Professional Advice On Handy Tdg Classroom Methods

The Bill proposes a numberof significant amendments to Alberta's Employment StandardsCode and Labour Relations Code. This blog post provides a summary of the key changes toAlberta's Employment Standards Code and is not acomprehensive summary of the Bill. Should the Bill pass in itscurrent form, we anticipate the majority of changes taking effectJanuary 1, 2018. If passed, these amendments will have significant impacts onemployers' policies, practices and businesses as a whole. Theycreate expanded protections for leaves (although unpaid), whichimpacts staffing; impose administrative fines for non-compliance;give greater entitlements respecting vacation, holiday andovertime; and so forth. Amendments to the Employment Standards Code The qualifying period for maternity, parental and compassionatecare leave will be reduced from 52 consecutive weeks of employmentto 90 days. The period of maternity leave will be extended from 15 to 16weeks. Compassionate care leave will be extended from 8 weeks to up to27 weeks, to be taken in periods of no less than 1 week induration. Employees will no longer be required to be the primarycaregiver of the seriously ill family member and will need toprovide only 48 hours' notice of their return. Non-birth parents and adoptive parents taking parental leavemust complete the leave within 53 weeks following the child'sbirth or adoption as opposed to 52 weeks. A number of additional unpaid leaves of absences will also beintroduced including: � Death or disappearance of child leave, providing for upto: 52 weeks of unpaid leave for qualifying employees who are theparent of a child who has disappeared and it is probable that thedisappearance is the result of crime; or 104 weeks of unpaid leave for qualifying employees who are theparent of a child who has died and it is probable that the death isthe result of crime; � Critical illness of child leave, providing for up to 36weeks of unpaid leave for the purpose of providing care or supportto a critically ill child; � Long-term illness and injury leave, providing for up to16 weeks of unpaid leave in a calendar year due to illness, injuryor quarantine; � Domestic violence leave, providing for up to 10 days ofunpaid leave in a calendar year to seek medical attention, obtainservices from a victim services organization, obtain psychologicalor professional counselling, relocate temporarily or permanently,seek legal or law enforcement assistance and any other purposeprovided for in the regulations; � Personal and family responsibility leave, providing forup to 5 days of unpaid leave in a calendar year for the health ofthe employee or for the employee to meet his or her familyresponsibilities in relation to a family member; � Bereavement leave, providing for up to 3 days of unpaidleave in a calendar year due to the death of a family member;and � Leave for citizenship ceremony, providing for up to ahalf-day of unpaid leave to attend a citizenship ceremony toreceive a certificate of citizenship.

For the original version including any supplementary images or video, visit http://www.mondaq.com/canada/x/599172/employee+rights+labour+relations/Bill+17+Proposed+Changes+To+Albertas+Employment+Standards+Code

You may also be interested to read