the legislatures of the provinces
- In addition, Part III, Division XIV of the CLC which regulates "Unjust dismissal complaints" does not apply to employees who are managers (sec. 167 CLC)
Notes / Remarques
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.
Références
- Canada Labour Code [CLC], c. L-2, as last modified on 18 September 2009
Date: 18 Sep 2009; voir le site internet
»
- Canada Labour Standards Regulations [CLSR], c. 986, adopted on January 13, 1972 as last amended by SOR/2009-194 of June 18, 2009
Date: 18 Jun 2009; voir le site internet
» (voir dans NATLEX
»)
- Canadian Human Rights Act [CHRA](R.S., 1985, c. H-6), as last amended on 18 June 2008
Date: 18 Jun 2008; voir le site internet
»
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues
: directeurs; travailleurs non régis par les lois fédéralesRemarks: - - The Canada Labour Code only applies to employees who are employed on or in connection with the operation of any federal work, undertaking or business. These include (sec. 2 CLC):
(a) a work, undertaking or business operated or carried on for or in connection with navigation and shipping, whether inland or maritime, including the operation of ships and transportation by ship anywhere in Canada,
(b) a railway, canal, telegraph or other work or undertaking connecting any province with any other province, or extending beyond the limits of a province,
(c) a line of ships connecting a province with any other province, or extending beyond the limits of a province,
(d) a ferry between any province and any other province or between any province and any country other than Canada,
(e) aerodromes, aircraft or a line of air transportation,
(f) a radio broadcasting station,
(g) a bank or an authorized foreign bank
(h) a work or undertaking that, although wholly situated within a province, is before or after its execution declared by Parliament to be for the general advantage of Canada or for the advantage of two or more of the provinces,
(i) a work, undertaking or business outside the exclusive legislative authority of the legislatures of the provinces
- In addition, Part III, Division XIV of the CLC which regulates "Unjust dismissal complaints" does not apply to employees who are managers (sec. 167 CLC)
Notes / Remarques
It is important to recall that in Canada employment relationship of workers is primarily governed by provincial statutes enacted by the legislative power of the province in which the work takes place.
However, the federal parliament also has jurisdiction over employment relationships in certain sectors.
For practical reasons, the information provided here only reflects the content of federal legislation and are therefore only relevant to federally regulated workers which is approximately only 10% of the labour force.
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