2019년 9월 1일부터 캐나다 노동법 개정 

***식사 휴식 및 휴식 기간: 고용주들은 특정한 예외를 제외하고 5시간 연속 근무 기간 동안 최소 30분의 무급 휴식을 제공해야 한다. 또한, 개정안은 특정 예외를 제외하고, 근무 기간이나 근무 교대 시간 사이에 최소 8시간 이상 연속적으로 휴식 기간을 제공할 것이다.

***고용의 연속성 : 업무, 위탁 또는 사업, 업무의 일부 또는 일부분을 매각, 합병 또는 기타 방법으로 임대 또는 이전하는 경우, 종업원의 고용은 양도에도 불구하고 계속적인 것으로 간주된다. 이는 도급업자가 다른 기관이나 고용주를 위해 서비스를 수행하는 계약의 재전송 과정을 통해 작업이 이전되고 있을 뿐만 아니라 지방 규제 고용주로부터 연방 규제 고용주로 이전되는 상황에 적용된다. 도급업자와 지방 규제 고용주로부터 연방 관련 고용주로 이직하는 고용의 연속성을 의무화하는 것은 새롭고 중요하다.

***스케줄링: 고용주들은 1교대 시작 전 최소한 96시간(4일 내내)의 업무 일정을 서면으로 제공해야 한다. 96시간의 통지가 주어지지 않은 경우, 직원들은 단체협약에서 상충되는 조건을 포함한 특정 예외에 따라 일정이 제공된 시점으로부터 96시간 이내에 작업을 거부할 수 있다. 고용주들은 또한 그러한 거절에 대해 직원들에 대한 보복이 금지될 것이다.

***변경 사항: 고용주들은 특정한 예외에 따라 직원의 스케줄 변경 또는 추가 시 24시간 전에 서면으로 통지해야 한다.

***초과 시간 거부: 직원들은 특정 예외에 따라 가족의 책임을 수행하기 위해 초과 근무를 거부할 수 있다.

***의료이유나 간호를 위한 휴식: 직원들에게 의료상 필요한 무급 휴식이 제공될 것이다. 고용주가 요청할 경우, 직원들은 필요한 휴식 시간의 길이와 빈도를 명시하는 의료 실무자가 발행한 인증서를 제공해야 한다. 직원들은 또한 모유를 제공하거나 추출하는 데 필요한 휴식을 취할 수 있다.

***존재하지 않는 항목: 이 법안은 육아휴직, 출산휴가, 중대한 질병과 관련된 휴가, 사망 또는 실종에 대한 서비스 요건을 없앨 것이다. 특정 항목을 지지하는 의료 문서의 축소된 표준도 구현되었다. 직원들은 "자격 있는 의료 종사자"가 아니라 정의된 "의료 종사자" 그룹의 의료 문서를 제공할 수 있다. 다음과 같은 새 항목도 도입되고 있다.

가정폭력 피해자를 위한 휴가 – 3개월 연속 고용 후 매년 최대 5일 유급 휴가
법원 또는 배심원의무로 출발 – 지정되지 않은 일 수 – 휴가는 직원들이 법정에 출석하여 배심원으로서 행동하거나, 배심원 선발 과정에 참여하는 것이다.
의료 휴가 – 현재 병가 조항은 의료 휴가로 전환되며, 이는 근무 시간 동안 개인 질병이나 부상, 장기 또는 조직 기증 또는 의료 약속으로 인해 최대 17주까지 결석할 수 있다.
개인 휴가 – 연차별로 최대 5일(연차 5일), 3개월 연속 고용 후 3(3)의 유급일이 포함된다.

Enacted by Bill C-63

Bill C-63, which received Royal Assent on December 14, 2017, makes numerous changes to the Code that will come into force on September 1, 2019. They include:

• Flexible Work Arrangements: This new Division I.1 will permit employees with at least six months of continuous service to formally request a change in working conditions, such as a change to their work schedule, work location or such other conditions as prescribed by regulation. Among other things, employers must respond in writing either granting or denying the request or setting out an alternative change. The Division specifies the permissible grounds for denying an employee’s request.
• Notice of Shift Change: The employer must give an employee at least 24 hours advance written notice of a shift change. This provision will not apply in situations that the employer could not reasonably have foreseen, for example those that present or could reasonably be expected to present an imminent or serious threat to the life, health or safety of any person, among other things.
• Right to Refuse Overtime: An employee may refuse to work overtime in order to carry out their family responsibilities as specified and subject to certain exceptions.
• Leave for Victims of Family Violence: This new leave provides an employee who is the victim of family violence, or who is the parent of a child who is the victim of family violence, up to ten days leave per calendar year. The leave must be used for certain prescribed purposes. Up to five days paid leave is provided where the employee has completed at least three consecutive months of continuous service (per Bill C-86 amendments).
• Leave for Traditional Aboriginal Practices: This new unpaid leave of up to five days per calendar year is restricted to Aboriginal persons (defined as Indian, Inuit or Métis) who have completed at least three consecutive months of continuous service. The leave is for the purpose of engaging in “traditional Aboriginal practices” such as hunting, fishing, harvesting or other prescribed practices.  
• Extended Bereavement Leave: Bereavement leave entitlement is extended to add two additional unpaid days to the existing three paid days leave. The entitlement to leave begins on the day on which the death of the immediate family member occurs, up to six weeks after the latest of the days on which any funeral, burial or memorial service occurs.
• Flexibility Regarding Time Off: Subject to the regulations and certain specified conditions, an employee who works overtime can be granted 1.5 hours of time off with pay for each overtime hour worked. The employee and employer must agree in writing, and the time off must be used within three months unless otherwise agreed (but not longer than 12 months or other period specified in a collective agreement), failing which overtime pay must be paid out.
• Unpaid Internships: Bill C-63 repealed changes to the Code which had not yet been brought into force and which would have allowed for short-term internships in limited situations. As a result, unpaid internships are instead restricted to students participating in a recognized post-secondary education program.

Enacted by Bill C-86

• Unpaid Breaks: Employees are entitled to an unpaid break of at least 30 minutes during every period of five consecutive hours of work, subject to certain exceptions.
• Rest Periods: Employees are entitled to a rest period of at least eight consecutive hours between shifts, subject to certain exceptions.
• Notice of Work Schedule: Employers must provide written notice to employees of their work schedule at 96 hours before the start of the first work period, subject to certain exceptions. Employees have the right to refuse to work any periods or shifts that start within 96 hours of the time the schedule is provided to them, subject to certain exceptions.
• Medical and Nursing Breaks: Subject to the regulations, employees are entitled to unpaid breaks necessary for medical reasons. Employees who are nursing are entitled to unpaid breaks to allow them to nurse or express breast milk.
• Vacation Pay: Vacation pay and time entitlements are increased to the following levels:
  • 2 weeks vacation (4% vacation pay) after one year employment
  • 3 weeks vacation (6% vacation pay) after five years employment
  • 4 weeks vacation (8% vacation pay) after ten years employment.

• Transfer of Work / Retendering: The continuity of service provision relating to transfer of work has been expanded to address continuity of service in cases of retendering or where a provincially regulated operation becomes federally regulated due to a change of activities.    
• Service Requirements: Continuous service requirements for entitlement to holiday pay, maternity leave, parental leave, critical illness leave and death or disappearance leave have been removed. Service requirements for members of reserve forces is reduced to three months from six months.  
• Personal Leave: Employees are entitled to five days of personal leave, the first three days of which are paid after three months of continuous employment. The leave is for specified reasons, including treating their illness or injury, carrying out responsibilities related to the health or care of any of their family members, carrying out responsibilities related to the education of any of their family members who are under 18 years of age, addressing any urgent matter concerning themselves or their family members, attending their citizenship ceremony or any other prescribed reason.
• Medical Leave: Medical Leave replaces “Sick Leave.” Employees remain entitled to a medical leave of absence of up to 17 weeks. This can be used for personal illness or injury, organ donation or medical appointments during working hours. Where the leave is in excess of three days, the employer may require a certificate from a health care practitioner. Among other things, anti-reprisal protections apply to prevent disciplinary actions against employees who take Medical Leave.
• Court or Jury Duty Leave: Employees are entitled to a leave of absence to attend court to appear as a witness, act as a juror or participate in the jury selection process. There is no limitation on the length or frequency of such leaves.
• Health Care Practitioners: The requirement that a certificate be provided from a medical practitioner in certain cases has been removed. Certificates may now be provided from a health care practitioner, as defined.