All businesses operate within a certain jurisdiction, or maybe in more than one. For any federally regulated organizations, such as businesses in banking, telecommunications, and transportation, it’s likely you’ve heard about the major changes coming your way.
It’s a common misconception that if an organization receives federal funding, they are federally regulated. This isn’t always the case; refer to the government of Canada’s infographic “Federal labour standards that apply to you” if you aren’t sure whether you’re federally regulated. As for the significant changes to federal legislation, some have already come into force, and others have no set date for coming into force. There are, however, a substantial number of requirements which will come into force as of September 1, 2019. Are you prepared?
The federal government has been promoting their goal of modernizing the Canada Labour Code (CLC) over the past few years, which began shortly after the omnibus bill, the Budget Implementation Act, 2017, No. 1 (Bill C-44), was introduced. These changes included adding critical illness leave and the extension of parental leave. The amendments then continued with the Budget Implementation Act, 2017, No. 2 (Bill C-63), which received Royal Assent in December of 2017. A year later, in December of 2018, the Budget Implementation Act, 2018, No. 2 (Bill C-86) received Royal Assent. These three omnibus bills make significant changes to the Canada Labour Code and were followed by associated changes to the Canada Labour Standards Regulations, announced at the beginning of June of 2019.
Chances are you have already heard of the changes coming and maybe even started to implement them in your workplace. But if you’re confused about the changes, don’t worry! We’ve worked hard to decipher the final changes made and what needs to be done to ensure compliance. Download our FREE Changes to the Canada Labour Code Guide, which outlines some of the major updates coming into force September 1, 2019, as part of the CLC modernization.
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