The “average daily wage” does not include vacation pay and general leave pay. Instead, the total wages of workers will be on average on the number of days they have worked: overtime due is the highest average daily or average overtime. As a result, employers must deduct all of the daily overtime paid to workers from the average time owed to determine whether overtime is due at the end of the median period. Duration of temporary redundancies: previously, a temporary dismissal not related to COVID-19, which lasted more than 60 days within 120 days, would have resulted in the employee being dismissed. Bill 32 increased this deadline to 90 days within 120 days. Temporary redundancies related to COVID-19 remain subject to a maximum of 180 consecutive days. Yes! You have the right to refuse work that poses a threat to you or to the safety of your employees and that goes beyond what is normal for your job. The Health and Safety Act protects you from your boss`s troubles if you refuse precarious work. However, it still takes 24 hours of rolling and 8 hours of rest between shifts. Flexible rules for the application of code waivers: it is now easier for employers to ask the Minister of Labour for exemptions and exemptions to help employers adapt to economic conditions following COVID-19. Employers and unions may also agree to repeal certain provisions of the code, such as the maximum daily working time, change of position and temporary redundancies, as part of a collective agreement. In line with legislative debates on future amendments, proposed changes to the overtime rules under the Business Opening Act (according to Bill 2: The Open for Business Act (which states that workers pay only one hour for every hour of overtime) will minimize the impact of the elimination of FAAs faced by workers.

Vacation Pay: Bill 32 also simplifies the calculation of vacation pay. The new “average daily wage,” used to calculate a worker`s entitlement to leave pay, would increase on average the total wage of the worker beyond the number of working days during (a) four weeks immediately preceding the general public holiday or (b) four weeks ending on the last day of the pay period that took place just before the general holiday. The method of calculation is taken at the discretion of the employer. Note: Collective agreements may define different methods of how workers should obtain copies of funding agreements. The employer and employees can renegotiate or terminate the person or group (if the majority approves) HWAA at any time. Any party to HWAA may terminate the contract with a 30-day period. The termination will take effect at the end of the 30-day period, which in some cases may be longer than 30 days. However, only one staff member cannot leave a HWAA group. The remaining overtime is paid within 10 days of the end of the pay period that ends. During or at the end of a median period, an employer may enter into an overtime agreement with its employer with a written notification of at least 2 weeks to each worker concerned. For example, instead of being paid for overtime, an employee may receive a break. From September 1, 2019, your employer will have only one hour of free time to give you for each hour worked.

There are other rules for this type of agreement that your employer must follow. Effective September 1, 2019, the latest changes to Alberta`s Labour Standards Code (legislation imposing minimum standards for employment in provincially regulated jobs) and its regulations will eliminate Flexible Means Agreements (FAAs): flexible planning arrangements put in place by the previous NDP government under the Fair and Family Friendly Workplaces Act. If overtime is not due or if daily overtime is due, flexible time is calculated daily.